Organizational Behavior: Structure, Culture, and Contemporary Theories

This report analyzes the influence of organizational structure on organizational culture. It explores the relationship between structure and culture, examining how flexible organizational structures can positively impact culture, while rigid structures can have negative effects. The report discusses the importance of communication, employee involvement, and adapting to change. It also delves into both traditional and contemporary theories, including Edgar H. Schein's model, and the significance of artifacts, espoused values, and underlying assumptions. The report concludes that a flexible organizational culture is essential for adapting to changes and improving overall organizational performance, supported by relevant references.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behaviour
Name of the Student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOR
Introduction
The report helps in analysis of the influence of the organizational structure on the
development of the appropriate culture in different kind of organizations. The appropriate
analysis is required to be done in order to analyse the same with the contemporary and
temporary theory.
The main aim and purpose of the report includes the influence of the same on the
culture of the organization both in negative and positive manner. The discussion of the
influence of the same is required as this will help in development of the culture effectually.
Organizational Culture
Culture is the model of different kind of norms, attitudes and beliefs that affects the
organizational structure. The accurate and flexible kind of organizational structure will help
in generating positive impact on the culture. According to Pinder (2014), the organizational
culture is the big picture of the entire entity, wherein it is compared to the forest that cannot
exist without timber and trees, similarly the culture of the organisation is incomplete without
structure.
Pinder (2014) has commented that the organizational structure is how the entire
communication moves from one area to the other area. The individuals in the organizations
involves in making decisions over the different subordinates and through this manner, the
company gathers the different resources to achieve the different kind objectives in an
effectual manner. With flexible organizational structure, this helps the company to mature
and support beams brought on by the entire structure as well.
Furthermore, on the other hand Moore (2016) has commented that there are different
kind of structures wherein the effectiveness of the organization increases. However there are
disadvantages of organizational structures that can create negative impact on culture if the

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company. Miner (2015) has commented that there can be flexibility and discretion of the
different competing values framework of the organizational kind of effectiveness. The author
has commented that it is possible in the early stages that the existence of the conscious
decision is necessary wherein the structure can influence the culture of organization
effectually.
However, on the other hand, Luthans, Luthans and Luthans (2015) has commented
that the mismatch between the culture and structure is the major recipe of the disaster in
different kind of organizations. For instance: when a software organization that requires to
move quickly cannot have or create hierarchical structure of the entire bank. Furthermore, the
banks that incorporate mergers and acquisitions face major issues as they have separate kind
of culture and different structure as well.
It is required to have a flexible kind of organizational structure that will create
suitable and accurate effect on the culture of the organization as well. With different kind of
culture, the companies may have faced different kind of issues in the initial stages, however
when the upper level management officials are able to communicate with the employees in
the organization this will help organisations in solving the queries (Gelfand et al. 2017).

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As per Gelfand et al. (2017), the structure of the organizations changes with time,
wherein it is seen that there are different organizations with informal structure. The informal
kind of structure of companies have to become more formal in the size and this will expand
the scope of the entire business in an effectual manner as well. Furthermore, Luthans,
Luthans and Luthans (2015) has commented that the understanding of the organizational
culture along with the structure will help the decision-makers to perform the right things in an
effectual manner.
According to Luthans, Luthans and Luthans (2015), right planning is required to be
done by the company executives as this helps in deciding on the spur of that moment the
requirement of the changes that is necessary in changing the structure of the organization in
such a manner that will help in involving the culture that is acceptable by all the
organizations. On the other hand, Gelfand et al. (2017) has commented that appropriate
communication flow of the entire culture is essential and the employees need to be included
in the process of change as well.

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Traditional and Contemporary Theories
It has been seen that the Edgar H. Schein’s model of organizational culture includes
three factors namely assumptions, espoused values and artefacts and symbols. Gelfand et al.
(2017) has commented that artefacts help in marking surface of the organization along with
they are the visible kind of elements that are visible for external parties.
On the other hand, the basic underlying assumptions include the different kind of
embedded organizational culture and these include unconscious and self-evident behaviour.
This model is known as onion model and this is recognized from within in an effectual
manner as well. This kind of organizational theory has helped in creating awareness of the
same in an effectual manner.
Conclusion
Therefore, it can be concluded that flexible kind of organizational culture is essential
in nature to improve the culture of the organization and this helps the organization and
employees to cope up and orient themselves with the changes in an effectual manner. The
organizational culture theories have been adopted that can help in solving the issues in an
effectual manner.

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References
Gelfand, M.J., Aycan, Z., Erez, M. and Leung, K., 2017. Cross-cultural industrial
organizational psychology and organizational behavior: A hundred-year journey. Journal of
Applied Psychology, 102(3), p.514.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An
evidencebased approach. IAP.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Miner, J.B., 2015. Organizational behavior 4: From theory to practice. Routledge.
Moore, C., Detert, J.R., Treviño, L.K., Baker, V.L. and Mayer, D.M., 2016. " Why
employees do bad things: Moral disengagement and unethical organizational behavior":
Corrigendum.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.