When we are consider about talent management
organizational culture plays a very important part in the organization.
According to Armstrong, organizational culture is the pattern of values, norms,
beliefs, attitudes and assumptions that may not have been articulated but shape
the ways in which people in organization behave and things get done. Armstrong (2006).
It is important to have a culture for every
organization. It define the people who work in the organization. Each organization
has their own way of managing people. The culture will help the organization to
handle employee’s attitudes towards company goals and to each other. Since
Different companies have different cultures it is very hard to explain a common
ground for organizational culture.
When people working for the same company for longer
periods they just go through changes. Like different management, new tactics
for the business, new people join the organization. Even they have those
changes the main culture of the organization will never change.
For example, let’s talk about Nike sports goods they
have factories marketing offices regional offices around the world but the key cultural
parts represent in each place as the same. They have same office environment setup.
Organizational processes are same. They might use different languages or
different methods to approach the employees but the organizational cultural message
is same. When an organization has a core culture it is easy to develop the
employees and have a strong work force.
When an organization has a positive culture people get
motivated to do better and it will be a positive outcome for the management. Employees
always willing to improve when the management creates a work friendly culture inside
the organization. Since the organizational culture is unique to each company
people who adopt to the culture will work towards the goals without any
hesitations. This will allow people from different backgrounds to work as a
team and be successful in their future.
When it comes to organizational culture it is not
possible to say which one is better. Different management methods cater
different organizational cultures. What we need to understand here is we need
to maintain the culture for improve company performance rather than hold back the
productivity. A solid culture will help the organization to achieve their goals
and be the better company among other competitors.
References
Basically there are 3 factors that influence the employees to decide whether to stay with the organizational or not which is related to culture. The factors are : P-E (Person to Environment), P-P (Person to Person), and PF (Perpetual Fit). Initially there should be a match between personal culture and the organizational culture. It is known for person to environment fit. There should be fit or shared culture among the employees. It is called here persona to person fit. Perpetual Fit refers that the level of the perceived values of the employee that the values expected to have in an organization by an employee corresponds to the values that their colleagues perceived in order to have should be matched. These are the 3 factors based on the culture or corporate culture that influences the employee retention or turnover (Richard and Edward, 2016).
ReplyDeleteReference
Richard, S, B and Edward, N, T. (2016) Organizational Culture and its impact on employee retention. European Journal of Business and Management, 8 (31), p. 159.
Culture is about values which guides a person’s behaviors. It’s an outline or may be a belief that an organization have been following from the very beginning. It includes experiences, rules, values, philosophy and rituals that hold the organization together. And this can be adopted by sharing, learning, socializing and experiencing along with the co-workers in an organization. (Dr. Nyameh, J 2013)
ReplyDeleteReference:
Dr. Nyameh, J (2013) Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), pp.39-45
Organisational culture is implicit, invisible, characteristic and informal awareness to the association which coordinates behaviour of individuals and which results from their conduct. (Scholz, 1987; 80)
ReplyDeleteScholz, Z. (1987): Corporate culture and strategy –problem of strategic fit, Long Range Planning, Vol. 20, No. 4
Organizational culture plays a significant role in the business journey. Studies have shown that organisational culture is related to turnover intention of employees. (Medina, 2012; Yeun & Han 2015). Kee(2010) pointed out that Employees tend to demonstrate turnover intentions when organisational culture does not match with their expectations. Emerson (2013)
ReplyDeleteAs per Weiner (2018) could define the organization culture through for filters.
ReplyDelete1)Every culture is a unique
2)Culture gives us a clear guidelines
3)Culture are fluid like and growing organic
4)Internal cultures to become part of their external identity
Above four qualities reflects the employee experience so it often determines whether companies win or lose.
According to the blog post of Dunisha (2019), she focuses on how to improve Employee Relations within an organization, and given in point form a few steps towards creating a positive work atmosphere (culture), along with the emphasis on Transparency from a Managerial levels, by which she is introducing a new change strategy (Transparency) to the organization so that the culture improves in comparison to other organizations.
ReplyDeleteReference
Dunisha, S. (2019) 7 Ways To Improve Employee Relationship. [Blog entry]. Available at: < https://dunisha.blogspot.com/.>. [Accessed on 21st April 2019].