In Order to Have a Successful Organisation, the Most Important Thing Essay

In Order to Have a Successful Organisation, the Most Important Thing for Management Is to Get close Right - Essay Example organizational Culture has emerged to be one of the virtually crucial factors that strongly influence the performance of an organization. In recent years, organizational culture has gained considerable attention from managers because of that it is extremely significant in relation to meeting the industry necessarily for greater effectiveness and the material and social needs of employees in order to create a constructive work-environment and foster high performance works. Organizations put efforts to develop justly kind of culture, culture with lineament or a culture of customer service and managers most often try to inculcate certain value in their organizations. There are widespread assumptions as better or worse cultures and stronger or weaker cultures and more importantly the right kind of culture influence the effectiveness and success factors of the o rganization (Schein, 2004, p. 7). Organizational culture is the system of shared actions, values and beliefs that are developed and established within an organization and this influence its members to guide and shape their behavior (Schermerhorn, Hunt and Osborn, 2005, p. 436). As McShane and Von Glinow (2004, p. 476) noted, organizational culture refers to a basic pattern of shared values, assumptions and beliefs that are considered to be the right way of thinking and acting on problems and opportunities facing the organization. concord to them, organizational culture is the DNA of an organization because it is not only invisible to the naked eye but also a very powerful usher or tool that can shape what happens within an organization.... No individuals have same behavior and personality and likewise, organizations also have very disparate and erratic culture, and therefore, organizational culture can also be termed as organizations personality. People in any organization are c onsidered to be the most valuable, powerful and high-valued assets and therefore utilizing these resources more effectively and strategically seems to be the underlying principle of organizational behaviour. People in an organization may belong to different cultures, social setting and life-style, but when the organization is able to create, design and establish a culture of its own by aligning and integrating the shared values among the people, the organization will also be able to be successful in achieving the goals. Do organizations require forming and structuring a specific culture and getting it right? If managers target better organizational performance, if they look at increased productivity of employees and thus to earn higher profitability, if they would like to achieve high performance working and they like to maintain sustainable competitive advantages, the answer to the above question is certainly yes. Especially in todays competitive business environment, interlinking marketing contexts, complicated technological advancements and in times of globalized economies, managers need to identify the organizational culture, design and structure its features, understand its significances in terms of business opportunities and tax its benefits to the business as well. Smircich (1983, p. 344) described that organizations are social instruments that produce goods and services and thus they produce cultural artifacts like rituals, legends and