Impact of Organizational culture in contemporary context

Organizational culture is defining as the drive of efforts and contributions made by the employees to achieve organizational goals and how each employee could attain goals; it also shared the beliefs and values within the organization that helps to shape and understand the behavior pattern of the employees (Kotter and Heskett, 1992). Thus organizational culture could means of keeping employees in line with the organizational objectives.

 The organizational culture is considered as a motivational factor which promotes organizational to perform smoothly and ensure success in all its endeavors such as rewards systems, organizational design, decision making, communication, Job satisfaction, leadership, Mentoring etc…( Schein,1990).

Organizations differ in their cultural content, some organizations practices on their recruitment and selection, training and development, compensation and performance management processes, where some organizations place a premium on career development, objective setting, pay for performance etc.., all of above is with the intention of maximizing the employee performance and customer service which will help to create culture of high performance across the entire organization. 

Organizations plans and put more efforts on training and development of their employees of job related competencies such as knowledge, skills or behaviors that are critical for performance. Training and development help in utilization of human resource effectively and efficiently that helps to achieve organizational goals and as well as their individual goals (Adeniji, Osibanjo, and Abiodun, 2013).

The improvements in productivity lead to employee commitment, values and objectives which help to improve organizational culture and employee performance. Employee performance is considered as the back born of organization as it leads to development of the organization, the loyalty of employee behavior and awareness of culture improves performance of the organization (Brooks, 2006).

Conclusion:

The strategic thinking of most companies is shaped by the way they do business, a farmer thinks in terms of annual seasons and crops, an internet company like Google works at a fundamentally different pace, web software changes continuously .You don’t plan it rigidly, you evolve it day by day, the faster and more flexibly you evolve , the more successful your products will be.

References

Adeniji, A. A., Osibanjo, A. O., and Abiodun, A. J., (2013). Organizational Change and Human Resource Management Interventions: An Investigation of the Nigerian Banking Industry. Serbian Journal of Management, 8(2), pp 139-154.

Brooks, I., (2006). Organizational Behaviour: Individuals, Groups and Organization. Essex: Pearson Education Limited.

Kotter, J. P and Heskett, J. L., (1992). Corporate Culture and Performance. New York: Free Press.

Schein, E. H., (1990). Organizational Culture. American Psychologist. 45(2), 109-119. http:// dx.doi.org/10.1037//0003-066X.45.2.109

The guardian :Google logic, why Google does the things it does the way it does –www.theguardian.com accessed on 25-12-2017 at 1.35 pm.