Role of Organizational Culture in Organizational Success - Research Paper Example

2021-04-23 23:35:09
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Introduction

Employees in an organization are the primary stakeholders that play a key role in achieving the organizational goals and objectives. The operation of the employee in the company should capitalize on embracing the positive culture that deliberates in fulfilling the set performance standards of the company (Scott, 2015). The human resource department in the enterprise has to heighten their activities by ensuring that they apply the significant human resource information system that will promote the development of an organizational culture that will motivate the employee and the management in working towards achieving the set goals and objectives (Cummings, 2014).

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What Is Organizational Culture?

The organizational culture is described as the sharing of the assumption, beliefs, and values that guide the behavior of the individual in the company, the human resource department in the company is obliged in developing and encouraging the employees to have good behavior while they perform their job functions (Brimecombe, 2009). All the department levels in the organization have the responsibility of contributing their concern in making the major decision that steers the development of virtuous organization culture. All the stakeholders have to ensure that they enact the policies that will aid in attracting and retaining the best candidates that posse the best practices that are relevant to the company’s operation. Implementing the principles about the importance of the organizational culture will attract professional applicants who have the same mindsets as the management in achieving the objectives of the company (Goodboy, 2015).

The corporate culture of the company is shown as the greatest asset that boosts the operation of the company, and apparently, it can also be the liability to the company activities when its substantives policies are not complied with (Moreland, 2013). The management should consider defining and disclosing the level of the organizational culture to the candidates, this will allow the applicants to be certain while applying for the job vacancies in the company (Moreland, 2013). The management has to oblige in strategizing on the following approaches to defining the role of the organizational culture concerning the success of the company in retaining and keeping the best applicants to the company (Brimecombe, 2009).

Core Values and Mission of the Company

Since new employee to the company has less knowledge of the core values and mission of the company, the management should focus on orientating the applicants to understand the purpose and the existence of the company (Goodboy, 2015). The new applicant will ascertain the behavior that is substantial and supports the company mission and the core values. The company should also reflect in retaining competent and professional employees, by signifying good management and leadership qualities such as using respectful language while communicating to the employees. This will motivate the employees as it creates better work for the new and existing employees, thus encouraging the accomplishment of the organizational goals and objectives (Cartwright, 2009).

Employee Skills Development

The development of skill and promotion of employee competence is one of the strategic plans that reveal the role of the organization’s culture in defining the company’s success. Every activity performed in the company represents the skill and the competencies of new applicants as well as the existing employees, in encouraging embraceable skill and capabilities of the employee to require the implantation that will guide the employee behavior that supports the core values of the company (Brimecombe, 2009). The strategic management of developing and promoting the skills and competence of new employees necessitates the management of the company to organize the training sessions, this will allow the employee to develop new skills as well as allow them to gain more experience concerning their areas of specialization. The organized training and development session acts as the motivational aspect to the employees as they will treasure to work in the company, thus encouraging the retaining and attracting of new applicants (Cummings, 2014).

Development of Company Past Performance

This is the strategic plan that exemplifies the corporate culture’s need to compel the company management to disclose all the past performance of the company based on all the products developed as well as the financial performance of the company since its inception (Goodboy, 2015). With the implementation of the internal control systems relating to the strategic plan, the new employee may ascertain their efforts in working towards achieving the company objectives. The company may also take the alternative of allowing the employee to share their performance stories, and this will promote the development of a healthy organizational culture that guides and equalizes their behaviors (Cummings, 2014).

Suggestions for Organizational and Environmental Factors

The employee is the ambassadors of company products, and they represent the operation of the company to the customer. They are the individual who takes the central part in fulfilling the client’s satisfaction (Goodboy, 2015). Meeting the client’s expectations is the organization’s responsibility of developing a good working environment for the employee.

Offer Growth Opportunities

This is the organizational factor that promotes the retention of the new employee with best practices to the organizational activities. The company management should allow the new applicants to nature their talents while they perform their function in the enterprise (Goodboy, 2015). Offering growth and development opportunities to the employee reflects job satisfaction, thus heartening the employee to work in the company. However, nurturing employee skills consents the employees to innovate new ideas that will promote the development of the company, based on the technological inception of the company (Moreland, 2013).

Building a Strong Company Culture

Building strong organizational culture is one of the environmental factors that attract and governs the retention of the new employee in the company. The organization’s cultures sanction the management and the employees in making the major decision for the company, the employee also is allowed to take part in formulating the policies that guide the operations of the company (Moreland, 2013). When new employees are allowed to advocate their choices their picks cannot be aggravated by the management, this will exhibit the role of organizational culture, thus encouraging the employees to work in the company and others are attracted (Cummings, 2014).

Flexible Schedules

This is the strategic management factor that is considered as the environmental factor that attracts and encourages the employees to work in the company (Cummings, 2014). The company should consider focusing on the working standards of the employee without considering the time they arrive at the workplace, and this will allow the employee to develop a schedule that will favor their personal objectives (Goodboy, 2015). The company management should provide the technology to the employee such as the telecommunication system that will allow the employees to perform their job functions in their home.

Suggestions to Motivate Employees Using Financial Incentives

Incentives are described as the inducement which stimulates an individual to work with the desire of achieving a particular goal. The company management should capitalize in defining the incentives that could be used in motivating the employees, the new applicants to the organization may take into consideration the incentive approach that the company uses in motivating the employee (Cummings, 2014). Money is considered as the factor that has the power of motivating individuals in the workplace. As a developing company, the management has the obligation of providing adequate financial resources to the Human Resource department, this will heighten the achievement of the Department of attracting and retaining competent employees.

Profits Sharing Financial Incentive

Profits sharing is the financial incentive that is commonly used by developing companies. It refers to the monetary benefits that are given to the employee by the employers, and it does not form part of the salaries, wages as well as the usual bonuses (Cummings, 2014). The company should responsibly conduct the substantive test to evaluate the profit-sharing policies employed by the company, and this will implement the guidelines that safeguard the employee from exploitation from some the departmental managers. As a developing company in Chicago, the organizational management should consider motivating its employee using different profit-sharing incentives such as bonds, stocks, and cash (Moreland, 2013). The Profits sharing financial incentives approach seeks to improve the retirement plans for the employees, thus acting as the motivational factor that should be strategized by the company in retaining and attracting more employees to work in the company. However, the company should ensure that they share their profits with the employee who is eligible for receiving incentives, the typical salaries and wages for the new employee should be taken into consideration since they determine the number of profits to be given to an employee (Goodboy, 2015). The employee with a high salary base twill is given a high-profit share. According to this platform, the base salary of an employee determines the level and the class employment in the company. The profits sharing financial incentives parades the level at which the company allows the new and existing employees to be part of the company (Cummings, 2014). The employee whose financial needs are taken care of by the company through the financial incentives tends to work better, and he or she is being induced with the power of working harder to fulfilled both the personal as well as the organization objectives (Goodboy, 2015). The purpose of imposing the financial incentives on the employee reflects the high motivational levels of employees as well as the profitability of the company and employees.

Non-Financial Incentives

Non-financial incentives are one of the alternative motivational approaches that should be sued by the company. It refers to the recognition of an individual after performing a certain activity. The company should consider recognizing employee performance, and this will promote job satisfaction amongst the new employees (Cummings, 2014). The alternative strategy seeks to the ego the employees while they perform their operations in the company.

Appreciation of Work Done

This is one of the alternative methods that should be used by the company in motivating its employees. The company management should consider following the policies that will guide in appreciating the competent employees who parade their commitment to working towards achieving the organizational goals (Moreland,...

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