What is the impact of organizational culture?
When observing the impact of organizational culture, scientists have suggested that culture seems to reflect on micro -level organizations. If the society is studied by an unfavorable culture and employees are not associated with organizational culture, it seems to result in dissatisfaction with work and inefficient performance. Positive organizational culture provides direct and indirect benefits related to organizational performance. The leading companies can use these correlations to understand and solve the impact of organizational culture. Other affected areas may include insufficient reporting of unethical behavior, high levels of stress and suppressed creativity. Organizations with positive culture could emphasize innovations and handle customers well. They tend to encourage cohesion at all levels of the organizational structure and intentionally seek to promote high morality among employees. Such characteristics instilled in culture correlate with a competitive advantage, reliable and efficient performance between employees and matching corporateresources with the objectives of the organization.
Society managers may decide on the basis of the impact of culture in the organization, especially if problems are manifested in the organization as a result of cultural tendencies. If the company has a problem with the customer and research, it provides that this problem is due to poor customer service, the company leaders will have to find out why employees are not worried about customers. For example, by implementing an anonymous feedback mechanism, leaders can find an answer to such questions. After the leaders identify the answers, they can move forward and change the organizational culture to reflect its customer base.
Defining organizational culture proves to be demanding because of inherent tendency to define it from different perspectives. Determination of the impact of organizational culture sometimes succumbs to the same puzzles. The main challenge is the lack of definitive research that convincingly provesPositive and negative assignment of organizational culture. Yet research emphasizes some important correlations between culture and performance. Understanding these correlations and their impacts can help the organization in the evaluation and formation of its culture.
experts often disagree with the best way to define organizational culture. In most literature, there are usually two types of definitions: descriptions oriented to processes. The results -oriented terminology describes the organizational culture as the behavior and descriptions of processes oriented processes in detail describe the mechanisms of ThPři production of these behavior. Regardless of the position or focus on this topic, most experts agree that organizational culture is an agency of a social function that grows inconsistent consequences.
The source of the dispute between experts normally shows the lack of the desired research. It is not that organizational culture is overlooked, but vice versa. The challenge is the implementation of the LON requiredGitudinal studies to present convincing evidence. Such research would require more organizations to study at the same time under precise conditions for a long time. The attempt to submit business organizations to these restrictions is not feasible and represents ethical problems for scientists.
Rather than relying on empirical research, scientists usually study the impact of organizational culture with observation methods that leave space for different interpretations of findings. Such observational studies, however, throw light on the impact of organizational culture. The most commonly used evidence is correlations of repeated observations of cultural behavior and the resulting organizational procedures.