What is the importance of organizational culture?

The main importance of organizational culture is the fact that such a culture or its lack can help to determine or shape the success or failure of the organization. Organizational culture refers to the types of activities that continue behind the company's front of the organization. These are human elements that control services and products that define the organization. Organizational culture is a type of structure or framework that has been introduced in the organization.

An example of organizational culture is the approach to formality in the organization. Some organizations may be less rigid than others in their approach to problems such as contact with the highest management, dressing and operation. For example, information technology, known as ABC, can be more informal in its general operations than a law firm known as XYZ. While ABC can allow its employees to wear informal clothing such as jeans and sneakers, xyz can insist on strict form has picked up clothes like dark suits. Employees in ABC can all have relatively easyAccess to its CEO and call it a first name. On the other hand, those who are lower than lawyers and partners in the XYZ law firm do not have to have easy access to control partners and can only be solved formally.

Another example that illustrates the importance of organizational culture is the way of operation. Some organizations may encourage their employees to be individually controlled and oriented, while others encourage their employees to always be part of the team. For example, insurance companies, banks or other financial institutions can encourage their traders to be individually driven in their efforts to meet financial goals. Each trader or business agent may be granted a specific territory and a goal to meet other sales agents who will also be assigned their own goals and territories.

such practices emphasize the importance of organizationalCultures in organizations, because such cultures can help set the tone for the performance and productivity of employees. Organizational culture does not have one generally valid concept, because what works for one organization may not work for the other. It is up to each organization to find out what type of culture to suit its goals and to encourage employees to play optimally.

For example, xyz may feel the need to project a strictly formal appearance, because it is a kind of image and culture that suits serious entrepreneurship of law. They encounter clients who are assured by dignified behavior of people entrusted to their cases. On the other hand, ABC may not be as formal as XYZ, because most of their work is done behind the scene. Nevertheless, managers, traders and workers dealing with trades on behalf of the company can formally dress more than Employees who work mainly for computers.