Annotated Bibliography (1705576) Organizational Culture
Li, T., 2015. Organizational culture & employee behavior. LAHTI UNIVERSITY OF APPLIED SCIENCES. [Online] available at: https://core.ac.uk/download/pdf/38122623.pdf (Accessed on: 23rd April, 2019).
This study aims at organizational culture and its impact on employee behavior. This study is conducted at JUNHE Company by Tianya Li using the qualitative research method and collected the data by Interviewing company employees and observing them at the workplace.
According to Hofstede’s opinion model, organizational culture is a combination of symbols, heroes, ritual, and values. it plays a significant role in organizational success and builds the boundaries between particular organizations and others as well as individuals.
As organizational culture regulates the employees’ behavior, therefore, it guides and shapes the employee’s attitude at the workplace. In this thesis, it is founded that there are three levels of organizational behavior such as individual behavior, group behavior, and organizational system level.
However, it is identified that not every behavior gets affected by the organizational culture. But, somewhere some aspect of employee behavior is strongly connected by organizational culture. In addition to this, values are the most powerful component that considerably impacts an employee’s behavior.
At the same time, organizational values consist of six dimensions and each dimension reflects the different aspects of organizational culture. Thus, it can be stated that organizational culture impacts on communication, motivation level, conflict solving, organizational values and decision making.
Paschal, A.O. and Nizam, I., 2016. Effects of Organisational Culture on Employees Performance: Case of Singapore Telecommunication. International Journal of Accounting & Business Management, 4(1), pp.19-26.
The main objective of this study is to measure and identify the organizational culture and how it affects employee performance. This study is performed by Anozie Obinna Paschal and Dr. Ismail Nizam at Singapore Telecommunication conducting a survey through questionnaire targeting 150 employees out of which 60% of them are from senior and 40% of them from junior staff.
During this research, it is examined that organizational culture implies values and behavior practiced to build a social and psychological environment of an organization. On the other hand, it summarizes that organizational culture has a great impact on employees’ performance.
The major factor that influences employee performance is heroes, values, and rituals. However, there is no significant role of symbol in employee performance. On the other hand, it is found that there is a significant impact of heroes, organizational values and rituals on employee performance.
In most instances, employees motivated to form their colleagues and feel challenged in order to perforce better. Also, if management values the employees that lead to a great source of motivation in order to attain the organizational goals. Lastly, organizational rituals act to guide the employees to achieve the set target.
Gochhayat, J., Giri, V.N. and Suar, D., 2017. Influence of organizational culture on organizational effectiveness: The mediating role of organizational communication. Global Business Review, 18(3), pp.691-702.
This main purpose of this study is to determine the effects of strong organizational culture at the workplace. It is conducted by Gochhayat and Giri through conducting the survey having the 334 sample member of head of engineering and management schools.
In this study, it has been clearly discussed that organizational culture, organizational and effectiveness is closely linked to organizational communication. At the same time, a strong organizational culture can be developed in an organization having an effective organizational communication system.
This is the basic difference between the difference between weak and strong organizational culture. It acts in mediator role to attain organizational goals. Furthermore, effective communication leads to a clear understanding of rules, duties and responsibilities and expectation from employees and what they can expect in return.
This is how it creates a better coordination between employees and management and creates a smooth organizational culture. In such a working environment, employees feel more secure and face lesser uncertainties and build a wide consensus on organizational policies and procedures.
When wide consensus is established despite having different values and beliefs then it reduces the scope of diverse thought process. Although, there is certain limitation identified in this study that selected respondents were from two different shifts might have a differentopinion and did not cover all aspects of organizational culture.
Ahmed, M. and Shafiq, S., 2014. The impact of organizational culture on organizational performance: a case study on the telecom sector. Global Journal of Management and Business Research. 14(3), pp. 21-27.
This study aims to identify the impact of organizational culture on organizational performance and its importance. This research is conducted by Mashal Ahmed & Saima Shafiq and adopted the survey through questionnaire method in order to collect the data from telecom companies.
While conducting this research study, it has been identified that the culture of the organization reflects how employees think and act at the workplace and what kind of values they peruse.
In other words, it can be stated that organizational culture is a blended mixture of values, beliefs, and norms that impacts the employee’s behaviors and actions. At the same time, it has been revealed that higher avoidance of uncertainties in the organization leads to better organizational performance.
There are enough pieces of evidence in this area that a good organizational culture builds on the ground of good working relations, transparency in management, biases free environment, training for leadership skills. Also, it enhances employee motivation, quality performance, and productivity.
The other aspect come in the picture that the relationship between employees and management that participates most in building the good organizational culture and decentralized the power of authority. Moreover, there is a limitation as well in this study having a very small sample size that leads to inaccurate outcomes and it focused only one telecom companies.
Rani, M. and Srivastava, U. 2015. STUDY OF ORGANIZATIONAL CULTURE AND ITS IMPACT ON EMPLOYEE RETENTION. IRJMST, 6(10), pp. 14-19.
The main objective of this research is to understand the importance of organizational culture conducted by Manisha Rani and Dr. Upasana Srivastava. In order to conduct this research, researchers have taken the support of literature survey and case study as a research methodology.
In this research, it is explained that organizational culture plays an important role to attract and retain good employees. Also, the organization management could manage the employee turnover rate through developing an efficient organizational culture.
There must be a consistent organizational culture at the workplace in terms of organizational mission, vision and must be associated with business strategy. So that it could direct the employees towards the achievement of common goals.
At the same time, it is the duty of higher management to maintain a strong organizational culture based on certain beliefs, values, and ritual and deeply rooted in the organization environment.
Additionally, employees feel valued and more engaged when they are offered to working in an open and smooth working environment and actively participate in every activity. Thus, it improves the overall performance organization and moves towards to achieve the predetermined goals.
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