Conceptual Framework of Corporate Culture †MyAssignmenthelp.com

Question: Discuss about the Conceptual Framework of Corporate Culture. Answer: Introduction: Organizational development is crucial for the improvement of firms productivity and profitability. The development of organization is caused due to certain factors, which helps in the improvement of organizational culture. Establishment of effective culture within the organization leads to the improvement of employees behavior and performances. The employee performance is considered to be the main backbone of the organization that helps in effective development. Employees loyalty mostly relies on the awareness and knowledge of the culture existing within the organization. According to Campbell and Gritz, (2014) organizational culture was initially identified by Administrative science quarterly. The norms and values of the employees are set in accord to management culture and practices. This awareness about the quality leads to the improvement of employee and organizational development. Various attributes of culture is arranged according to the attitudes and norms that helps the individuals to differentiate an organization from other. The success of an organization depends upon its established values. This approach makes the firm effective and achieves its desired goals in the long-run. The set of behavior, norms, beliefs and values makes the culture of the organization more effective. The knowledge about the corporate culture is obtained through beliefs and understanding through large groups. According to Fu and Deshpande, (2014) culture is known as the mixture of beliefs, values, behavior and communications that provides guidance to its people. Culture is generated from sharing in the process of learning, which is based upon allocation of resources in a systematic manner. Multifaceted set of values and beliefs helps in presenting different level of culture within the organization in an effective manner. Organizational culture helps in creating the overall effectiveness of the management. As per Tong, Tak and Wong, (2015) business decisions are made in a more improved and systematic manner due to effective organizational culture. Culture within an organization depends upon the national and international culture differentiation that arises in culture management. In the recent times, organizational culture is interrelated to management. The most vital factor that creates positive culture management includes integration of high standard of corporate culture and structural stability (Ramdhani, Ramdhani Ainissyifa, 2017). Organizational culture is varied due to different ethics, backgrounds and racial differences that create positive or negative impacts on the performance. The attraction of management norms, beliefs and values has strong impact upon the sustainability and performance. According to Hameed et al., (2014) employees behavior affects the management of organizational culture and sustainable performance level in the management. This further leads to the attainment of firms profitability. Various kind of culture can be ascertained in the following ways: The beliefs and values of the organization culture that is shared among the various departments of an organization leads to gaining counter culture. The organizational performance of the firm is based on the contribution for strong culture that leads to creating strong association between the management and performance (Hornstein, 2015). Subculture is defined as organizational segments with varied sets of belief and norms as per the job requirements, geographical areas and job requirements (Jalal, 2017). Employee commitment towards the firms is completely based on the perceptions of the employees that affect their organizational culture. The similar types of beliefs and values that employees hold within the organization is known as strong culture. When the employee embraces higher quality of culture then the values and beliefs of the firm is considered to be strong. Strong culture also reduces the existing gap that would affect employee relationship. The organizational rules should be considered with utmost importance by the employees. The policies, objectives and procedures designed by top-level management should influence the employees behavior to gain competitive advantage. According to Bortolotti, Boscari and Danese, (2015) such organization has loosely knit cultures that requires pushing the attitudes, beliefs and thoughts of an individual to be highly innovative. The diversity between organizational culture and personal objectives leads to creation of such management of procedures and rules to create a perfect association between them. Dimensions of Organizational Culture: In order to ascertain the culture present in an organization, it is relevant to analyze the different organizational dimensions. As per Hofstedes, the organizational cultural dimensions can be identified by evaluating the factors. Power Distance: this is known as the degree of management and employee behavior, which is completely set upon the relationship between informal and formal set of planning action. Individualism: this dimension differentiates the self-interest and organizational interest existing within the organization. Uncertainty avoidance: the ambiguity and uncertainty that is entirely based on tolerance facilitates in mitigating the willingness of the people (Liden et al., 2015). Masculinity: this dimension showcases the avoidance of promotion and caring instead of demonstrating success based on ambition and challenges. The organizational culture is affects the personality and performances of the employees within the organization. In addition to this dimensions, there are two other factors that affects the employees behavior. They are identified as affective and individual while the other one as self transcendence and self enhancements. The standards help in displaying a contractual relationship between both the professional and personal life (Firuzjaeyan, Firuzjaeyan Sadeghi, 2015). Such standards describe the perfect association between management and performance. moreover, the various different dimensions of culture has also been known as universalism versus particularize, emotional versus neutral, specific verses diffuse, achievement versus ascription, communication versus individualism and attitude towards environment and attitude to time. The model presented by Hofstedes has seven dimensions that provides in presenting an effective relationship between various set of values and norms. Organizational Performance: Performance is achieved when the employees fulfils the desired mission set by the organization (Lonial Carter, 2015). Various researchers have perceived performance differently but most of the organization has related performance as the measurement of effectiveness of individual towards the organizational goals. As per Jalal (2017) the job of the employees is to build degree of achievement for a particular mission and target that defines the level of performances. According to certain researchers, different thoughts, beliefs and attitudes has been identified as the measurement of output and input efficiency, which leads to transactional association. Organizational strategies should be designed in such a manner that the goals and objectives of the organization should be achieved to create effective organizational performance. As mentioned by Miraglia and Wei, (2017) equity based upon high level of returns leads to effective management of resources so that the organizational performance improves. Impact of Organizational Culture: Organizational culture provides the framework required for the positive and better working environment. As suggested by Liden et al., (2015), depending upon the cultures type created within the management leads to have a negative or positive impact on the employees performance. in an organizational culture, where employees are regarded as the vital part of organizational growth culture leads to fosters the commitment of employees towards the organization. Positive corporate culture leads to aligning the objectives and goals of the organization. It is also responsible for the overall organizational well-being. The efforts of the employees are appreciated in an organization with effective corporate culture. Employees have immense satisfaction towards their job. In such kind of organizational culture, the employees are committed to achieve the desired goals. This further creates a positive impact on the overall performance of the employees. According to Abbas, Hayat and Nisar, (2017) an organization can never be complete without the presence of organizational culture, which shows its significance. Organizational includes flexible learning for environment through which environment changes can be easily made. This also includes workforce that is highly responsible, hardworking, powerful, friendly and well-inspired. Chatterjee, Pereira and Bates, (2018) defined culture as the important life direction for a complete society. Moreover, organizational culture has been documented as a vital aspect for bringing the success in the organization and desired performances outcomes. Organizational culture is a vital factor for the success of an organization. The main danger of weak organizational culture includes low employee motivation, frauds and bad behavior of the employees within the workplace. As suggested by Chadwick and Raver (2015) the companies should focus more on organizational culture existing in their workplace to flourish. Organization culture generally varies from one firm to another that might be difficult to improve. In large organizations, it is often seen that employees at lowest level is not properly managed or controlled by the executive teams. Thus, they do not feel great sense of organizational commitment and does not really connected with the organization and role in the company. Connection of Organizational Culture with Organizational Performance: The performance and culture is interrelated based on the perfect associations between the business processes (Lonial Carter, 2015). Various researches have been made to obtain the impact of culture in the organization. In an organization where the top level managements are not facilitators but taskmasters, then it create a negative work culture. The employees in such organization always live in distrust and fear. The organization with negative culture creates an adverse impact on the organizational performance. When the top-level managements are not involved in achieving the organizational goals the organization is bound to perform poorly. The lower level management is unable to understand the assigned tasks and hence is unable to achieve the desired goal. When in an organization there is no cooperation between the employees, entire organization performance is affected. Organizational culture greatly affects the performances of the employees. Henceforth it is important that organizations eliminate the entire negative or favorable factors that slowdown the performances of employees. This fosters a positive organizational culture or positive workplace environment. Organizational culture defines the process through which employees interact with each and complete their assigned tasks The culture paradigm consists various values, rituals, symbols and beliefs that govern the individuals operating style within an organization (Miraglia Wei, 2017). Moreover, the culture of the company provides a right direction to the company and also binds the workforce together. In the time of changes, the main challenges of the organization can arise due to change in the companys culture. The employees become accustomed to a specified way of doing things. Organizational cultures have various impacts on motivation levels and employee performance. More often it is viewed that employees work harder so that organizational goals can be achieved. Different cultures operating in an organization could also impact the performance of the employees. As mentioned by Miraglia and Wei, (2017) the organization maintains a reserved culture such as, talk when necessary and employees should work accordingly. Moreover, if the organization culture is different in one area, like the sales team is allowed to be outspoken and socially active then the organization can experience rivalries among other areas. Therefore if the culture varies in different areas within the management, the performance of the employees can be affected. It is highly significant for the organization to structure its recruitment process accordingly. Employees should be hired and engaged only if they share same values and beliefs that constitutes the culture of the organization. Organization should also ensure that corporate culture should be aligned with the performance management system (Lonial Carter, 2015). When in the organization, if management system and culture are not aligned, management should redirect them. This measure would result in achieving the goals of the organization. Conclusion: Organizational culture facilitates in internalizing joint relationship, which leads to effectively management of the organizational processes. The culture and productivity that exist within the organization helps in performance improvement. The positive relation between the performance and culture helps in improving the efficiency and productivity of the overall organization. Job performances of the employees also generate strong impact on the firms culture as it enhances productivity. The values and norms of company that is based upon different culture strongly influence the work force management. Organizational culture facilities in providing and improving the competitive edge. The group efficiency and employee commitment also affects culture based on organizational sustainability. 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