Organization culture is a part ofeach and every company whether they might be aware of it or not. A lot of new,up and coming companies consider this to be a very important factor which isplaced side by side the factor of wealth and resources required to run anorganization. For the culture of an organization, elements included are thecompany’s norms, visions, values followed, beliefs, symbols and sharedattitudes that get passed on and carried from years to years as the companygoes through its life cycle of introducing itself to ultimately decaying oreven perishing due to lack of multiple important factors. Organizationalculture has a wide umbrella to cover everything it considers to be a part ofthe company; from acting as a guide to members of a certain group to aphilosophy of a company and other details such as how should one behaveinternally and externally as a representative of the organization itself.
Leaders are the ones who set up abasic frame for organizational culture and they are the one’s responsible forcontinuing to make sure that their frame doesn’t collapse and that it is astable one to which other additions can be done. This framework of a certainculture causes the company to operate in a manner which satisfies the company’sgoals and the personal goals of the employees. To put it in mathematical termsorganizational culture is directly proportional to job satisfaction and toleadership. Thus good leadership results in satisfied employees and a healthywork culture. Thus this is a crucialfactor for the process of employment in any company; if the qualities don’tmatch the relationship between the company and the employee are bound to fail. This concept of work culture isoften forgotten by multiple organizations due to their focus on short termedgoals which causes them a long term loss. There are a variety of cultureswhich may include; person culture – who care about the individuals than numberson a sheet while a market culture is quite the opposite and are achievementdriven.
There are other cultures as well such as; adhocracy culture- oftenregarded for its adaptability, innovation and factor of taking risks. Thenthere’s clan culture where everyone is treated like family and everyone is in anurturing social environment. Lastly there is the hierarchical culture thatfunctions on the basis of structure, titles, timeliness and process. The amountof stability and flexibility in structures matters a lot for deciding on aorganizational culture.Organizational culture is never static.The culture is dynamic and keeps on adding a couple of modifications orchanging itself entirely from one time period to another. Most often the onlydeterminant to whether the culture is a right fit for the company is ifeverything is functioning like a well oiled machine.
To nobody’s surprise it isimpossible to please everyone similarly it is near impossible to get everyoneon to your side, this leads to creation of subculture that help in maintain thestability of the company intact. This causes a category of at least twocultures in a organization out of which one is the dominant one while the otheris more subdued. The dominant culture in a organization is what is believed andput to practice by majority while subculture followers often aren’t in favor ofall the elements under the dominant culture.According to Cummings and Worleythere are six guidelines to changing culture in an organization which include;keeping in mind a clear vision for the company, top management themselvesincorporating commitment and model to show the rest of their employee how tofunction, to welcome newcomers and remove distractions and lastly to be ethicaland sensitive in running the company. Organizational culture can belearnt through different ways.
It can be conveyed by being straight forward andusing language, rituals, symbols which are more materialistic and the mostcommon ones which are used by the majority of the companies are rituals andstories that are passed down from one employee to another. Such as the Nitrocompany has a beer cart tradition that involves the newbie to push a cart ofbeer around the office premises handing out drinks to people which gives theman opportunity to introduce them to the rest of their staff. While some aremeaningful it isn’t the same for all the companies; the Camino InformationServices have a tradition which involves the newcomer to select an angry birdplush toy that fits their character the best. These toys end up being thrownacross the office at random times which keeps the work place fun and not toostressful all the time. There is a necessity for any andevery organization to have a healthy work and organizational culture as itprovides a sense of direction helps to establish an identity, creates a senseof belonging which leads to unity amongst the worker. All of these factorsresult not only in a better output work wise which is proportional to creatinga stronger opposition for other rivals. Upon reviewing multiple companieson their organizational culture there seems to be a pattern that is followed byalmost all the places with a healthy and success yielding work environment.
This pattern often involves; concern for the employees, stability, openness incommunication, values and standards, unification against the enemy (AKArivals), rewards, patience in dealing with situations, support, team work,dedication, risk taking and multiple other factors that lead to the solution ofhaving the perfect culture in a company. To be successful you need topertain to the need of the hour, due to which change is necessary and conflictis unavoidable. This is often a step which the cream of the organizations withbad work culture are hesitant to take as they fear they will lose their statureor cause the company a lot of damage by paying for insurance, free food, evenproviding flexible work hours might affect the output of the company but accordingto psychologist who analyses the scenario and does the math, he notices that when the changes are made things like revenues go upnot down. There is also an increase in customer satisfaction. And things suchas customer complaints, turnover and insurance costs go down because people arehappy to come to work and have the company achieve their goals as the companyhas previously done for them. Nobody should expect you to be there for someonewhen you weren’t there for them.
The first person to give theemployee the vibe of the organizational culture of a company is the immediatesupervisor of the employee thus the lack of a good leader can cause thecreation of a bad work culture and environment. Leadership is crucial to havinga good work culture but the only problem with the factor is that it is veryhard to measure. Thus, there are tips to select the needle out of the haystackthat will make or break your company. According to multiple interviewers thisis what helps them decide from people who have gotten the same amount ofqualification, experiences or even grades, thus assuring them in their decisionof appointing the right individual for their company. The four qualitiessuggested by a psychologist which will often lead you to the right one for yourcompany. For starters, the humble should not be overlooked. Always search for aperson to lead someone who is the first to encourage others on their downfallsbut the first to beat himself up if he faces a mishap.
Be aware of those whoare good parents and or coaches since most of the time responsibilities ofleaders fall into these two categories. And lastly keep an eye out for the risktakers who aren’t ahead of placing themselves in front of a problem. Thesecharacteristics help to find a potentially great leader. The following is a brief casestudy that portrays a company that is known for its organizational culture allaround the world.The Marriott hotel chain, whichbegan with a couple whose desire, was to serve people. The owners of the now JWMarriott; John Marriott and Alice Marriott, started with a small beer bar, thento a hotel, and later on to a motor motel. In the Beginning employees wereprofessional people such as doctors, and surgeons. Mr.
Marriott also tookpeople off the streets and trained them, who worked themselves up to the postof managers etc. this small business soon expanded into cruise lines, themeparks and much more.Founding philosophy of Marriottis “take care of the associates, the associates will take care of the guestsand the guests will come back again and again.” This idea isn’t original but isstill followed by all the staff and members related to the Marriott chain ofhotels. Not only is it famous for the way it treats its guests but is alsoquite known for the employees that work there.
Perks received by employees mayinclude; facilities available at headquarters: parking, gym, day care centers, Flexiblework hours, Health care benefits, Travel deals, Friends and family discounts,an employee who has been with the company for 25 plus can redeem free stays atthe chain of hotels. In addition to, Award ceremonies for the employees fromacross the globe to recognize each and every hard working employee. They alsoprovide benefits such as laundry on site, providing food to staff. And for thefull time staff, they have activities that help to develop talents and train.Providing opportunities to grow in the organization. For instance; Bob McCarthythe COO, who started off as a waiter.In a country like Haiti a specialbranch of Marriott has opened up which can be considered a sole product of thepowerful people living in the weak country.
The man Mr. Marriott himself, lovesvisiting this specific hotel (fort Lauderdale Marriott harbor beach) and hascome to know all the employees working there on a personal level. Talk aboutsomeone who isn’t thinking always about profit. This has continued to be a partof his regime for almost the past 40 years.
This branch staffs approximatelystaffs 130 employees in Haiti (with approx 561000 employees including stafffrom franchises which are placed all over the globe).Almost eighty percent ofstaff payment is hourly. The concern for the employees is beyond a boss andsubordinate relationship, it has evolved to a family like relationship amongstall the people employed there.Thus when the floods hit thelocality, this crushed the hearts of the cream of the company who felt stronglytowards the people of the region. Upon a suggestion by Kathleen Matthews thepublic affairs officers along with other her other titles mentioned, instead ofproviding a very temporary aid to the people let’s do the opposite.
They notonly built a hotel there that could help earn some revenue for the land andkeep the locals employed they also kept the site feeling rooted by adding localinterests by incorporating regional handy work as furniture pieces to the newMarriott installation.A lot of famous individuals visited this establishment inHaiti, from famous western personalities to local VIPs’ such as the Haitianpresident.According to one of the employeesat Marriot the best employers are those who win, he hope that Marriott as abrand and a company is a winner too. To create a company worth the title of awinner is hard work and a lot of effort is put into selecting the rightindividuals for the company and molding them through mentorship to becomebetter employees and even better people.They always hire people who havea thriving social life; thus are friendly but their process of training istechnical which helps to create the perfect hospitable employee. They testpersonalities of their employees which helps them to select from all the highscorers who apply.(Bill Marriott the Chairman ofthe brand, his daughter)Debbie Marriott Harrison is the global officer forculture and business councils of the brand, recalls when she was little herfather would take her to the hotel at around Christmas time and would standwith her at the doors to greet all the visitors of the inn, this impacted herrelationship with the company and with people in relation to it. It is beneficial when employeesare happy; it helps to save money, less turnover, because they like to work,they try to learn by themselves and train themselves, therefore resulting inlesser mistakes.
Marriott’s Internal Data shows happier employees make iteasier to comply with the need of the customer who also seems to be verysatisfied by the resolution of their issue, due to the employee being happy andsatisfied by doing their job well.The chain hasn’t stopped and isstill continuing to grow. It is thus frequently adapting to changes. As it istrying not to miss out on their millennial audience they have come up withsmall modifications such as fewer drawers and large beds, along with biggerTV’s and from plain old room service, to hip fancy and informal ways to getyour food to you.Work culture varies from companyto company but also varies from country to country. The following paragraphcontains the culture that influences work in Japan. In Japan, unlike theAmerican or British culture if followed there, one stands out like a sorethumb.
To the Japanese Silence is golden, being an introvert is a addedbenefit. To them Silence is valued more than animation. During occurrences ofproblems they find it better to let it die in silence rather than fill the gapswith jibber gabber. They have a more formal approach towards business than thewest. An unofficial dress code for working individuals is conservative which isquite similar to Indian ideals. Wisdomis valued more than confidence, by the businessmen. They prefer a very grouporiented culture, in which credit given to entire group. They believe inpraising one individually, as well as recognizing them in public, but when itcame to criticizing them, they always do it privately.
A person’s identity can beextended to multiple people via using less speech through business cards. Thecards need to be handed over in a respectful manner and received in the same.One is to present the cards to the other with both hands and the printed sideshould be facing the receiver of the card. It is considered to be disrespectfulif you shove the card in the back pocket as seen to have been a common westernpractice. Age defines your level ofseniority in the company. Older people are treated with more respect inbusiness regardless of qualifications. Not extreme deadline oriented group morefocused on points that favor and expanding more on what can be done. They avoidhard sales as much as possible.
Privacy is most valued. Personalqueries not very appreciated even their design of the offices is made in such amanner that windows aren’t even see through. This could be a valid reason forlack in optimizing in social media.
Japan is definitely not known forits gender equality even being a woman who is taller than a man is notconsidered a good thing. In additionthey are paid less than men, work longer hours than men, not ideal to raise afamily. Often pregnant women face maternity harassment where women are forcedto quit or demoted but now changes are beginning to happen. The Government hasbegun empowering and supporting women due to the labor levels dropping due toshrinking population of the country.