Organizational behavior is a central unit of success for any business corporation. The article has produced how corporate culture can affect employee behavior that can invariably make a significant impact on overall performance of an enterprise. In any workplace, individual actions can dictate how employees attached to an organization can work as a group to achieve the utmost objective of the organization. Organizational culture is therefore very essential to ensure the collective workflow of the distinguished workforce. As members of an organization belong to different groups or categories having diverse belief, social anthropology, culture and social values, an organization must establish a proper framework for behavior to stimulate human resource’s creativity and enthusiasm. The existence cohesion of the employees must be redefined by ensuring economic efficiency and job security of the organizational people. However, the administrative management of an organization must create a stable organizational culture that can make a positive outcome for organizational benefits (LI, 2015). For instance, the successful multinational organizations of the global market have developed the own set of organizational behavioral culture to be followed by the human resources.
Such corporate culture can deliver a high amount of responsibility to the organizational people to give their more than hundred percent in order to achieve the goals and objectives of the corporation. In addition to that, organizational culture creates a bond between the employees. Therefore, the interpersonal relationship provides a positive working environment for the workers. In this way, competency and knowledge of the smarter employees can be passed to the junior and talented human resources. Meanwhile, a distinct corporate culture can ensure healthy growth of business and mobilize performance of organizational human resources.
In the case of contextual background of the article, organizational behavioral culture can also deliver production efficiency of a corporation as positive, unique cultures can define self-evidence of the performance of employees. In this way, employees become more loyal to the organization performing their tasks in a reliable method. Often management of an organization forces the workforce to get maximum production and results. But such behaviors can create a negative impact on the overall performance of the human resources affecting the performance of the organization. The article identifies the importance of organizational rituals that can impress the employees (LI, 2015). Analyzing the thinking process of individual people attached to an organization, business administrative must determine the correct value chain method for the employee’s performance analysis.
The core organizational culture of an enterprise must identify the critical values such as beliefs, ethics, employee values and spirits of the human resources to provide a primary essence of responsibility towards the organization. In the organizational culture, proper orientation of workers, the effort of the team, the stability of the process, aggressiveness of the leader and outcome of the scenario must be taken into consideration. Currently, most of the successful business organizations utilize diverse dimensions of culture to establish significant organizational policy in order to motivate the employees. Modern organizations have preferred collectivist cultures over individualist cultures so that employees can pursue the interest of teams that can ultimately benefit the organizational performance.
The extent to which the organization is custodial: If the organization is custodial, the management is oriented towards money. The employees focus on raising money and getting benefits by cooperating with the management. But, this mainly portrays performance and not innovation. Hence, it is important to have a mixed model that will motivate the employees to perform better and be more innovative. A group work and competition among the groups with rewards for better performance can fulfill the need for the better workplace.
Use a supportive model: The management must encourage the employees by recognizing their good job performance. It helps to develop the performance and provides the employees with mental satisfaction. It also encourages innovation.
Have a collegial workforce: It is important to encourage teamwork in the organization. It helps to develop the performance of individuals by sharing ideas and solving problems as a team. Team formation encourages self-discipline and contributes effectively to enhance organization’s performance.
It is important to choose two or more organizational behavioral models to improve the effectiveness of the company. A mixed organizational behavioral model can help to meet the objectives of the company. Hence, it is important to choose a supportive, collegial and custodial model and be flexible enough to meet the changing situations to have an effective organizational behavior and a better workplace.
References
Franklin, A. (2006). Organization Culture as an Explanation for Employee Discipline Practices. Review Of Public Personnel Administration, 26(1), 52-73. http://dx.doi.org/10.1177/0734371x05277335
LI, T. (2015). Organizational Culture & Employee Behavior. Lahti University Of Applied Sciences Degree Programme In Business Information Technology. Retrieved from https://www.theseus.fi/bitstream/handle/10024/92815/LI_Tianya.pdf?sequence=1
