Introduction
Every organization has values that are core in the operation of its activities. These values give clear guidelines on how persons transacting any kind of business on behalf of the organization should themselves. According to McShane & Von G. (515), “organizational culture is the basic pattern of shared assumptions, values and beliefs that govern behavior within a particular organization.” Organizational culture influences the decisions and actions of individuals working for the organization to a great extent.
Importance of Sharing of Values
The sharing of core values within an organization fosters the spirit of teamwork within the organization as the staff set out to attain common goals and objectives. This facilitates the smooth running of operations since the work force understands what is expected of them and they work towards that direction. This not only increases output within the organization but also improves the productivity of employees.
Accommodation of New Ideas
It is critical that organizations remain open-minded to generation of new ideas through open thinking. Rigidity and inflexibility is a feature that is usually attributed to many organizations. There is excessive bureaucracy and procedural technicalities that frustrates efforts to introduce new ways of doing things. New ideas are subjected to lengthy and unnecessary procedures before they are tried out. As a result, they are rarely implemented.
Listening to new ideas does not necessarily mean that there will be a complete overhaul of the organizational culture. It could simply mean that some parts of the staff require a change of mindset. The organization can create platforms such as open forums, seminars and workshops where matters concerning the culture and values of the organization are deliberated upon. This may help adjust employee attitude towards work.
Fostering a Cohesive Organizational Culture
Organizations should put in place systems that encourage creativity and innovation. They should foster the spirit of cooperation within the organization by emphasizing on the organizational culture but at the same time being accommodative of divergent ideas. Examples of values that may help create an open yet cohesive organizational culture include respect, professionalism, team play, customer-focus, integrity and ethics, creativity and innovation, and corporate social responsibility.
Conclusion
Business executives and administrators act as figureheads. They should act in accordance with the values and principles of the organization. This will enhance a top-bottom approach towards achieving an open and cohesive organizational culture.
References
Alvesson, M. (2002). Understanding organizational culture. London: SAGE.
McShane, S. L., & Von, G. M. (2009). Organizational behavior: Essentials. Boston: McGraw-Hill / Irwin.
