Organizational Culture - A High Performance Culture Improves Employee Performance

Organizational culture conveys the beliefs and ideas of the goals that need to be pursued by and the appropriate standards of behavior the members of the organization utilize to attain their respective organizational goals. The organizational values in turn develop the norms, guidelines and expectations for appropriate behavior of employees while in a particular situation as well as control behavior of the members with one another. In order to make changes in the organizational culture, which is considered difficult, the areas that need to be focused on are putting the heart and mind into it, fostering understanding and conviction, re-enforcing along with formal mechanisms, developing the talent and skills, and role modeling.

In other words, for acquiring success in changing the organizational culture, your organization needs to create success that work, embed and demonstrate with change, make changes structurally for the reflection of culture, install performance management mechanisms that are strong, recruit promotions as time passes and embed new culture, make the HR prominent, communicate clear, consistent and repetitive vision, create a strong league for driving and role-modeling the change, and lastly, remove resistors and under-performers. Following these strong methods of change can eventually bring success to your organization.

Some of the elements that influence organizational culture include the paradigm that give detailed information of the functions, goal and values of an organization; control systems that monitor the on goings of the organization; organizational structures that report lines, hierarchies and the flow of work through business; power structures that define the powerful, the power and it's basis; symbols that include organizational logos and designs; rituals and routines such as management meetings, board reports and so on; and stories and myths of people and events that convey valuable message about the organization. However, power structures may depend on the control systems that may affect the routines for generating stories.

The characteristics of the organization's culture depend on factors such as innovation and risk taking that mainly determines the rate of allowance of innovation in the business, attention to details describes the importance to allot precision and detail in the workplace, outcome orientation interprets that the business model should determine the focus on the outcome or process, people orientation is one of the most controversial issues in the culture of the organization, team orientation is required to make efforts in creating teams that have complementary skills and effectively working together, aggressiveness are generally laid down for employees to work with, and stability is considered by those organizations that look at indiscriminate growth.

As a widely used concept, organizational culture is a vital environment condition that affects the systems and subsystems of an organization and examining it is a valuable analytical tool. The executive leaders have a fundamental role to play in the organization through their actions and leadership, while the employees contribute in developing the organizational culture, which is the work environment.

While recruiting, you will be happy to employ a person who fits in your organizational environment as it is important for a person to match your work environment to find comfort and thereby, give a considerably good performance. An organization can attain its collective goal when the culture of the organization is determined and taken care of. It can bring a radical change in the functioning of the organization.