Organizational culture remains one of the important keys to success in any given organization since it plays a central role in defining and shaping employee behavior and overall performance. In essence, the dangers associated with having a weak and unclear organizational culture, comprise bad practices, reduced or low employee morale, and increased turnover. According to Tsai (2011), each organization has a unique organizational culture, which involves the underlying values, as well as beliefs that help a great deal in driving behavior of different stakeholders, including employees. Although organizational culture typically varies from firm to firm, its essence revolves around five primary characteristics, including conflict, individual autonomy, reward organization, organizational structure, and consideration, which can have far-reaching positive or negative effects on employees.
An organizational culture that supports and promotes individual autonomy plays a leading role in motivating employees. In particular, creating and perpetuating autonomous environment at workplace involves increasing employee discretion and control over their roles and responsibilities. With little to no supervision, the company presents employees with the best possible opportunity to remain responsible and accountable for the outcome of their tasks (Kulczak, 2016). In this way, the employee becomes not only motivated but also appreciated and highly valued by the organization. On the same note, an organizational culture characterized by proper reward organization tends to provide a variety of performance-based benefits necessary for improving employee morale.
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Organizational structure dictates how low-level employees interact and communicate with the executive and colleagues. For example, a top-down structure often portrays employees as second-class stakeholders in the organization since they work under instruction and do not participate in critical decision-making processes. Failure to adopt and integrate the horizontal organizational structure into management demotivates employees, meaning the organization is more likely to experience increased employee turnover (Tsai, 2011). Concisely, firms should acknowledge and appreciate the important role played consideration in creating a flexible organizational culture.
References
Kulczak, P. (2016). The effect of organizational culture on employee behavior. Penn State University: Liberal Arts Online . Retrieved Jun. 11, 2019 from: https://sites.psu.edu/psy533wheeler/2016/12/01/the-effect-of-organizational-culture-on-employee-behavior/
Tsai, Y. (2011). Relationship between organizational culture, leadership behavior, and job satisfaction. BMC Health Service Research, 11 , 98.
