Organizational culture has been referred to as the demonstrated pattern of shared values and beliefs or perceptions of company as held by employees as they conduct their daily activities and in their behaviors (Tsai, 2011). It is from this definition that we are able to understand how an organization’s culture influences and is influenced by the industry’s peculiarities or occupation as is tied to the organization. As such, it influences their employees’ attitudes and behavior, which implies that organizational culture, is fundamental when as it concerns improving the performance. Moreover, it also has a link with the national culture of the country the organization is undertaking its operations. From this, we learn that organizational culture is a fascinating process that manages to blend the value and links of individuals in any given organization. The values in question are derived from basic assumptions that include human nature, the organization’s relationship to its environment, appropriate emotions and effectiveness.
Nordstrom Inc. is a Seattle-based department store known for its quality apparel, upscale environment, and generous employee rewards. Nordstrom is one of the organizations in the retail industry with competent employees geared at making people feel good due to their nature of service culture. The number one goal at Nordstrom that has enabled them provide their customer with outstanding service is: “Use good judgment in all situations” which has left their employees empowered. The employees at Nordstrom are process-oriented and aggressive, but what drives them is their ability to be customer-focused despite the technological changes taking place in the retail industry. As such, their organizational culture is one that is centered on creating an environment where its people feel the support and are empowered to do just that in all their operations. Nordstrom believe that with changes happening in the retail industry, they need to always keep up with their customers and thus, they continue to change as their customers’ need also change. The employees at Nordstrom are always encouraged to work as though their name is on the door hence; they ensure that they build lasting relationships with their customers. The value ascribed to Nordstrom employees has empowered them to willingly present a better experience for all their customers. In essence, organizational culture is the glue that manages to keep an organization together. Nordstrom is a unique company because it has employees who value hard work, are creative, entrepreneurial, collaborate and compete, which are qualities that have helped the company achieve success. Nordstrom has also placed a strong emphasis on recognition, where they find creative and meaningful ways to celebrate their employees and thank them for their hard work and success. In summary, we can describe Nordstrom’s organizational culture is one that is innovative and ethical among many others.
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Culture is described by many organizations as the way things are working around their operational activities and includes behaviors beliefs, reward systems, and artifacts all which influence the behavior of people on a day-to-day basis. Employee alignment is the degree to which employees value and believe in their organizations mission, vision and goals. Therefore, they become devoted and take time to work towards achieving their organizations’ goals. The development of a sense of meaning and purpose by employees to their work role has managed to help them identify with their work. It is through employee belief and value of their organization’s goals and relate to how their work contributes to the values and goals of their company. As such, through this they foster a sense of meaningfulness and purpose when it comes to their work role. Consequently, making employees more engaged in their work and creating an environment that is productive for all stakeholders.
In the case of Nordstrom, employee alignment is driven from organizational culture because their employees have the same values as the organization. Furthermore, Nordstrom employees have their values aligned with those of their organization and this has made them to become highly motivated toward their organization’s mission. In addition, the workers are passionate when it comes to their work role due to their perceptions that has made all the difference. Moreover, work engagement has been emphasized in all this process as it has managed to predict a positive work engagement for its workers who receive organizational support plus their leaders’ supportive behavior. It is also noted that employee alignment serves as an intrinsic motivational role that comes from the availability of job resources and personal resources. These intrinsic motivational roles are important since workers are able to internalize the mission, vision, and goals of their organization. Hence, their work and goal achievement become conducive for their personal growth that culminates down to increasing their self-esteem and self-efficacy. When it concerns extrinsic motivational roles, employee alignment helps in reducing role ambiguity for all employees (Christian, Garza & Slaughter, 2011).
Explain how organizational culture may result in functional or dysfunctional effects on people and the organization.
Organizational culture is known to result in either a functional or dysfunctional effect(s) in people or the organization. In the function aspect, organizational culture is known to help in the creation of a sense of identity for members of the organizations. Secondly, function of culture also has a Boundary-Defining role where a distinction is created between one organization and other competing firms (426). In terms of social system stability, function culture is known to enhance it to levels that provide an organization with appropriate standard meeting the needs of all their employees. Commitment is also generated through the function culture and this goes a long way in ensuring that employees give priority to the interests of the organization and not their personal interests. Lastly, it is evident that the function culture serves as a tool that makes and controls mechanisms that guide and shape their employees attitudes and behaviors. From this it is evident that culture is important and beneficial in enhancing organizational commitment and consistency of their employees with regard to their behavior. Dysfunction of culture serves as a liability to the organization because it becomes a barrier to change, diversity, and to mergers and acquisitions (Robbins et al., 2014, p. 427).
According to Truxillo, Bauer, & Erdogan, for companies to have an organizational culture, emphasis needs to be laid on ethical behaviors, which manages to cut down on misbehavior of organizations (2016). Further, the authors continue to say that it all comes down to the leaders of the organization and whether they consider the consequences of their ethical actions (p. 385). It is paramount that the moral compass starts with the leaders who set the tone on issues of ethical dilemmas. As such, the creation of an ethical and positive organizational culture looks at leaders as role models who are visible because employees always look at the behavior of their top management. In addition, the management of the organization needs to communicate ethical expectations by creating and disseminating a code of ethics. In the presence of ethical dilemmas, it is proper for the organization to provide protective mechanisms like the use of ombudsmen or ethical counselors. Ethics training is another way of creating an ethical and positive organizational culture in the organization because it will be a platform that will reinforce the standards of conduct for the entire organization. Moreover, the training will clarify all those practices that are not permissible for the organization. Through the training, the management is also able to address any possible dilemmas present in the organization. In the case of Nordstrom, they have managed to employ all these practices and a reward system that is unique because it gives its employees discount. Moreover, employees are able to match their cash contributions to either employee charitable match or a volunteer program of choice. They also have a wellness program and incentive that offers them on-site events, health and screening assessments plus other resources that help employees to take charge of their health (Great Place to Work, 2018).
Organizational structures are the way the management of any business has been established, which accommodates the way decisions are made and implemented when it comes to achieving their desired end goals. Formal organizational structures are the written down divisions and management of a company for all employees to understand how things work in the company. These structures are important because they help in delineating to each employee roles and responsibilities. For informal organizational structures, no guideline is given to spell out the rules, regulations, and even chain-of-command in the organization. As such, it is the employees who develop a system that is effective for the smooth running of business operations. This structure is highly adaptable especially when it comes to change. For Nordstrom, managerial practices that have worked well for them are the use of blithe descriptions such as “develop team wide communication” (Spector & McCarthy, 2012). Hence, their greatest challenge comes in designing practices that are attractive.
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