scholarly journals СТРАТЕГІЧНЕ УПРАВЛІННЯ ОРГАНІЗАЦІЙНОЮ КУЛЬТУРОЮ ПІДПРИЄМСТВ ПРИ РОЗВИТКУ ТА АДАПТАЦІЇ ДО ЗМІН

2020 ◽  
Vol 141 (6) ◽  
pp. 84-95
Author(s):  
Олена В. Ареф'єва ◽  
Сергій О. Ареф'єв ◽  
Альона О. Верпека
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Corporate Culture ◽  
Control Mechanisms ◽  
Management Tools ◽  
Business Context ◽  
Values And Beliefs ◽  
And Performance ◽  
A Company ◽  
The Way

The study attempts to explore organizational culture as a set of beliefs, habits, values, attitudes, traditions, etc. among individuals and groups within any organization. In particular, it is noted that the notion of organizational culture is widely used in a business context. The way organizational culture is expressed has underpinned much of social sciences research and gained particular importance in the mid-20th century when some scholars in the field of management and organizational behavior had started actively advocating the benefits of promoting organizational culture. Thus, the research on a human aspect and human relationships in company management was previously part of sociology focus and from this perspective could be regarded as a predecessor of organizational culture. It is argued that adequate and precise identification of values, basic norms of conduct and employment procedures to be adhered to by all company employees will translate into specific organizational framework which contributes to shaping organizational culture and has dramatic impact on the way employees perceive management decisions. Individual behavior of each employee directly depends on relationships, communication and interaction they have with the rest of the group members. Hence, organizational culture can develop and improve employee capabilities on the one hand, and limit them on the other, especially when a company fails to build clear and effective corporate culture. This study views organizational culture as a set of paradigms which are formed during the organisation’s life cycle through the interaction between its members with internal structural units, strategies, systems and processes, and between the organization and its environment. This interaction suggests certain messages and links which will be valid as far as they ensure the organization’s efficiency, effectiveness and performance. The paper also describes the relationship between culture and a company strategy. A set of principles, values and beliefs shared by all employees, together with a company hierarchical structure, management levels, control mechanisms and effectiveness management tools ultimately shape the fundamental rules of employee conduct and working arrangements and indicate the focus of organisation’s strategy.

Culture in Family-Owned Enterprises: Recognizing and Leveraging Unique Strengths

2004 ◽  
Vol 17 (1) ◽  
pp. 61-70 ◽  
Author(s):  
Daniel Denison ◽  
Colleen Lief ◽  
John L. Ward
Keyword(s):  
Organizational Behavior ◽  
Corporate Culture ◽  
Family Business ◽  
Family Firms ◽  
Assessment Tool ◽  
Small Sample ◽  
Business Culture ◽  
Bottom Line ◽  
Family Enterprises ◽  
And Performance

Through years of consulting experience and culture research, a fuller picture of family firms began to emerge. It became increasingly clear that family business sustainability and accomplishment were rooted in something deeper, something beyond superficial explanation. Belief in the innate value and uniqueness of family business culture drove collaboration on this project between the disciplines of family business and organizational behavior. The goal was to critically examine family business culture and performance relative to nonfamily firms. The Denison Organizational Culture Survey, a cultural assessment tool that has linked corporate culture to financial performance, was administered to a sample of 20 family businesses and 389 nonfamily businesses, allowing us to compare their cultures. The results showed that the corporate cultures of family enterprises were more positive than the culture of firms without a family affiliation. Family enterprises scored higher on all 12 dimensions of the assessment tool. Despite the small sample, several of these differences were statistically significant. This suggests that family firms perform better because of who they are. In addition, recent research that shows they also perform better because of what they do strategically. Their histories and shared identities provide a connectedness to time-tested core values and standards of behavior that lead to bottom-line success.

Embracing Organizational Trauma

2017 ◽  
pp. 1526-1542
Author(s):  
Mike Szymanski ◽  
Erik Schindler
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Case Studies ◽  
Traumatic Experiences ◽  
Negative Effects ◽  
Organizational Behaviour ◽  
And Performance ◽  
Organizational Trauma ◽  
Near Death Experiences

Organizational trauma is traditionally associated with negative effects on organizational behavior and performance. In this chapter the authors seek to answer the question how organizational trauma, and in particular near-death experiences, can positively influence organizational culture in the long term. In doing so, the authors briefly review the recent literature on organizational trauma and near death experiences, and discuss how these negative traumatic experiences can turn into prosocial organizational behaviour. The authors then present three case studies to illustrate how an organization can manage to incorporate near death experiences into its organizational culture in a positive way.

scholarly journals The corporate culture and employees’ performance: an overview

2020 ◽  
Vol 10 (3) ◽  
pp. 1-6
Author(s):  
Shoeb Ahmad
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Employee Performance ◽  
Positive Culture ◽  
Organization Culture ◽  
Fundamental Aspect ◽  
Significant Feature ◽  
Strong Impact ◽  
And Performance ◽  
The Impact

Corporate culture is a significant feature of an organization which is implied as the fundamental aspect of organizational strategy. It facilitates consistent employee behavior and helps new recruits to socialize and adapt to the workplace in accordance with organizational goals.Corporate cultures have manifold influence on employee performance and satisfaction levels.Employees act more sincerely and responsibly to attain organizational goals, once they are certain of their direct involvement in the organization. Culture of an organization helps employees develop their skills to observe and question expressive meanings of organizational rituals as well as gives a sense of distinctiveness to its members. As the employees spend the major part of their life while working with organizations, corporate culture gives them an opportunity to enhance their creativity, and direct their attitudes toward everything associated to work life. Thus, organizational culture influences organizational effectiveness. The culture of a workplace has a strong impact on the welfare of workplace in both short as well as long term and a positive culture escalates the proficiency and performance of organizations. The present study examines the relationship between organizational culture and employees’ functioning and performance. In addition, it explores the impact of organizational culture on employees’performance.

scholarly journals Budaya Organisasi Salah Satu Faktor Penentu Kinerja Karyawan

2020 ◽  
Vol 3 (2) ◽  
pp. 518-523
Author(s):  
Marlina Deliana
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Company Performance ◽  
Social Culture ◽  
Work Patterns ◽  
Community Culture ◽  
Performance Results ◽  
A Company ◽  
Determining Factor ◽  
The Way

Organizational culture is one of the factors that differentiate the performance results of a company. Organizational culture is proposed to employees as the way a job is done. National and social culture of a country influences organizational culture, based on the Hofstede’s and Trompeneaar’s model, there are dimensions of community culture that influence and shape the values and norms of a founder, employees, and customers of a company. Performance is the result of an employee's ability coupled with effort and support. The ability of an influential person is influenced by talent and interest, while effort is influenced by motivation, incentives and work patterns. The importance of organizational culture on employee performance has two research views. Some researchers consider that organizational culture has no significant effect on performance, while some studies prove that organizational culture has a positive and significant effect on employee performance. Organizational culture that is found in many Indonesians organizational culture is a hierarchical culture, which focuses on control and stability associated with the bureaucratic system. So that this becomes one of the factors, where organizational culture is not a determining factor for improving performance.

Integrating Strategy and Culture: The Culture of Dedication in Samsung Electronics and Apple Inc.

2019 ◽  
Vol 20 (1) ◽  
pp. 88-115
Author(s):  
Pulum Kim
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Corporate Culture ◽  
Initial Conditions ◽  
Qualitative Case Study ◽  
Integrative Approach ◽  
Study Approach ◽  
Human Resource Policies ◽  
Culture Models

This study addresses the benefits and shortcomings of the organizational culture models employing organizational effectiveness and competitive advantage theories. Following the critical analysis of preceding literature, this study discusses the benefits of an integrative approach as demonstrated by the ABCD model for conceptualizing organizational culture for practitioners to proactively manage culture for enhanced firm performance. Also, by focusing on the sequential dynamics of ABCD model which denotes dedication as the originating point, this paper explores how the findings from organizational behavior can be integrated with the ABCD model to create a competitive corporate culture. For this purpose, Samsung Electronics and Apple Inc.’s leadership and human resource policies are and initial conditions that facilitate the creation of competitive culture are introduced through a qualitative case study approach.

scholarly journals Perilaku Organisasi di Masa Pandemi Covid-19 (Studi Kasus Perusahaan ABC)

2021 ◽  
Vol 5 (6) ◽  
pp. 661
Author(s):  
Dedi Rianto Rahadi ◽  
Fauziah Rabbani ◽  
Fitri Choerunisa Fauzi
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Risk Taking ◽  
Research Method ◽  
Time Lag ◽  
Work Practices ◽  
Additional Time ◽  
Virtual Communication ◽  
Work From Home ◽  
A Company

The existence of COVID-19 has had a changing impact on workers, workplaces, and work practices. Changes that arise in work practices include working from home and often using virtual, in interacting with fellow employees. ABC company is a company engaged in digital advertising (advertising) in Indonesia. In the research, an analysis of organizational behavior during the Covid-19 pandemic at ABC company will be presented. The research method used is descriptive qualitative. The results showed that there were four characteristics of corporate organizational culture seen in ABC company, namely the existence of risk-taking through WFH; company operations are disrupted due to additional time causing less smooth communication with clients; In the aspect of communication between leaders and employees, virtual communication facilities have been provided, although in practice there are still obstacles; teamwork was a little distracted by the time lag response in virtual communication. Adanya COVID-19 berdampak perubahan bagi pekerja, tempat kerja, dan praktik kerja. Perubahan yang muncul dalam praktik kerja diantaranya work from home dan seringkali menggunakan virtual, dalam berinteraksi sesama pegawai. Perusahaan ABC merupakan perusahaan yang bergerak di bidang periklanan digital (advertising) di Indonesia. Dalam penelitian, akan disajikan analisis perilaku organisasi selama pandemi COVID-19 di perusahaan ABC. Metode penelitian menggunakan deskriptif kualitatif. Hasil penelitian memperlihatkan terdapat empat karakteristik budaya organisasi perusahaan yang terlihat pada perusahaan ABC, yaitu adanya pengambilan risiko melalui WFH; operasional perusahaan terganggu karena ada waktu tambahan menyebabkan kurang lancarnya komunikasi dengan klien; pada aspek komunikasi antara pimpinan dengan karyawan telah disediakan fasilitas komunikasi virtual, walaupun dalam prakteknya masih terdapat kendala; kerja tim sedikit terganggu karena adanya respon jeda waktu dalam komunikasi virtual.

scholarly journals The corporate culture and employees’ performance: an overview

2020 ◽  
Vol 10 (3) ◽  
pp. 1-6
Author(s):  
Shoeb Ahmad
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Employee Performance ◽  
Positive Culture ◽  
Organization Culture ◽  
Fundamental Aspect ◽  
Significant Feature ◽  
Strong Impact ◽  
And Performance ◽  
The Impact

Corporate culture is a significant feature of an organization which is implied as the fundamental aspect of organizational strategy. It facilitates consistent employee behavior and helps new recruits to socialize and adapt to the workplace in accordance with organizational goals.Corporate cultures have manifold influence on employee performance and satisfaction levels.Employees act more sincerely and responsibly to attain organizational goals, once they are certain of their direct involvement in the organization. Culture of an organization helps employees develop their skills to observe and question expressive meanings of organizational rituals as well as gives a sense of distinctiveness to its members. As the employees spend the major part of their life while working with organizations, corporate culture gives them an opportunity to enhance their creativity, and direct their attitudes toward everything associated to work life. Thus, organizational culture influences organizational effectiveness. The culture of a workplace has a strong impact on the welfare of workplace in both short as well as long term and a positive culture escalates the proficiency and performance of organizations. The present study examines the relationship between organizational culture and employees’ functioning and performance. In addition, it explores the impact of organizational culture on employees’performance.

scholarly journals ANALYZING CORPORATE CULTURE IN HOTEL COMPANY USING ORGANIZATIONAL CULTURE, ASSESSMENT INSTRUMENT (OCAI) : CASE STUDY X HOTE IN JAKARTA

2018 ◽  
Vol 1 (1) ◽  
pp. 23-39
Author(s):  
Theresia Melisa Lumbantoruan ◽  
Munawaroh Zainal ◽  
Dea Prasetyawati
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Current Situation ◽  
Assessment Instrument ◽  
Culture Result ◽  
Clan Culture ◽  
Organizational Culture Assessment Instrument ◽  
Key Dimensions ◽  
A Company

Organizational Culture Assessment Instrument well-known as OCAI commonly uses to describe the type of culture in a company. Using values framework as and instrument, this research attempt to find out what type of culture base on four culture type of Cameron and Quinn: Clan Hierarchy, Adhocracy and Market. Asking `89 of hotel staff respondent and applying on the framework, hotel staff exhibited Hierarchy culture as dominant in current situation and they preferred Clan culture for the future. This discrepancies between the current and preferred culture indicates that a change in culture, especially to clan culture. Result of culture perspectives between levels of hierarchy indicates staff and managers preferred to have clan culture. Culture profile on Six Key Dimensions of Culture (SKDC). Result showed that the overall scores and ranking were almost congruent in the current culture of all aspects. The preferred culture were reasonably congruent, Having clan culture dominating all aspects.

scholarly journals MODERNIZATION OF THE ORGANIZATIONAL CULTURE OF THE HEALTHCARE INSTITUTION IN THE CONDITIONS OF MEDICAL REFORM

2020 ◽  
pp. 140-146
Author(s):  
Victoriia Adamyk ◽  
Yulia Dyshkant
Keyword(s):  
Health Care ◽  
Organizational Culture ◽  
Corporate Culture ◽  
Swot Analysis ◽  
Health Care Facilities ◽  
Management Tools ◽  
Medical Reform ◽  
Health Care Institutions ◽  
Medical Institutions ◽  
Care Facilities

Subject, aim of research. The subject of the study is the modernization of the organizational culture of health care facilities in the implementation of the second stage of medical reform in Ukraine. The aim is to identify the factors and problems of the organizational culture of medical institutions, as well as directions and tools for its modernization in the context of medical reform. Methods and methodology of work. The methodological basis is the scientific works of domestic and foreign scientists. The research is based on a systematic approach and methods of strategic analysis, in particular SWOT-analysis, comparative analysis, export valuation method, questionnaire method, etc. Research results. The article emphasizes that the main factor of health care facilities modernization in Ukraine is the medical reform. The main challenges facing secondary hospitals are highlighted: increased competition of healthcare market, expanding the range of funding sources, technological change, demand transformation and epidemiological threat. The main directions of modernization of health care institutions organizational culture are identified. Among them there are strengthening its functional component with separation of responsibilities and capabilities of hospital management and medical staff; innovative development; communication with colleagues from other institutions, including foreign ones, and patients respectively to the requirements of digitalization; staff training, the use of crisis management tools, etc. The project profile of the evaluation components of the effectiveness of the organizational culture of health care institutions modernization has been formed. The important role of PR-management and image-making in the formation of corporate culture of modern medical institutions is emphasized.

scholarly journals INFLUENCE OF EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL CULTURE TOWARDS EMPLOYEE PERFORMANCE

2019 ◽  
Vol 9 (2) ◽  
Author(s):  
Juliorita Alfachtur Nafi' Hutama ◽  
Ella Jauvani Sagala
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Employee Engagement ◽  
Employee Performance ◽  
Culture Conditions ◽  
Normality Test ◽  
And Performance ◽  
A Company ◽  
Simultaneous Influence ◽  
Descriptive Statistical Analysis

Human resources (HR) have a very important role in an organization.Of course, by processing good human resources can drive the performance of an organization. This research was conducted at PT. XYZ, a company in the telecommunications sector in Indonesia. The purpose of this study is to determine the application of employee engagement, organizational culture conditions and performance at the company. The method used in this study is a quantitative method. This research is descriptive and causal research. The population in this study were employees of the PT. XYZ. Data analysis in this study used descriptive statistical analysis, normality test, multicollinearity test, heteroscedasticity test, and multiple regression analysis. The findings in this study concluded that employee engagement and organizational culture had a positive and significant influence partially on performance. In addition, it can be concluded that employee engagement and organizational culture have a significant simultaneous influence on performance.

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