Every organization has a unique approach to conducting its operations which forms its culture. The culture of an organization is composed of values and convictions shared by its employees (Chang & Lin, 2015). It influences the manner in which workers operate and interrelate amongst themselves and other individuals outside the organization. A healthy culture ensures that workers remain motivated and dedicated to the realization of the set goals (Brettel, Chomik, & Flatten, 2015).
Since every successful organization has guidelines that its workers follow, the culture that has been created characterizes predefined strategies that guide employees and offer them a sense of direction. Organizational culture ensures that every employee and stakeholder clearly understands their tasks and responsibilities in the company and knows the best means of completing the tasks in time.
Since two different organizations cannot have a similar culture, cultural components in every company have to be distinct from those of any other. Such cultural components dictate the work culture and play a vital role in the creation of an organization’s reputation and image (Brettel et al., 2015). Moreover, they give identity to an organization, which allows people to easily identify a company and develop either a positive or negative perception of it. Organizational culture has the benefit of bringing all the workers to a uniform platform where they are treated equally without being rejected or left out (Hogan & Coote, 2014).
There is a need for workers to adjust excellently to the culture of their organization for them to perform to their best ability (Chang & Lin, 2015). Organizational culture unites workers from diverse backgrounds by giving them a feeling of harmony at their place of work.
Brettel, M., Chomik, C., & Flatten, T. C. (2015). How organizational culture influences innovativeness, proactiveness, and risk‐taking: Fostering entrepreneurial orientation in SMEs. Journal of Small Business Management, 53(4), 868-885. Web.
Chang, C. L. H., & Lin, T. C. (2015). The role of organizational culture in the knowledge management process. Journal of Knowledge management, 19(3), 433-455. Web.
Hogan, S. J., & Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein’s model. Journal of Business Research, 67(8), 1609-1621. Web.