Organizational culture is defined as a system that organization can distinguishes the other organization and also share the meaning held by members. It’s provides employees with a clearer understanding of “the way things are done around here” (Divedi, 1995). All the aspects of organizational life are the cultural dimension. Cultural issues receive little specific attention, even in those organizations. It is also showing how was the person in an enterprise will feel, think, act and value. Organizational culture is guided by ideas, meanings and beliefs of a cultural (socially shared) nature. There is no unique corporate culture and it doesn’t lower the implication whether managers think that culture is too soft or too complicated to bother about (Alvesson, 2012). A greater synergy is comes from a strong culture. It can bring people together. People can know more friends and know each other if they have opportunity to communicate. Besides, a strong culture engages people and it will create greater productivity and it will also impact the profitability. The organizational culture is very important because the culture is deciding how the employees can interact at their workplace, which a healthy culture can make them loyal towards the management and it can be more motivated. In addition, the good organizational culture also promoting the healthy relationship amongst the employee. Managers can more understanding their subordinates and it can help to improve the performance if having a good relationship with them. Organizational culture also can build a positive image of the company among its employees as well as the society. There is also having some issues in organizational culture. There are some issues that include some of the employees has the poor communication with people and also ambiguity. These issues will make the employees working under unpleasant workplace. Besides, it will make some employees less loyal to the company and may contribute to issues, which is bullying and obsession.
2.0 Main Body
2.1 Journal 1: The role of leadership in motivating dysfunctional work behaviors. In this journal, there is the purpose to extend and expand last work on the role of the teams to influence unusual or dysfunctional behavior in the teams. Organizations should be paying attention deeply in preventing dysfunctional behavior in workplace, especially violence, because such behavior can damage to the organization and impact to the organization’s image. A dysfunctional organization culture is define as limits individual or group level capabilities and/or that actually stimulates and give some reward to an individual and group level performance and they will satisfy and appreciate it (Fleet & Griffin, 2006). Theorists and researches are developed that how the procedures and elements in the organizations was influence the variables, like employee performance, employee motivation and job satisfaction. Their approaches to the study of leadership are how the organization is can enhance their leader’s ability and also the leadership effectiveness to motivate their subordinates to achieve the higher levels of performance at the workplace. The individuals are more focus on dysfunctional behavior, but the organization also about the same, they play a pivotal role. Organization provides a setting in which the individual can demonstrate dysfunctional behavior and the organization is important. People can toward whom the individual may find it easy to show dysfunctional behavior in an organization. Besides, there are many types of stimulants that work setting provided. It could offend individual who had already have a high deviation toward the dysfunctional behavior (Fleet & Griffin, 2006). An organization’s culture is also an important element to effects on both negative and positive effects within the organization. The organization’s culture is becomes a strong force for forming the...
References: Alvesson, M. (2012). Understanding Organizational Culture. London: SAGE Publications Ltd.
Divedi, R. K. (1995). Organizational Culture And Performance. New Delhi: M.D. Publications Pvt. Ltd.
Fleet, D. D., & Griffin, R. W. (2006). Dysfunctional organization culture. The role of leadership in motivating dysfunctional work behaviors, 698-708.
Gupta, V. (2011). High performance organizations. Cultural basis of high performance organizations, 221-240.
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