Question

Topic: On one side of paper, write an essay supporting the statement that "An organization's culture can be a disadvantage to the organization" On another side of paper, write an essay supporting the statement that "An organization's culture can be an advantage for the organization" In your writing, consider material on pages 37 through 41 of Chapter 2 in the textbook. Also consider the handout from last week which includes pages from the tenth Canadian edition of Management, by Robbins, Coulter, Leach, and Kilfoil Feel free to add other characteristics, such as those of your own choice. Include as many important and specific characteristics/factors as possible, along with clear and concise explanations of the factors.

you can do it how you want. These chapters are only for help.

Answer 1

answer-

1- Organizational culture is the culture in which how employees or organization's people behave and interact with each other.There are underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.

organizational culture can be disadvantageous to the organization if there is culture of accountability for employees when they work in teams and if anything goes wrong then it could affect the whole team and the all people would feel accountable for one persons mistake. A heavy focus on accountability for poor decisions can decrease morale .If company supports innovation in their organization culture then they would think that it would benefit them which could be right but sometimes innovation can lead to unhealthy competition internally because every employee would want to be the best and would do anything to do that. Internal competition can become unhealthy if not handled appropriately .

if organization culture where there is hierarchical structure then Communication is limited and credibility is based on employment status, not life experience. An hierarchy company could face higher organisation costs due to the multiple layers of upper management. To keep these costs down, budgets, bonuses and financial incentives may be taken and spread thin between the majority of workers that sit at the bottom.

2-organization culture has some downsides so it has many advantages also to the organization. A strong organizational culture keeps your company’s core values front and center in all aspects of its day-to-day operations and organizational structure. The value of doing so is incalculable.

One of the greatest advantages of a strong organizational culture is that it has the power to turn employees into advocates.

Your people want more than a steady paycheck and good benefits; they want to feel like what they do matters. And when your people feel like they matter, they’re more likely to become culture advocates—that is, people who not only contribute to your organization’s culture, but also promote it and live it internally and externally.

How do you achieve this? One way is to recognize good work. A culture that celebrates individual and team successes, that gives credit when credit is due, is a culture that offers a sense of accomplishment. And that’s one way to turn employees into advocates.

It should come as no surprise that employees who feel like they’re part of a community, rather than a cog in a wheel, are more likely to stay at your company. In fact, that’s what most job applicants are looking for in a company.

Ask any top performer what keeps them at their company and you’re bound to hear this answer: the people. It’s because a workplace culture focused on people has profound appeal. It helps improve engagement, deliver a unique employee experience, and makes your people feel more connected.

One way to attract top performers that are natural culture champions is to hire for cultural fit.

Organizational culture also has the potential to act as an aligning force at your company. This is particularly the case with new hires who, more often than not, have put some considerable thought into the type of culture they’re entering into.

The culture at your organization is essentially a guiding force for them, so it’s important that it starts with onboarding.

A successful organizational culture brings together the people at your company and keeps them aligned. When your culture is clear, different perspectives can gather behind it with common purpose. The culture at your organization sets expectations for how people behave and work together, and how well they function as a team.

Reports show that organizational culture has a direct impact on performance and, more importantly, your employees’ wellbeing. A healthy culture addresses both of these areas by finding an appropriate balance based on company values.