Organizational Culture and Structure
Successful organizations recognize the impacts of organizational culture and its influence on many facets of business. Strong culture serves to support a business’ structure and furthers its efficiencies by keeping the focus where it belongs. Organizational structure uses the company’s culture as a moral and visionary compass. Both organizational culture and organizational structure play significant roles in a company’s resulting ethics, job performances, and retention rates.
Organizational culture is the basis for which ethical behaviors are established. The recognized levels to which ethical behaviors are or are not acceptable come directly from an organization’s culture. Organizations must lead by example in this area.
Working conditions in respect of ethical standards, represent a guarantee for achieving the desired business success. Contemporary successful managers work on highly professional managerial level, respecting business ethics. That means, truly successful business people are those who take care of the needs of their employees. (Rakichevikj, Strezoska & Najdeska, 2010, p. 1176)
Both managers and employees draw directly from the defined culture to determine what acceptable behaviors are.
Structure also affects an organization’s ability to perform ethically. Inevitably, employees are likely to encounter a questionable ethical issue. Structure is an important component of alleviating the issue. Employees should know how to address such concerns with confidence and ease. Structure also is important in establishing the ethical rights of employees as it relates to safety and of a professional nature.
Organizational culture plays an enormous role in job performance. The culture of an organization, if positive, can propel its employees towards the highest level of achievements. It serves as a catalyst for good behaviors. Cultures that promote autonomy and show a faith in employees are reciprocated with high levels of achievement. In addition, employees thrive in cultures that have strong cultures which provide the best basis for managers to plan, organize, lead, and control. (Robbins, Decenzo, & Coulter, 2013, p. 42)
Organizational structures are impactful to job performance. The level of job performance has a direct correlation to the deployment of the appropriate organizational structure. Structures should incorporate both the needs of the business and the employees within. If these are not properly aligned, job performance will suffer. Some companies, such as my own, also require a multifaceted structural approach. My company uses a divisional structure which is a fit for the business and most internal departments. There are, however, some areas that are best suited for a simple structure. In a manufacturing environment where capacity is limited, it is important to be as efficient as possible. The divisional approach circumvents that process as...