Effects of Organizational Culture on Employee Morale |
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Every
Organization has a culture. It has its own cultural forms that
constitute the expected, supported and accepted way of behaving.
These norms are mostly unwritten and tell employees the way things really
are. These influence everyone's perception of the business from the
chief executive to the lowest rank. Employees from all cadres of any
organization contribute to the success or failure of the organization, to
the norms by accepting and supporting them.
ORGANIZATIONAL CULTURE: CONCEPTUAL FRAMEWORK
Stanley Davis commented on this concept as follows:
corporate culture is the pattern of shared beliefs and values that give
the member of an institution meaning and provide them with the rules for
behaviour in their organization.
Campbell, Dunnelte and Lawler have commented that
organizational culture is concerned with how employees perceive the six
basic characteristics such as individual, autonomy, structure, reward,
consideration and conflict.
Every organization will have its own word to describe
what it mean by culture, Some of them are core, ethos, ideology,
manner, patterns, philosophy, purpose, roots, style, vision and way.
CONSTITUTES OF THE CULTURE
Davis says that ''People have all sorts of beliefs from
profound to trivial''. Corporate culture is made up of the two
dimensions, viz guiding beliefs and daily beliefs.
Guiding beliefs, they come in two varieties.
There are external beliefs about how to compete and how to direct the
business and there are internal beliefs about how to manage, how to direct
the organization. These are the roots and principles upon which the
organization is built the philosophical foundation of the organization.
They are held in the realm of universal truths and are broad enough to
accommodate any variety of circumstances.
Daily beliefs are rules and feelings about everyday
behavior. They are situational and change to meet circumstances.
They tell people the ropes to skip and the ropes to know.
FUNCTIONS OF ORGANISATIONAL CULTURE
A growing organization cannot neglect its human side.
Employees are the real fortune makers who make the organization a strong
and growing unit. It becomes necessary for management to nurture the
spirit of oneness and to develop an organizational entity.
Organisational culture performs four different types of functions.
(i) The fooling of organisational identify
No Organization can grow without strong commitment of its
employees to the cause of organization. Organisational culture has
its own ability to attract develop and keep talented people.
(ii) Collective Commitment
Organisational development is the result of group efforts.
Culture is that invisible bond of emotions and feeling that ties employees
at various levels to develop collective commitment.
(iii) Socialization of Members
The organizational culture develops uniform system of
promotions, remuneration and behaviour patterns which can socialize the
employees without any group conflicts and ideological clashes.
(iv) Desired Behavioural Pattern
The employees must understand their surroundings; they
should learn to behave according to basic philosophy of business. No
organization can succeed for a long if it has not given proper
understanding of its surroundings to its employees.
IMPACT OF ORGANISATIONSAL CULTURE ON EMPLOYEE MORALE
The nature of corporate culture that exists in a company
is going to decide the degree to which the desired results from the
employees are obtained. The common perceptions of the individual
members about the organisation determines the types of the organisational
culture, individuals with realm of universal truths and are broad enough
to accommodate any variety of circumstance.
An organisation culture consists of two primary
components.
(i) The primary value of the organization and These two components significantly determine the degree to which the
desired result from the employees is obtained. The value system to
which the employees support directly or indirectly or by their behaviour
indicates the direction in which organizations are likely to move in the
future. A strong culture is a powerful lover for guiding behaviour.
It helps the employees to do their job better.
The essence of the organizational culture can be stated in its five
characteristics namely. Organisationals culture is concerned with how employees perceive each
of the five characteristics slated above whether it may be positive or
negative. An effective culture is a system of informal rules that
spell out how employees are behaving most of the time. It also
enables people to feel better about what they do, so they are more likely
to work harder. It provides a sense of common direction and
guidelines for day to day behaviours.
CONCLUSION
Culture helps the organization to accomplish what it
desires to achieve. The corporate culture as a management programme
has great motivating impact to motivate employees to improve their own and
organizational performance.
REFERENCES
1. Robbins S.P, Organisational behaviour
cases,concepts,and controversies, Printice hall of India, New Delhi 1993.
2. Fred Luthans, Organisational behaviour, Mcgraw
hill inc, 1993.
3. Rao V.S.P & Narayan P. S, Organisational Theory
and behaviour, Konark publishers pvt ltd, New Delhi 1997. |