Organization Culture and role of Human Resource management.
Organization Culture and role of Human Resource management.
Organization Culture is……
A collection of principles, beliefs, anticipations, and
practices that provide the necessary guidance and direction for the employee to
behave and perform their roles can be explained as an organization culture.
That can be simply described as set of standards that reflect about the
well-being of the organization. A great organization cultures demonstrate and
illustrate a collection of constructive and productive qualities. A well-set
culture encourages and supports to reach to the desired goals and objectives. Not
only that, but also provide a wonderful working environment with lot of
motivations, satisfactions, and happiness for all the employees to perform
their jobs freely and accountably. A great organization culture cannot be
created or built overnight. That needs a significant period to experience, learn
and realize about all the activities and efforts, that added values to the
environment. Therefore, organization culture is the key driving tool of
Organization behaviours.
Organization culture begins from a great thinking.
That vision has come as result of set of learning and activities to survive,
grow, and perform the business with external and internal environments in a
period (Schein & Schein, 2016).
Organization Culture defined by Heinz as the shared
values, attitudes and practices that characterize the organization. It’s the
personality of the company and play a large part in employees’ overall satisfaction
Types of cultures prominent in the organization.
According to the Quinn and Cameron’s competing value matrix, organization culture has been classified in to four areas. While the vertical axis explained about the about the stability and the flexibility, horizontal axis explained about whether organization concentrate more inwards or outwards. Evaluation of an organization culture based on these parameters, provide necessary direction can for the next transformation that organization expect.
1. Clan Culture
Focus on
the people and let them to feel that they are working for a one family. This is
an extremely collaborative work
environment that every single person precisely respected. Communication is the biggest priority. Clan culture comfortable
to have a horizontal structure that dilute the gaps between different groups
and that encourage mentorship opportunities. These companies are
action-oriented, accept changes, and demonstrate
highly flexible environment.
2. Adhocracy Culture
Interested
on innovation and the creativity. These cultures always explore about the
innovative solutions that can be brought to the environment before the anyone
else enter to the zone. To do that they required to take a calculated risk. Adhocracy
cultures add values with uniqueness to encourage the employee to think creatively
and bring their own ideas. Because that geared up the market growth and the
organizational success.
3. Market Culture
Focus on
the company profitability. Everything is evaluated or assessed against the
company profits. Every role of the organization has precise task that align
with the company main goal. Issues can be seen on the connectivity and
alignment between employees and leadership roles. Market culture always drive
for the results that focus on external success rather than internal satisfaction.
Therefore, this culture creates stress to deliver the results and meet the
targets.
4. Hierarchy Culture
Hierarchy
cultures follow the traditional corporate structure in the organizations. They
focused to drive the organization with a strong authority and multiple administration
layers. This culture obviously builds a huge gap between the employees and
leadership. Hierarchy cultures a specific way of delivering the things. Therefore,
that keep the environment stable and reluctant to take risk.
Involvement of Human Resource Management with organization
culture.
To sustain the culture of the organization, some great
behaviour should be demonstrated in the business environment. Therefore, the
leadership of the business must take more responsibilities and the ownership to
nourish these best practices. Since the people behaviour of the organization is
the deciding factor for an organization culture, Human Resource Management (HRM)
also plays a critical and vital role too. Below are some key contributions of HRM
to support and nurture the organization culture.
v
Arrange necessary trainings & awareness sessions for
to align with the organization culture.
v
Encourage the environment to adhere with the best practices.
v
Introduce the policies & guidelines to further
strengthen the organization culture.
v
Market the organization culture as a strength during
the
v
Provide well-organized orientation programs for newly
recruited people to promote the culture.
v
Implement some strategies to understand about the voice
of the employees and their feedback.
Conclusion.
Organizational behaviour is the deciding factor of a
culture. By understanding the existing organization culture, leadership can
take necessary action to elevate & transform the culture. Based on the
Quinn & Cameron’s competing value matrix, HRM can be shifted the gears for
this transformation. By aligning the human resource factor to organization
culture, can be driven for greater results and advantages.
Great organizational culture always empowers the
employee satisfaction, motivation, and the happiness. Therefore, employee’s
happiness index as well as employees
retention and attraction can be significantly improved. By maintaining a great culture, that
indirectly support to drive the HRM key performance indicators in the
organization.
References.
Heinz,
K. (2019, September 6). https://builtin.com/. Retrieved from
https://builtin.com/company-culture/:
https://builtin.com/company-culture/types-of-organizational-culture
Schein, E. H., & Schein, P. (2016). Organizational
Culture and Leadership. New Jersey: John Wiley & Sons,Inc.
Wong, K. (2020, May 07). https://www.achievers.com/.
Retrieved from https://www.achievers.com/blog/category/culture:
https://www.achievers.com/blog/organizational-culture-definition/
Nicely Written Duminda, great organizational culture has to be a robust set of beliefs accepted by the entire organization. A strong culture leads to better communication between employees and employers. The HR department of your organization is responsible for creating an equitable atmosphere for employees to work in
ReplyDeleteThanks for sharing your valuable thoughts Bashitha. You correctly put your thoughts to further strengthen the post.
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ReplyDeleteHi Duminda,
ReplyDeleteReal organizational culture is a consolidation of strong organizational culture
and positive organizational culture. In a strong organizational culture, organizational
members perform in a way which consistent with organizational values. In a positive
organizational culture, employees realize and share the corporate goals and values
across the organization (Flamholtz & Randle, 2012).
Duminda, you have explained Organization Culture and role of Human Resource management perfectly in this article. Human Resource Management (HRM) also plays an important role in maintaining the organizational culture in the company that is with a great mind that can encourage and support to achieve the desired goals. One example is by empowering employee satisfaction, motivation, and happiness so that employees can provide the best results for the company
ReplyDeleteCulture is important when it comes to attracting talent by outperforming the competition. When the organizational culture align with employees more likely they are to feel more comfortable, supported, and valued. Companies that prioritize culture can also face difficult times at the changes in business conditions, but later come out more stronger. Thankyou for sharing this informative article Duminda.
ReplyDeleteHR systems identifying the organizational culture that impact the Knowledge Management interaction and performance. Information were gathered essentially through perceptions and face‐to‐face interviews with top‐level the board, group pioneers and general representatives. Also, other information as yearly reports and sites were gathered. These gathered information would help associations to foster better HR systems and lead to better upper hand.
ReplyDeleteOrganizational culture affects all parts of your business, from promptness and tone to contract terms and employee benefits. At the point when work environment culture lines up with your employees, they're bound to feel more good, upheld, and esteemed. Organizations that focus on culture can likewise climate troublesome occasions and changes in the business climate and come out more grounded.
ReplyDeleteHuman resources do have an important role to play in organizational culture, as it is the employees who embrace and improve the culture within the organization. Any desired change to the culture of the organization has to be done by the employees. Basic HRM exercises like recruitment, selection, and training have the ability to influence employee behavior and build values that develop the organizational culture. In organizational cultures where employee engagement is common, and as you said Duminda, by align the human resource to organization culture can be driven for greater results.
ReplyDeleteThe appropriate method to act inside an organization is defined by the culture of the company. This culture is made up of common ideas and values that are formed by leaders, then communicated and reinforced via various methods, influencing employee perceptions, behaviors, and understanding. The context for everything an organization does is defined by its culture. There is no one-size-fits-all culture template that suits the demands of all companies since industries and environments vary so widely.
ReplyDeleteDuminda, you've written an excellent topic. Thank you for sharing
Human resource management is a very important function, usually referred to as the core function of the organization. Without human resource management, organizations will not be able to effectively recruit and retain employees and maintain a healthy and acceptable workforce culture and environment. Effective human resource management strategies and functions are critical to the organization's success in ensuring employee satisfaction, keeping pace with social and ethical models, maintaining a healthy work culture, and a healthy life balance, work and life for employees. Nice article.
ReplyDelete