Sample Paper on Organizational Culture Analysis

Organizational Culture Analysis

Most successful organizations have managed to remain relevant in their line of production due to strong organizational cultures. Organizational culture enables organizations to attain their goals, visions, and maintain certain values that are deemed essential for organizational success. Organizational culture may be developed consciously by the management teams in an attempt to enhance the company’s performance. It is a collective perception of what individuals feel, or see in the organization. However, dealing with diverse customers necessitates modification of organizational culture to accommodate them. Thus, organizations should endeavor to develop and maintain organizational cultures that guide on behavior of their members to guarantee their productivity.

Organizational Culture

Every organization has its unique traits that influence the behavior of its members. Such traits define the culture of the organization. Organizational culture involves shared beliefs and values that direct people’s behavior and enhance their dedication to the organization (Nelson & Quick, 2014). It is the application of symbols and interpretation of ideas, incidents, and experiences, which are influenced by people who work together. Values are deeper beliefs that employees possess concerning the organizations. Organizational culture possesses a powerful effect on employees’ performance, as well as long-term operation of organizations. Sometimes, the organizational culture may be surpassed by the national culture, particularly when managers and employees attempt to instill the home culture in foreign countries. National culture incorporates sets of behaviors and norms that people exhibit in their own country. Firms such as McDonalds and Disney have had problems as they endeavored to instill their distinctive organizational culture in their foreign branches, which consequently coerced them to adapt to the national cultures to remain relevant.

Characteristics of Organizational Culture

Organizations share numerous values, which guide on behaviors of every employee in the organization. However, members of the organizations perceive the value of their organizations based on a number of characteristics. Emphasis on people is one of the characteristics of organizational culture. It is possible to identify people according to the companies that they work, primarily due to how they are treated. Every organization place a great value on its employees, since treatment of employees determines the achievement or malfunctioning of the organization. Attention to detail enables employees to be accurate in every process, which consequently makes firm’s products to withstand fierce competition. Focus on the details of a process is essential in influencing particular ways and mechanisms of achieving the objectives, allowing the adoption of a specific model in implementation and promoting branding and competitive advantages for the organization. Attention to detail also allows the benefit of early detection of any problem that may arise in the implementation process, availing the opportunity to address it before it affects the quality of the process and its objectives.

Teamwork is crucial in organizational culture, as organizations that place high value teamwork usually perform well as teamwork brings employees closer to the management. Emphasis on outcome is essential for organizations that aspire to produce quality products or services. McDonalds has managed to succeed in both domestic and international market due to high consideration of its product outcomes. Organizations can enhance their outcome through innovation. Organizational cultures that encourage innovation record high productivity among its employees. Apple is the best example of such organizations, where employees are allowed to come up with new ideas to develop new products. Aggressiveness is also critical for organizations they compete in international market.

Organizational Culture Analysis in the Ritz-Carlton Hotel Company

The Ritz-Carton Hotel Company owns numerous luxurious hotels worldwide. The company has embarked on foreign investment, where it has merged with Millennium Partners to manage other similar hotels. Through innovative and risk-taking organizational culture, the Ritz-Carton Hotel Company has managed to establish itself in more than 20 countries. On the first day at work, new employees are reminded of the services rather than hotel products because customers value services more than what they are being served. Continuous training enables new employees to gain more skills that allow them to move up the career ladder. Employees are motivated to work hard and, consequently, improving the firm’s productivity.

Some of the challenges that the Ritz-Carlton Hotel Company has faced include overshadowing of the organizational culture by the national culture. However, the Ritz-Carton Hotel Company has managed to survive in international market due to reviewing its organizational culture to suit the national cultures. This has been made possible through establishing strong human resources that recognized contribution of each employee. The firm has maintained its customers and employees because it places high value on them. The Ritz-Carlton Company has a detail-oriented culture, which enable the company to keep and maintain records of requests made by its customers. Most employees in the firm began as hourly workers, and now, some of them have risen to managerial posts through career advancement. Continuous improvement in production proved that the firm’s managers are in good terms with the teams and customers.

Recommendations to Improve Organizational Culture

Managers should always be enthusiastic about the culture that they create in their organizations. Employees prefer to work with managers who demonstrate determination and effort to make change. Employees should be the manager’s first-level customers. Managers should reward and respect employees’ contribution to encourage talent and innovation. When designing teams, managers should consider combining skills in order for members to learn from one another. Creating a team of similar expertise will not motivate members to work hard, but rather a monotony, which stagnate their career growth. Encouraging employees to have fun is likely to inspire their creativity, as team members feel comfortable when working in a relaxed and friendly setting. Encouraging fun brings out new ideas, where members can share without pressure from the management.

Conclusion

Organizational culture is crucial for the success of any organization, as it influences behavior and encourages replication of such behavior to all members in organizations. By adhering to their cultures, organizations are capable of minimizing collective uncertainties, in addition to creating social order. Some of the characteristics of organizational culture include working with teams, being aggressive, emphasizing on innovation, and paying attention to details. Organizations that aspire to establish their branches in foreign countries should endeavor to review their organizational culture to fit their environment. Managers should ensure that employees are treated appropriately, in addition rewarding them for their contribution toward organization’s success.