Organizational culture: understanding of experts, functions, and characteristics

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Organizational culture: understanding of experts, functions, and characteristics

Organizational culture understanding of experts functions and characteristics

Simply put, organizational culture can be interpreted as characteristics or guidelines applied by every member of the organization or group in a particular business.

It should be underlined that this culture has an important role in motivating and also increases the work effectiveness of an organization, both in the short or long term. In addition, organizational culture can also be used as a tool in determining the direction of the organization and also directs what can be and not done.

Without the implementation of organizational culture, the performance of each member in it cannot be done optimally. For this reason, organizational culture has an important role in every organization or company.

In order to better understand in depth, let’s just look at the full explanation below.

Understanding of organizational culture

Basically, the meaning of organizational culture is a characteristic found in an organization and is used as guidance of organizations or companies so as to distinguish them with other organizations.

That means, this is a norm as well as behavioral values ‚Äč‚Äčthat are understood and accepted by all members of the organization and are also used as a basis in the behavioral rules within the organization or company.

Deal and Kennedy said that this could also be interpreted as the whole thing that was able to be resolved in the organization’s place.

Culture in an organization will involve the whole experience, philosophy, experience, expectations and also the value contained in it, so that later it will be reflected in the activities of each member, starting from work, interaction with the outside environment, until expectations that are expected to be realized in the future .

Needle in his book also explained that this involves a written rule and also unwritten, language, habits, symbols, assumptions, visions, systems, norms, values, and trust. Some other experts also explain that the organization actually suppresses and forms employee behavior in the organization.

So, inevitably, or likes to dislike, when someone enters the organization, they will follow the habit and also the culture that is in effect within the organization.

Function or important role of organizational culture

Please note that a leader in an organization will provide a very important role in terms of forming work culture within the organization. So, generally this culture is divided into several parts, namely:

  • Increase the existence of a sense of ownership and loyalty of each employee within the company.
  • Used as a tool to be able to organize each member.
  • Increase the strength of the value of an organization.
  • Used as a mechanism in controlling behavior in the work environment
  • Encourage the entire structure of members to improve work performance, both in the short term or long term.
  • Used as a tool to determine the direction, which can be done and cannot be done.

In addition, some experts also explain important functions of the organization, which are as follows:

1. Ndraha (1997: 21)

According to Ndraha in his book, organizational culture functions as an identity and image of a society to be able to bind the community.

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In addition, this culture also functions as a resource, driving force, increases more value, behavioral pattern guidelines, inheritance, replacement formalization, adaptation mechanism of change, and a process that makes a congruent nation with other countries, so that Nation-State will form.

2. Robbins (1999: 294)

Robbins explained that organizational culture plays a role in establishing boundaries, identity for a member within the organization, facilitates commitment, and also increases stability in terms of social systems.

3. Siagian (1992: 153)

Siagian explained that this culture has a role in determining behavioral limits, realizing the sense of possession for its members, realizing a sense of commitment, increasing strong bonds in all members, and behavioral controlling tools in each organization within the company or organization.

Type or type of organizational culture

Noe and Mondy (1996: 237) in his book explained that organizational culture could be divided into two, namely:

1. Open and Participatory Culture

This type is characterized by achieving high outcome goals and supported by mutual trust in subordinates, open communication properties, supportive leadership and full attention, solving shared problems, worker autonomy, and various existing information.

2. Closed and Autocratic Culture

The characteristics of this type are the achievement of high yield goals, but this achievement will be more declared and forced in the organization with the nature of strong autocracy.

Example of organizational culture

After we discuss the complete understanding of the organizational culture and also its function, we must also be able to understand the real example of the organizational culture. The following are some examples of organizational culture.

1. Administrative culture

Administrative culture In an organization is very necessary, such as in terms of correspondence, the entry and exit of goods, employee salary income, and other things to facilitate the performance of the company.

2. Discipline

Organizational culture can also be discipline, such as in terms of accuracy in completing buyer orders, culture friendly to buyers, not late coming to the office, etc.

3. Clear authority division

One of the key to the success of a company is the ability of the company in terms of dividing the authority. Without a clear division of authority in the company, the performance of each member will not be optimal because they will feel confused.

4. Innovation

Innovation is a culture that is able to motivate every member to be able to give birth or develop various creative and innovative ideas for the success of the organization.

Organizational cultural characteristics

Based on the explanation above, we can conclude that there are several characteristics or characteristics are:

1. Innovation and Risk Taking

Innovation and risk taking are an action in innovating and being able to take risks in the innovation process itself.

2. Attention to detail

More attention to various things in detail means organizations expect its members to be able to work more detail, analysis, and also right on target.

3. Outcome orientation.

Orientation in terms of benefits means the management must have orientation or focus on the results or benefits, and not only focus on the process in obtaining the expected results.

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4. People Orientation.

Orientation to members means that the management is very concerned about the influence or benefit of something generated in each member.

5. Team Orientation

Orientation to the team means that actions prioritize work activities in the organization based on the team, not just individuals.

6. Aggressiveness

Aggressiveness is a condition where every member will tend to be more competitive and aggressive.

7. Stability

The stability means the conditions in which the activity of the organization will be more focused on maintaining the status quo as opposed to developments.

How can organizational culture and communication be formed?

Schein said that organizational culture was more affected by leaders in it in terms of communication and creation of DAI in the work environment. When these leaders become this cultural architect, the culture that had previously been built will also give birth to a new leadership style.

Thus, a leader will greatly affect the work culture which will help each member in achieving a shared goal. For this reason, organizational culture, sense of satisfaction in work, and also leadership will be interrelated.

Reporting from the Gotham Culture page, a leader is able to influence and affect, form and formed by various cultures in the work environment, except for the following things.

1. someone’s culture and market culture

The human aspect and market culture are also influenced by how an organization builds a business, treats every consumer, and a larger community. In general, people culture has a horizontal structure that is easier to apply and more value.

But, still this can cause losses, because competition is carried out by everyone and does not become its main priority. Meanwhile, Market Culture will focus more on results, competitions, achievements and also how things are able to be resolved properly.

2. Adaptive culture and adhocracy culture

Adaptive culture is directly related to decision making, changes to value, and increases the possibility to continue to survive. While the culture of adhocracy, as reported by the FWD Arts page, will be more directed in the attitude of risk taking, innovation, and also priority.

Conclusion

The understanding of the organizational culture above is very important for business people and employees who have just been accepted into a company. Creating a good culture in the work environment will make it easier for companies to achieve goals together.

A good and appropriate financial recording is also one of the cultures that must be preserved in the company’s accounting activities, so that financial conditions remain healthy and the company can remain in any condition.

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