THE ORGANIZATION CULTURE

The Organization Culture

High Performance Culture

Defining Organizational Culture

An organization is the place where corporate culture brings life and makes it a place where people can spend at least half of their day. Many dismiss the notion of corporate culture as something trivial or unimportant but now the realization has come that it is one of the most challenging tasks to manage the corporate culture. Managing the human and cultural aspect of the business is as important as tackling the financial matters and handling the technical issues. The organizations that consciously try to manage their culture can relate it to productivity, better services as well as employee morale.

In an organization when people get together set out to work for business goals, a culture develops naturally. Not many companies try to design and manage their corporate culture and end up having a culture by default. The parallels are drawn to culture of an organization with the personality of a person (Adler, 1997).

Explanation of What Focusing on Performance and/or Culture Mean

If the organization has a robust culture based on values and principles then care of its different stakeholders in general and customers in particular, becomes its part and parcel. Values and ethic in an organizational culture inculcates a sense of responsibility towards customers in all its employees whether directly or indirectly dealing with customers. When employees own purpose and work together for common goals, then it also positively reflects in the area of customer satisfaction (Rosenthal & Masarech, 2003).

Different schools of thoughts have defines culture in different ways. Different qualities have also been attributed to robust corporate cultures. Studies and researches have also been conducted to highlight key characteristics of a sound corporate culture. “Dr. Schneider has identified a phenomenon that is consistent with Collins and Porras' findings. Companies that have a core culture that is distinctly one of the four (Control, Collaboration, Competence, or Cultivation) are more successful than companies that have "fuzzy" core cultures. By fuzzy, it is meant that they have a blend of traits from two are more of the four basic cultures rather than having a core culture that is distinctly one of the four. By mixing traits of different cultures, these fuzzy companies can have great difficulty deciding what they want to be” (Bass, 2000).

Presentation Regarding the Four Quadrants

The four quadrants describe the different states and positions where an organization can be. These four quadrants can help the management of an organization to analyze its current state and then take appropriate and corrective actions. The organization in which I work lies in the colored part of the quadrant. The colored part of the quadrant is fourth quadrant. This quadrant says that the organization is in the state that suggests “Bottom line results and inspiration; sustainable success”.

Now the fundamental question arises is that why I think that my organization lies in this quadrant? There can be many reasons for that. The first and foremost reason, that has resulted, in the value-driven culture in my organization, is the ...