Organizational Culture and Employee Behaviour

Question: Discuss about the Organizational Culture and Employee Behaviour. Answer: Introduction: Managers are tasked with making decisions that have a huge implication on the organization. Therefore, it is important for them to make effective decisions following a certain criteria. The first step in effective decision-making is identifying the problem that needs to be solved (Schneider., et al 2013, 370). Organizational problems can be many but only one can be solved at a time. In the same context, there might be one broad problem that gives rise to many others. As such, it is critical to know the specific problem that has to be dealt with so that the manager gets the priorities right. The second step is identifying the method of solving the problem. Different problems require different criteria. Therefore, by identifying the criteria which matches the problem, the chances of success increase. After identifying the solution framework, managers can develop alternatives to the criteria. Sometimes the core method can fail to achieve the desired effect. Effective decision-making calls for managers to develop a set of alternative methods so that they have enough cover in case the first method fails (Pettigrew 2014, 23). These method(s) has to be analyzed to determine if it is in tandem with the magnitude of the problem. Managers also have to compare the strengths and weaknesses of the chosen method(s). The next step is harnessing the necessary resources required to solve the problem. Fundamentally, managers have to seek input from all stakeholders within and outside the organization who are likely to be affected by the impending decision. Managers have to keep communication as open as possible to allow opinion from others since decisions affect more than just the management. After this, the next stage is to implement the decision using the correct parameters identified above. This also includes timelines that have to be followed. The last step is to carry out an evaluation to ascertain whether the decision was successful or not and a pply the necessary measures if necessary. Organizational Culture and How it Influences Behavior Organizational culture refers to a set of values, principles, attitudes and beliefs that determine how things are done within the precincts of the organization (Alvesson 2012, 7). It is a collection of norms that have been proved to be working and beneficial to the organization and which every employee ought to understand and act as per the provisions. It is a shared way of acting and thinking that makes the organization stand above the rest. Organizational culture brings about responsibility among all employees since they know what is expected of them and how they have to achieve personal and organizational goals. Secondly, organizational behavior motivates employees (Sinha, et al 2010, 55).When employees feel part of the organization as per the provisions of the culture, they become more motivated and improve their performance. Additionally, organizational behavior enhances innovation among employees (Hogan Coote 2014, 1615). Part of the organizational culture is to empower employees with the necessary incentives to exploit their potential. In this context, employees develop curiosity and can go ahead to make innovations that are beneficial to the company and themselves. Organizational culture also affects employee behavior in that it constitutes a friendly working environment for employees (Sinha, et al 2010, 62). Culture defines specific roles and means of handling them to get optimum results. Therefore, employees are likely to develop a positive attitude and feel happy in a system where the culture is enabling. Positive organizational culture is a recipe for happiness and job satisfaction (Latchigadu 2016, 5). When employees feel that they are appreciated within the system, they increase their loyalty and improve their performance. Consequently, such employees will have no reason to seek opportunities elsewhere. Organizational culture also promotes collaboration while eliminating unnecessary competition among workers. As a unifying factor, employees put collective success above individual honors and as such, they are open to working together and assisting one another to move to the next level together. The Future of Planning Planning is, and will remain a critical part of organizational management in the future. Planning will become more important to managers in the future because the scope of organizational management is changing because of the varying dynamics in the operating environment (Griffin 2013, 8). Organizations are prone to various challenges emanating from changes occurring within and outside them and which have an impact on the short-term and long-term future of the firm. Planning will help managers deal with the problems by anticipating them in advance and developing response mechanisms in time to scale down the negative impact of the challenges. Planning will become more important for managers in the future because of the growing need to change priorities, goals and objectives (Griffin 2013, 11). Companies have a set of goals that they anticipate to achieve within specific timelines. However, these goals cannot remain constant forever due to various changes in the market. Therefore, managers will need to plan so that they reconstitute their list of priorities so that they move in line with the market patterns. In the same context, planning will remain critical since new strategies keep emerging by day and which managers have to integrate in their organizations so that they can conform to the prevailing demands. Planning will also remain crucial since it involves allocation of resources (finances).All organizations envisage growth and this can only come about in the presence of resources. As part of the process, managers will continue to spot growth opportunities and plan accordingly to move towards achieving the desired heights. Planning will enable them to make the right decisions and investments while reducing overlapping projects and wasteful allocations that harbor little or no meaningful returns. In the same regard, planning will remain essential for managers since it will help them craft competitive advantage strategies in relation to their competitors. By proper planning, managers are simply moving ahead of their competitors in the market. 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