|
|
Using Organizational Culture As Means To Keeping Employees Happy
Organizational culture is a combination of employee interactions, values and time management skills, office rules, conflict level and intensity, superiority of end product, and the ability to maintain control and provide direction in the workplace environment. Culture in any work environment is key in how productive your employees are and their ability to work together peacefully. It is also believed that an organization’s culture can have a direct effect on it’s employees happiness, impacting their overall work experience supporting job satisfaction and communication throughout the business.
Many employers fail to see the importance in building an organizational culture where their employees feel valued and supported. Then there are other employers that create a cohesive organizational culture without conscious thought or effort. Between the two, the latter will have any employer seeing increased or better productivity. And since it’s all about business, the bottom line should be the source behind an employers eagerness to improve organizational culture.
Below you will find four types or models of organizational cultures that have been identified. Power culture, task culture, person culture, and role culture are the most prevalent models found in successful business today. Financejobz.com has given you a brief overview of what each entails, and encourages you to find the one that fits your company best.
· Power Culture- This type of organizational culture is exactly how it sounds; an environment where one or more individuals take on dominate roles where they make the majority-if not all of- the decisions in the company. This model of organizational culture is fairly effective in smaller companies, and it allows for the business to react rather quickly to changes in the market. The downfalls to this model may directly affect productivity, however. If the main decision maker is out ill or what have you, any important, immediate decisions that need to be made have to wait until they return. This model also leaves employees very dependant upon that key person(s) and therefore can stymie progress if they are absent. This model is most common in smaller organizations simply because employer and employees have usually been there from the beginning and know the ins and outs of the company and its procedures. Thus making it easier for the company to experience success.
· Role Culture- Role culture consists of a hierarchy where each employee has a specific role, or job, to do. This can in actuality inhibit employees from being innovative and creative. This type of organizational culture allows for employees to become complacent in their jobs, and often times the business experiences unnecessary losses due to the time constraints on decisions as they have to climb the ladder and reach the top dog before a decision can be made. This model has seen some successes in creating a cohesive organizational culture- with each member of the hierarchy knowing their place and who is expected to do what.
· Task Culture- A task culture is very productive where their main goal is to complete jobs, projects, and tasks. This type of organizational culture is very rewarding to employees as they receive recognition to work completed and have a sense of value. Job satisfaction in a task culture is normally high.
* Person Culture- In this type of organizational culture, the employee- or person- is viewed as a valued member of the company and in some cases more important than the company itself. You’ll see this type of culture usually in the health and law professions: doctor’s offices and attorney practices. The person identified as the valued member will make confident decisions themselves and are able to run their businesses on a daily business without advisement.
|
|
|
|
|
