Management of organizational culture: features, problems and methods

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

In the modern world, there are quite a lot of institutions and communities that have their own goals and objectives, which have a certain meaning and place in society. Such companies have and protect their own values and moral standards. It was the growth of such firms that triggered the emergence of the concept of organizational culture. The enterprise creates its own image, which is based on the peculiar properties of manufactured products and services, principles of action and high moral foundations of employees, prestige in the business community, etc. This can be called the concept of views and ideas generally recognized in the company that motivate employees to set up a process, to building relationships and achieving outcomes that set this company apart from all others.

What is this?

Organizational culture is the newest area of knowledge entering the series of management sciences. She stood out in a relatively new field of knowledge- organizational behavior, which explores common combinations, foundations, laws and patterns in the company.

The main task of organizational behavior is to help a person most effectively implement their own direct duties in the company and get the greatest benefit and satisfaction from the work done.

To accomplish this mission, it is necessary, among other things, to create value norms for a person, a company, relationships, etc. We are talking about norms, laws, or standards in organizational behavior. Each action must be evaluated according to more modern standards. This is a fairly significant area, interesting for study by both scientists and practitioners. The significance of the study and use of such generally recognized standards, laws and stereotypes is indisputable. In turn, the culture that is its component is formed and formed from organizational behavior.

Component parts

It should be noted that organizational behavior has its own level of organizational culture. And all this, without exception, forms a single whole. Speaking about this topic, we should talk about the object of study, that is, the level of organizational culture, it is also worth mentioning the subject of study, namely its significance in the company. The main objective of this work will be the study of organizational culture, the establishment of significance, the disclosure of the advantages and difficulties of managing it.

Organizational culture consists primarily of personal independence. That is, a person mustbe aware of the level of responsibility, independence and the ability to form initiatives in the company. Organizational culture always consists of a certain structure. In other words, there is a connection between companies and persons, functioning laws, direct management and control. Another equally important element is the direction or level of development and capabilities of the company. Speaking about organizational culture, one cannot fail to mention the role of combining or integrating work in order to quickly achieve results that develop the firm or company, bringing it closer to a specific goal. Organizational culture is impossible without management support, when people in power of the company, managers with great powers, help subordinates, give them their support in solving any issues related to work tasks. This function is similar to another, equally important in organizational culture, namely the degree of support provided by superiors to their own subordinates.

Properties

Organizational culture will not function until the firm has no encouragement, incentives for staff for their work. The director and his assistants must be able to manage various incidents.

These properties contain the base and backbone of any company that has an organizational culture. Based on the above factors, you can describe the work of any firm.

The purposeful formation of organizational culture can allow not only the productive use of humanthe company's resources to implement its strategy, but also to increase the degree of manageability of the company, improve the unity of the team.

Formation

Formation of the company's culture is associated with the external environment for the company: the business sector as a whole, examples of state culture. The adoption by a firm of a particular option can be similar to the peculiarity of the sphere in which it operates, with the speed of scientific, technical and other changes, with the distinctive features of the market, customers, etc. content of innovative” values and belief “in change”. But this side can manifest itself in different ways, based on the norms and rules of the company, its national characteristics and other distinctive features and features.

Organizational culture, as a separate organism, manages the company inside, regulates the relations taking place in the company, helps to achieve a certain goal, but there is such a thing as "organizational culture management". As the field of management improves, new methods appear that allow you to control the processes occurring within the company.

What do you need for this?

First, let's talk about the mechanisms of managing organizational culture. First, it is always necessary to analyze its state in the company. To do this, it is necessary to regularly collect the necessary data, qualitative and quantitative characteristics through a survey or questionnaire. Furtherit is necessary to process this information, drawing certain conclusions about the work of organizational culture. Equally important is the collection of documents, which will also give the manager or manager of the company a clear understanding of the state of the company. I would like to clarify that it is necessary to control the official documents of the company, because thanks to this, a person receives objective information about all the problems of managing organizational culture.

Speaking about the difficulties that arise in the management of the company, the following features should be highlighted. Firstly, the effective work of the company and its employees depends on the well-coordinated functioning. If the management of the organizational culture of the enterprise is not established, there will be no formation of a positive socio-psychological climate among employees. Secondly, for effective management it is necessary to create a base and tools for regulating the internal state of the company. This will allow you to predict various events related to work, will reduce the degree of any risks in order to avoid a decline in production or efficiency in the company.

Speaking about the process of managing organizational culture, it should be noted the role of creating an effective system of employee motivation, which will improve the implementation of the company's strategy. Stimulating employees always leads to increased efficiency in solving various problems and building new goals and ideas for the development of the company. Of no small importance is the quality selection of personnel who willfit the culture of the organization. The presence of the necessary criteria is necessary to support the socio-psychological climate within the team, only this will ensure high-quality work in the future. But in order for the business of the enterprise to develop, it is necessary to constantly train employees in new things, as well as train new employees, providing them with the necessary knowledge regarding the inner workings of the organization.

Following the rules is the key to success

The organizational culture management system includes one very important rule - "Without preserving the traditions of the past, one cannot build the future." This suggests that it is necessary to respect the values that exist in the organization, to the traditions that are passed down from generation to generation. Otherwise, a decline in the efficiency of the team is possible, since the morale in most cases affects the productivity of production. Company policies must be followed by all team members.

What's next?

Next, we should talk about the role of organizational culture management. Imagine that each employee of the company has his own life values and guidelines that do not coincide with the interests of the team. No one gets along with the other. Chaos reigns in the company, efficiency is at zero, there are no common rituals, traditions that would help unite the team. This reduces the efficiency of work almost to the limit.

Thus, one can easily answer the question of whatorganizational culture plays a dominant role in the work of the enterprise, as it is the main component of effective work in a team of people. It is a unifying point among different people who are forced to work in one place. Managing the formation of organizational culture takes place over a long period of time, based on the interests, norms and values of the entire team. It is she who connects employees, gives them satisfaction from their activities, helps to achieve their goals in a more effective way.

So what methods of managing organizational culture do directors and managers use to achieve enterprise development? The most important thing is the reaction to the events taking place. The faster and more effectively the head of the company will respond to a critical situation, the better the subordinates and managers will be able to resolve it in a favorable way for the company. Also, an important criterion is the hiring and dismissal of personnel, since it is impossible for a person to work at an enterprise whose performance leaves much to be desired. An experienced manager will definitely deal with the situation that has arisen, stimulating the employee or depriving him of his workplace. It all depends on the person's ability to work, and sometimes on the difficulties that have arisen in his life, which also needs to be de alt with by the head of the company.

The next management method is team role modeling. This means that each subordinate must do his job strictly, he must be aware of his powers, duties and unacceptable actions,concerning his position. This will support the necessary work plan in order to achieve the final goal, which will bear worthy results. We must not forget that the head of the company is the face of the company, one might say, a standard, a role model for employees. By his behavior, he should set an example of a worthy worker. Otherwise, if the image of the director does not correspond to his status, the work of the company may not be of such high quality, but in all cases there are exceptions.

A journey that takes time

It cannot be said that organizational culture in managing a company is easy. After all, as mentioned earlier, the climate within the enterprise is not formed immediately and consists of the views and values of all employees of the company, so managers, that is, managers, must in every possible way support the traditions and laws that have developed over time, the norms and rules of the team, but nevertheless based on benefits for the company. It is worth thinking about what is at the core of organizational culture. The answer is obvious, matching the needs of the individual and the needs of the company. If the requests coincide, then the productivity of labor increases, the personality of the employee is not constrained, as it would be if his values and the values of the company diverged.

Functional

For a deeper understanding of the topic, it is worth thinking about the structure of organizational culture management. As mentioned above, in order to efficiently manage a company inside, you need to focus on methods, principles, and functions. None of them can be ignoredof the listed points, since the coordinated work of the entire “organism” depends on the totality of coordinated actions.

It's time to talk about the functions of organizational culture management. The first thing to note is, of course, the regulatory function. It is thanks to the organizational culture that there is control over the entire work of the team, over the relationship between employees, over the fulfillment of the tasks assigned to them. Of course, this is a stimulating feature. After all, it is the organizational culture that implies the principles of motivating and stimulating personnel to improve the efficiency of the company.

The next, but no less important function is the integrating one. Without uniting employees according to goals and interests, high-quality work in a team is impossible. One person will not be able to do anything without the help of another, well, or his productivity will be at a minimum position.

The next function is adaptive. Organizational culture helps an employee to adapt in a team, in a company, which allows a person to fully reveal his potential in work, thereby increasing the productivity of the entire team.

And of course, the communication function. Man is first and foremost a social being. That is why he needs culture, society, communication, interaction with other people. Throughout his life, a person sets goals for himself and formulates ways to achieve them. This is what distinguishes him from the animal. Organizational culture helps a person to get in touch with other people, come to common goals,set new goals and achieve the highest result together.

Conclusion

In personnel management, organizational culture plays a large, one might say, dominant role. All firms that succeed or lead in their business have well-regulated management. Also, it was the organizational culture that created giant companies from newcomer firms that conquered the market. The image of the company, its style, rules and norms, traditions and rituals, relationships in the team and much more depend on it. That is why this topic is relevant at all times, and it needs to be studied not only by managers and managers, but also by all employees of companies. Managing the development of organizational culture is an important aspect in this difficult task.