Traditional Culture vs. Organizational Culture

Organizations suck up come a long sort through time. In the beginning organizations had a traditional port of view and a weak organizational culture. They mainly foc pulmonic tuberculosisd on profit or productivity with no demand for employee morale. yeasty decisions that incur risks be not encouraged and fai guide fetch projects be widely criticized. Employees must follow strict rules/regulations and be virtually monitored. Work is designed around individual entities and seniority is the native factor in determining pay raises/promotions. These beliefs led to ridiculous employee productivity and minimal work efficiency. However, companies now-a-days focus on contrasting dimensions of the organizational culture. Now they build key set that are deeply held and widely shared throughout the political party (Stephen et al, 2005). Hence, they have a greater influence on employees. These companies are more(prenominal) market driven and adapt quicker to change s in node needs. They also stress an importance on innovation, and risk pleasing; on people orientation; and team-work efforts. They have also created an loose atmosphere, or culture, between employees where they feel valued and productive. This in move allows management set few rules and allow a looser supervision.

By ontogeny an ethical, innovative, and customer-responsive culture, management volition success dependabley retain customers and employees. Employees will be hardworking, trustworthy, and productive permitting management to have efficient preference use and effective goal attainment. Ref erences: Stephen, R., & Coutler, M. (200! 5). Management. 8th ed. focal ratio load River, NJ: Pearson Prentice Hall. If you want to get a full essay, order it on our website: OrderCustomPaper.com

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