Organisational Culture and Strategic Planning

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Explain how Organisational Culture impact on the development of a strategic plan.

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*Corresponding Author THE IMPORTANCE OF ORGANIZATIONAL CULTURE FOR MANAGEMENT OF CHANGES IN A PUBLIC ENTERPRISE Mislav Ante Omazić University of Zagreb, Croatia [email protected] Damir Mihanović* University North, Croatia [email protected] Adriana Sopta INA, Croatia [email protected] Abstract This paper refers to recognition of the specific organizational structure in a public enterprise, where the existing organizational culture is compared with the ideal culture, i.e., the culture that should support the achievement of strategic goals. The differences between the existing and the ideal organizational culture and their correlation were verified. The results show a statistically significant difference between the existing and the ideal culture, i.e., they show that there are statistically significant deviations among them. Apart from the comparison of the overlapping and deviations between the existing and desired (ideal) culture, the basic values/motives were analyzed on a sample of respondents who determine and implement the strategy of the organization. In order to clarify the changes that should occur in order to bring the existing organizational culture closer to the ideal, the dominant values were checked. It is interesting to see that the existing values of strategic managers are somewhat in line with the cultural ideal that the organization desires, but are not fully expressed in order that is expected to realize the desired changes in culture as well in strategic achievements. Key Words Organizational culture; change management; organizational values, personal values. mailto:[email protected] mailto:[email protected] mailto:[email protected] Advances in Business-Related Scientific Research Journal, Volume 11, No. 1, 2020 2 INTRODUCTION In this paper, on the example of a 100% state-owned public company, the assumptions of changes implementation that the organization must take to be more successful in the realization of strategic goals in a liberalized market are analyzed. The assumption of the change relate primarily to the adaptation of the organizational culture recognized by the concerned organization as its competitive advantage compared to other competitors in a relatively complex and turbulet market. The results of this paper can be the guideline to other similar organizations that aim to manage change systematically and to work on the development of their organizational culture or to those organizations that want to start the change with the strategic elements and gradually step down to operational ones. Considering the fact that this paper deals with the analysis of dominant values among strategic managers, the obtained results can help organizations to look at the behavior that is synchronized with culture and triggers or slows down the desired changes. In other words, the presented results can give an example to other organizations how t ...

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The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership. As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.

ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”

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Lussier, R.N., & Achua, C.F. (2013). Leadership: Theory, application& skill development (5th ed.). Mason, OH: South-Western. The Power of Culture An organization’s culture determines the way that it responds to changes in its external and internal environments. The response to changes in the external environment such as emerging opportunities and threats are reflected in the organization’s vision, mission, objectives, and core strategies. The response to internal matters such as how power and status are determined, how resources are allocated, membership criteria, or how leaders and followers relate and interact with each other, is reflected in the organization’s policies, procedures, and principles. Organizational performance is enhanced when strategy, structure, and capabilities are aligned to culture.15 Experts and scholars on organizational culture have long maintained that culture serves two important functions in organizations: (1) it creates internal unity, and (2) it helps the organization adapt to the external environment.16 Internal Unity Organizational culture defines a normative order that serves as a source of consistent behavior inside an organization. To the extent that culture provides organizational members with a way of making sense of their daily lives and establishes guidelines and rules for how to behave, it is a social control mechanism. A supportive culture provides a system of informal rules and peer pressures, which can be very powerful in influencing behavior, thus affecting organizational performance.17 A strong culture provides a value system that regulates behavior and promotes strong employee identification with the organization’s vision, mission, goals, and strategy. Culturally approved behavior thrives and is rewarded, while culturally disapproved behavior is discouraged and even punished. Culture offers a shared understanding about the identity of an organization. The right culture can make employees feel that they are valued participants and, as such, 359360become self-motivated to take on the challenge of realizing the organization’s mission and work together as a team. It can transform an organization’s workforce into a source of creativity and innovative solutions. External Adaptation Culture determines how the organization responds to changes in its external environment. Depending on the volatility in the business environment, some changes are significant enough to force members to question aspects of their organization’s identity and purpose. Culture plays a role in informing and supporting sense-making or meaning when external changes are severe enough to force members to re-evaluate aspects of their organizational identity and purpose. Having the right culture can ensure that an organization responds quickly to rapidly changing customer needs or the actions of a competitor. For example, if the competitive environment requires a strategy of superior customer serv ...

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Organizational culture has a powerful effect on the performance and the long-term effectiveness of organizations. Organizational culture has the power to influence employee behaviors and increase employee commitment and productivity. Therefore, a clear understanding of organizational culture and how to effect its change is important for business leaders because it influences the way that organizations react to the changing demands of the business environment. The goal of this paper is to explore what is meant by organizational culture, why it is important, and how to change an established culture so that it is better aligned with the organization’s strategy.

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In every organization there is a talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just feels right.

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BBA 2026, Organizational Communication 1 Course Learning Outcomes for Unit II Upon completion of this unit, students should be able to: 3. Distinguish between the responsibilities of communicators at different levels of an organization. 3.1 Classify message directions within organizations. 7. Discuss the impact that organizational culture has on employees, processes, and functions within an organization. 7.1 Identify factors that adhere to various approaches for studying organizational communication. 7.2 Categorize factors associated with major organizational theories. 7.3 Evaluate the organizational culture within an organization. Reading Assignment Chapter 2: Perspectives for Organizational Communication Chapter 3: Communication Implications of Major Organizational Theories Click here to access the Chapter 2 Presentation. Click here to access a PDF version of the Chapter 2 Presentation. Click here to access the Chapter 3 Presentation. Click here to access a PDF version of the Chapter 3 Presentation. Unit Lesson Would you rather swim with sharks or whales? The answer to this question may seem straightforward, but within businesses and other organizations such a metaphor can be formed to describe the culture of an organization. Observing organizational culture is just one way to critically evaluate the structure and function of an organization and the effectiveness of the communication processes within. According to Daniela (2013), “Knowledge of organizational behavior helps to better understand oneself and other people” (p.1555). Employing perspectives including functional tradition, the Meaning-Centered approach, and emerging perspectives can provide a way to focus questions for studying organizations and their communication implications (Shockley-Zalabak, 2015). In addition, there are also theories to consider that can help conceptualize the phenomenon of organizational operations from various viewpoints such as scientific management, human behavior, postmodern, critical, and feminist perspectives (Shockley-Zalabak, 2015). Each of these perspectives can enhance the study of organizational communication from various viewpoints and provide one with tools to study individuals and groups within these organizations. The key focus in this unit will be on the influence that organizational culture, also known as corporate culture, has on overall operations and communication practices. Using this perspective, one can observe how organizational culture influences operations, members, and leadership within an organization. Additionally, one can see how these elements interact to create and preserve a vibrant, efficient, and effective culture for the well-being of the organization (including employees, external stakeholders, and the overall success and longevity of an organization). UNIT II STUDY GUIDE The Impact of Organizational Culture on Operations and Processes https://on ...

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