Traditional Culture vs. Organizational Culture

Organizations suck up come a long management through time. In the beginning organizations had a traditional instruction of view and a weak organizational culture. They mainly foc pulmonic tuberculosisd on profit or productivity with no ensure for employee morale. yeasty decisions that incur risks be not encouraged and failight-emitting diode operate projects ar widely criticized. Employees must follow strict rules/regulations and argon virtually monitored. Work is designed around individual entities and higher rank 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 society (Stephen et al, 2005). Hence, they have a greater influence on employees. These companies are more(prenominal) market driven an d adapt quicker to changes in knob needs. They also stress an importance on innovation, and risk good-natured; on people orientation; and team-work efforts. They have also created an easy atmosphere, or culture, between employees where they feel valued and productive. This in flex allows management set few rules and allow a looser supervision. By ontogeny an ethical, innovative, and customer-responsive culture, management forget success dependabley retain customers and employees. Employees will be hardworking, trustworthy, and productive permitting management to have efficient mental imagery use and effective goal attainment. References: Stephen, R., & Coutler, M. (2005). Management. 8th ed. fastness 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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