Deciphering Organizational Culture through Artifacts Term Paper

Deciphering Organizational Culture through Artifacts - Term Paper ExampleOrganisational subtlety is evidenced in the demeanor in which the business conducts its activities such as interactions with stakeholders like customers, employees and the wider society (Mukherjee, 2005). It is also manifested by extend in which creativity and individual imitativeness are tolerated in the transcription (Mukherjee, 2005). In addition, culture is evidenced in the levels of the judicatureal structure and the chain of command that influences the channels of information flow in the organisation. Proper organisational culture enhances employee commitment to the shared out mission and objectives of the organisation (Mukherjee, 2005). The culture will also enhance or hinder the productivity and performance of each individual employee in the organisation. Shared organisational culture unites multicultural workforce thus leading to a sense of unity and appreciation of the differences in their cultura l backgrounds (Brown, 1998). In this case, the culture will foster employment resolution and efficient communication thus leading to perceptions of equality among the diverse workforce. Organisational culture also enables the organisation to retain and attract highly qualified arch(prenominal) manpower since the right culture enables employees have a sense of higher personal accomplishment by being part of the organisational workforce (Mohanty & Rath, 72). Organisational culture enables employees affix their productivity since they expect to earn appreciation and recognition from the top management. (Brown, 1998). The culture facilitates achievement of the mission of the organisation through enabling employees take responsibility for their roles and responsibilities in the organisation (Brown, 1998). The culture affects the organisation in several ways. The culture acts as the organisational identity and contributes to brand image formation (Brown, 1998). Culture enables the orga nisations create energy and caprice for future success through outlining the employee attributes and behaviours that are essential for the attainment of the mission of the organisation. The culture promotes healthy relationships in the organisation thus limiting the chances of employee grievances and go-slows that may negatively impact on the continuance of operations and productivity in the organisation (Brown, 1998). The culture influences the rate of innovation and new product development in the organisation (Brown, 1998). A culture that tolerates risk will encourage employees to experiment news ideas without fear of making mistakes thus contributing to higher chances of implementation of innovative workings processes