BUS707 Applied Business Research - Organizational Culture - Assignment Help

Brief Summary of the Theory and Progression in the Field

Organization culture holds the fundamental power to differentiate one organization from the opposite as a result of its driving elements and internal mechanisms that influence the perceptions of an organization’s members and the way they interpret their atmosphere. Various organizations can have different types of cultures for example; some choose to follow a people-driven style while others are driven by performance. Organizational culture has the ability to permit the progress of workers which belong to numerous backgrounds by removing any obstacles or hindrances to progress, innovation and risk-taking, at the same a negative organizational culture can also act as a barrier towards progress and growth. Organizational cultures which tend to promote progress are open, value communication and discussion, drive worker engagement and have an atmosphere where employee participation is appreciated and welcomed by the management. 

As organizational culture is critical to any company’s success and progress, companies should encourage workers to adopt a culture of innovation and risk-taking by specifically specializing in team orientation to brazenly share ideas and opinions that facilitate stimulate innovation and plan generation to aid the improvement of operations. Perhaps the foremost implication of organizational culture is its influence on the organizational climate. The overall perception concerning the idea of organizational culture is that it only holds limited consequences in the broader context. However, organizational culture is extremely influential in shaping worker performance and influencing their  behavior and attitudes. 

Several researchers have suggested that culture creates climate, is essentially a comprehensive system of shared meanings, values and perceptions that staff have regarding their organization. A robust and strong organizational culture that is shared by each member of an entity suggests that every individuals’ perceptions have found equilibrium or a state of agreement, once this situation develops individual attitudes and behaviors will successively assist in promoting work satisfaction level while conjointly increasing their productivity and deterring negative aspects like absenteeism, turnover and deviance.  

Common Themes and Findings

The central themes observed in the works of Akuntansi (2013), Alzeban (2014), Erserim (2012) and Nagirikandalage and Binsardi (2017) is that the research agrees on the profound result of organizational culture on worker behavior. It has been noted that organizational cultures exhibit a positive relationship with job satisfaction, whereas it also holds the flexibility to direct the behavior of staff among in a business setting by influencing their habits, especially in collectivist cultures as discussed in the works of Akuntasi (2013) and Alzeban (2014). The incorporation of collectivism within the organization, in nations such as Indonesia and Saudi Arabia is a common prevalence yet it is unable to cut through the presence of hierarchal boundaries and interactive limitations which emerge as a result of age, gender or faith amongst different attributes. This results in the creation of accounting systems that are not cohesive and maybe outdated (Alzeban, 2014). However, the significance of organization culture in shaping worker behavior cannot be denied as a tool for initiating modification management and driving change in accounting systems.