|Type of paper:||Essay|
|Categories:||Human resources Organizational culture Leadership management|
A thriving workplace is one of the most coveted elements within an organization. However, a prosperous workplace does not come on a silver plate. Much effort is needed in the workplace to develop a successful workplace. Developing a favorable climate or culture is one of the ways to have a successful workplace. Moreover, managers should make an effort to understand the culture of their organization.
According to the article, Enhancing firm performance and Innovativeness through error management culture, better managers are those who have a good understanding of their organizational culture as this may help to retain the best employees. Most employees prefer an organization that a pleasant climate or culture because it will give them peace of mind (Keith & Frees, 2011). Therefore, managers have to ensure their organizations have a good culture so that the best employees can be retained hence helping to increase success within the workplace.
Also, Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework, support the idea that the best managers are those who have a proper understanding of the climate within an organization because it will improve the performance as well as the well-being of the employees. The presence of a good culture or climate within an organization means that there will be a conducive environment for working (Anderson, Potocnik, & Zhou, 2014). Therefore, a conducive environment increases the performance of the workers as well as their well-being due to issues such as reduced stress.
Furthermore, Performance implications for the relationships among top management leadership, organizational culture, and appraisal practice, state that managers have the mandate to pursue the understanding of the culture or climate in an organization as this may define its identity. The culture of an organization may be reflected in how it deals with its clients or customers, and this builds a certain image (Jung & Takeuchi, 2010). In case a positive model is built through the culture of the organization, there will be more clients and customers.
Anderson, N., Potocnik, K., & Zhou, J. (2014). Innovation and creativity in organizations: Astate-of-the-science review, prospective commentary, and guiding framework. Journal ofmanagement, 40(5), 1297-1333. Retrieved fromhttps://journals.sagepub.com/doi/abs/10.1177/0149206314527128
Jung, Y., & Takeuchi, N. (2010). Performance implications for the relationships among top management leadership, organizational culture, and appraisal practice: Testing theory-based models of organizational learning theory in Japan. The International Journal of Human Resource Management, 21(11), 1931-1950. Retrieved fromhttps://www.tandfonline.com/doi/abs/10.1080/09585192.2010.505093
Keith, N., & Frese, M. (2011). Enhancing firm performance and innovativeness through error management culture. Handbook of organizational culture and climate, 9, 137-157.Retrieved fromhttps://www.researchgate.net/profile/Michael_Frese3/publication/292881989_Enhancing_firm_performance_and_innovativeness_through_error_management_culture/links/58a678aa4585150402ee07ca/Enhancing-firm-performance-and-innovativeness-through-error-management-culture.pdf
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Essay Sample on Culture or Climate in the WorkPlace. (2023, Mar 21). Retrieved from https://speedypaper.com/essays/culture-or-climate-in-the-workplace
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