Paper Example. Managing Cultures

Organizational culture takes into consideration the expectations held by a particular organization, the experiences shared, the values, and the philosophies that guide the conduct of the members that form the organization. In most cases, organizational culture is viewed from the dimension of the shared customs, the beliefs, the attitude, and the unwritten instructions which have grown over time and are viewed to be valid. The discussion of organizational culture also takes into account the symbols, the norms involved, the language, the assumptions, the belief, and the habits. Organizational culture can also get perceived from the dimension in which the employees work in their execution of functions and processes. As such, the paper is premised on the evaluation of how a strong organizational culture leads to excellence in performance. The illustration of the statement will also consider the inclusion of examples like Zappos, Westpac, Cricket Australia, and Theranos, to mention but a few.

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Organizational culture is good in its entirety; however, poor management may be detrimental. Therefore, the management of a strong organizational culture is by surety premised on the realization of more exceptional outcomes and results (Erthal, & Marques, 2018). Proper management of healthy organizational culture aids in the definition of both the organization's internal and external identity (Kärreman & Alvesson, 2004).

In the definition of the organization's identity, some of the things that stand out include the vision and mission of the organization (Dimitroff, Schmidt, & Bond, 2005). It also takes into account the product the organization deals in, the customers who are served, and the objectives and the strategies put in place (Erthal, & Marques, 2018). The other issues that also feature are on the partners, employees, and stakeholders involved. A strong organizational culture will, therefore, ensure a wholesome evaluation of the entire business at the definition stage (Dimitroff, Schmidt, & Bond, 2005).

A strong organizational can also lead to excellence in performance by evaluating the core values that aid in organizational operation. In most events, the culture under which an organization operates is considered an ultimate reflection of the entire outlook of the organization (Schein, 1990). How an employer or persons of managerial functions interact with the team involved in the organizational operation, the management of workflow, and the treatment of customers sums the experience that reflects the organization's outlook and the workability of the organization (Fredrickson, 2003). In the event where the organizational culture is not aligned to the core values, then a failure is inevitable (Fredrickson, 2003).

A strong organizational culture will also lead to success because of its ability to transform the employees into critics and advocates (Rosen, 1988). It holds the power of making the employees not only to consider a favorable paycheck and other associated work benefits but also make them develop to champion for inclusion in the agenda of the organization (Kärreman & Alvesson, 2004). As such, they will not only focus on their areas of specifications but will also promote the organizational culture as well as live it internally and externally (Kärreman & Alvesson, 2004).

An organization's culture can achieve this culture (turning employees into advocates) by not taking the credits given to the organization but instead directing them to the primary contributors who are the employees (Kärreman & Alvesson, 2004). The adoption of the "We" phrase will also play a significant role because everyone will feel that they own the organization and are responsible for its failures and successes (Ogbonna & Harris, 2015). As such, they will work with high moral and aid in the realization of greater output.

Excellence in performance can also get achieved by having an influential culture that aids in keeping the best performers in the organization. Keeping the best employees does not happen by chance but rather the environment of work and the culture that prevails in that environment (Kärreman & Alvesson, 2004). A strong organizational culture, therefore, helps the organization to improve its engagement strategies with the organization (Schein, 1990). The culture also aids in the provision of unique experience to employees. It makes the employees feel that they are connected to the systems of the organization hence are inseparable (Kärreman & Alvesson, 2004).

A strong culture also helps with onboarding. Onboarding pertains to how new employees in an organization acquire the required skills, knowledge, and behaviors that allow the new employees to become part of the system and can deliver to the objective of the organization (Brewis, 2007). A strong organizational culture, therefore, aids in the provision of information on who should be hired while also looking at the needs of the organization (Dimitroff, Schmidt, & Bond, 2005).

It is equally essential that any organization develop teamwork to realize its objectives. A strong culture aids an organization in its transformation journey of becoming a team (Brewis, 2007). Work in isolation leads to limited knowledge, which directly affects the output.

As such, every organization must promote the spirit of togetherness in the realization of the organizational goals and objectives. The culture within an organization will define how people behave and work (WrayBliss, 2003). It will also outline the expectations that are needed from the employees (Ogbonna & Harris, 2015). In most events, the expectation can only get achieved by every player teaming and working towards the main objective (Kärreman & Alvesson, 2004). A strong culture will also aid in decision-making procedures and improve the overall output.

The discussed issues that arise from a reliable organization culture also inform of the impact on the overall organizational performance and the well-being of the employees (WrayBliss, 2003). A culture that puts the interest of the employees before any other issue is likely to balance the performance of the organization and the abilities of the employees (Fredrickson, 2003). It will ensure a reduction in stress performance and allow the employees enough time for work.

Enough working time will save the employees from falling into depression or beginning to experience instances of boredom during work (WrayBliss, 2003). As such, an organization must ensure the development of a practical, holistic, consistent, and conducive culture that can preserve the morale of the employees (Ogbonna & Harris, 2015). The ultimate result of the culture is premised on the achievement of the organization's set objectives and goals (Fredrickson, 2003).

Zappos.com is an example of an organization that has been impacted positively by a strong organizational culture and one whose employees feel appreciated and own the business. It operates online as a retailer in both shoe and clothing, with the company headquarters getting based in the United States, specifically Vegas, Nevada. It was got founded by one Nick Swinmurn in 1999. At the time, it got launched with the domain name of shoesite.com. The company is perceived to have a creative business culture (Holland, 2016). The culture is considered legendry following the immense successes which it has realized over the years. All the employees are at the same level except for their paycheck. The Chief Executive Officer has equal authority to that of the customer service agent. Everyone is not entitled to the authority they hold but rather the aligning goals and objectives of the company. Its legendry culture has brought more benefits to the point that they have set a consultative agency that trains other companies on how to develop workable cultures and corporate values.

Zappos also encourages the spirit of individuality and teamwork among its employees. It allows the individual employees to express their skills and later team-up within the bid of achieving an objective or a goal (Holland, 2016). The company also establishes trust with its employees. It allows the employees to open up about their struggles and come up with strategies and mechanisms of aiding them out. Zappos has also accepted that failure is part of any business process and activity. It considers failure as a lesson towards success.

As such, it allows for creativity. It invites its employees to share and try and any opinion or invent that which they feel can bring more utility to the organization. The employees, therefore, feel part of every activity that takes place within the organization.

The case of Zappos exists as a classic case where strong organizational culture can lead to success (Ogbonna & Harris, 2015). The company has extensively proved that it values its employees and prioritize on their affairs to ensure that it mitigates on resentment and focus on improving the morale of the employees (Ogbonna & Harris, 2015). When the self-esteem of the employees is raised, they are likely to perform better and continue to make Zappos prosperous.

Even though the Zappos case is one that is admirable following how it operates, there also exist those companies that continue to struggle in their activities. An example can be noted in Cricket Australia. Cricket Australia is considered as a national organizational council that deals in games in Australia.

Formerly, it was regarded as the Australian Cricket Board. It ensures that it provides professional guidance to both the amateur and professional cricket within the Australian boundaries. Most of the challenges that have faced the company or the organization are primarily those that can be traced to poor organizational culture, which has ultimately led to poor management. In 2018, specifically 24th March, a saga ensued in the fields of Newlands, South Africa, where one Cameron Bancroft, who was an Australian cricketer, interfered with the credibility of the match ball (The Ethics Center, 2019). The device of interference was sandpaper. He was captured on camera, and it sparked outrage, something which led to further investigations. During the investigation, it was realized that both the vice-captain one David Warner and Captain Steve Smith were part of the plan. The action violated the rule of the match, and, therefore, the global outrage. International media organizations seized the story, and retribution for the culprits became swift. The players were each awarded a one-year suspension except for Bancroft, who received a 3-month lower penalty compared to the other culprits. The coach for Cricket Australia also had to quit.

The case was a classic example of bad leadership, a result of poor organizational culture. Cricket Australia has, however, received new leadership with new organizational culture and is on its feet. It has considered working with qualified persons that can effectively bring change to the organization.

In summary, organizational culture plays a significant role in the determination of an organization's success. An example of a company that uses strong organizational culture is Zappos, and its culture is considered legendary, as noted herein. In the case of Australia Cricket, it is clear that poor culture can lead to poor results. As such, organizations should strive to use strong cultures that can aid in the achievement of their objectives as noted herein.

References

Brewis, J., 2007. Culture in D. Knights & H. Willmott (Eds). Introducing Organizational Behaviour and Management. Thomson Learning, London, pp. 344-74.

Dimitroff, R.D., Schmidt, L. & Bond, T. 2005. Organizational Behavior and Disaster.