Organization Culture Has Four Functional Values Of Literature In Theories

In relevance to literature in theories:
Organisation Culture has four functional values. Firstly it provides a sense of identity to the members and increases their commitment to the organisation. Secondly it reinforces the value of the organisation. It is a sense-making device for the organisation and lastly it is control mechanism for shaping the behaviour of its members. Leading by example not only helps develop leadership qualities but also defines the cultural ethics of the organisation. The role of a founder of the organisation is vital as he defines the cultural structure of the organisation.
Hence we can say that the culture is influenced by the surrounding economic, social and political variances. There are few cultures which believe …show more content…
This lead to greater differences and the soul motive of the team collaboration went futile. People used to form groups and they used to talk only to each other during any social collaboration activities. These differences kept on increasing and due to this my manager made it a point that any opportunity which came forward should be given to those who were more interactive to him and belonged to the same culture. My manager had been so keen to give the opportunities to the people belonging to the same culture as him, that he would overlook some processes and norms of the company to enable the growth of his favourite employees. Person with lesser years of experience and lesser knowledge base were given better opportunities and higher compensations. I had been a victim of the same. This is the live example of a Weak …show more content…
At first it felt really frustrating as there was no one to whom this could have been escalated to, my Manager’s higher management staff members were also from the same cultural background. At first I was afraid that if I will inform the higer management about it, they will all sew me for going against the manager. After various months and being a victim of the same I informed this issue in a one to one meeting with the senior manager and HR. This created a lot of impact as few managers were agreeing to my point but they made sure that I was assuming things and they will look into it at a higher level. After few months I was recoganzed for all my work, given the most valuable player award twice and was also offered the onsite opportunity. This had happened because my manager had been aware of the fact that the way I had been performing was not hampered even after not getting the opportunity at the first place. My dedication towards my work had not changed and the client had been appreciating my work even more. This brought a change in the belief of my managers thoughts towards culture barriers and he made a corrective decision and recoganized my work. Later on he made it a point that he makes sure that I am not deprived of any communications and conversations due to cultural barrier. In future team get-togethers and collaborative