In this essay we will be discussing the topic of organisational culture. This will be done by defining what organisational culture is, identifying the elements of organisational culture, defining what are the four management functions and how are they related to organisational culture, and identifying how the elements of an organisation’s culture can effectively support the four management functions (Planning, Leading, Organising & Controlling). The information for this essay will be gained through literatures.
Robbins et al. (2014) states that organisational culture is described as ‘the shared values, principles, traditions, and ways of doing things that influence the way organisational members act’. The two keys issues that deal with how …show more content…
These seven elements are attentions to detail, outcome orientation, people orientation, team orientation, aggressiveness, stability and innovation and risk taking. Attention to detail, it is when employees are expected to perform correctly, analyse and pay attention to detail. Outcome orientation, is when mangers are focusing on the results or outcomes instead of focusing on how these outcomes are achieved. People orientation, is a management decision that has an impact on people within the organisation. Team orientation, is when work is based around teams of employees instead of individuals. Aggressiveness, is when employees work against each other instead of working together. Stability, is when decisions and actions made by an organisation that maintain how the organisation currently runs. Lastly, innovation and risk taking is when employees are determined to innovate new ideas while also taking risks (Robbins et al. 2014, p. …show more content…
This is done by highlighting what needs to be done to meet the organisation’s goals, this is then communicated to their employees. Through doing this, employees gain a greater understanding of what they should keep their attention on, while highlighting what is important for the organisation (Robbins et al. 2014, p. 37) (Study.com 2015).
Organising is when managers work out how they are going to distribute their resources and organise their employees so that they fit into their plans. Managers will need to allocate employees into different positions and make sure that the employee is suited for that position. Managers also need to make sure that employees know what needs to be done and how it will be done so that they can work to achieve the organisation’s goals (Robbins et al. 2014, p. 8) (Study.com
Robbins et al. (2014) states that organisational culture is described as ‘the shared values, principles, traditions, and ways of doing things that influence the way organisational members act’. The two keys issues that deal with how …show more content…
These seven elements are attentions to detail, outcome orientation, people orientation, team orientation, aggressiveness, stability and innovation and risk taking. Attention to detail, it is when employees are expected to perform correctly, analyse and pay attention to detail. Outcome orientation, is when mangers are focusing on the results or outcomes instead of focusing on how these outcomes are achieved. People orientation, is a management decision that has an impact on people within the organisation. Team orientation, is when work is based around teams of employees instead of individuals. Aggressiveness, is when employees work against each other instead of working together. Stability, is when decisions and actions made by an organisation that maintain how the organisation currently runs. Lastly, innovation and risk taking is when employees are determined to innovate new ideas while also taking risks (Robbins et al. 2014, p. …show more content…
This is done by highlighting what needs to be done to meet the organisation’s goals, this is then communicated to their employees. Through doing this, employees gain a greater understanding of what they should keep their attention on, while highlighting what is important for the organisation (Robbins et al. 2014, p. 37) (Study.com 2015).
Organising is when managers work out how they are going to distribute their resources and organise their employees so that they fit into their plans. Managers will need to allocate employees into different positions and make sure that the employee is suited for that position. Managers also need to make sure that employees know what needs to be done and how it will be done so that they can work to achieve the organisation’s goals (Robbins et al. 2014, p. 8) (Study.com