Organization Culture

July 11, 2017


Organizational culture is the concept developed by the human relations theorists that was adopted by the business community to manage and organize the organizations staff personnel within the organization. Violet is one of the global organizations that supply the nabaztag in the digital realm. This is evident as Nabaztag version of interactive and virtual pet that won the product design award out of 2,771 products from 1,002 contestants. These paper looks at the best approaches that the company can employ to its employees organizational culture in order to meet the global market demands so as to optimize and innovate products and services which are user based. As from the keen analysis Violet Company plays a major role in the digital world in therefore there’s a need to adopt an organizational culture that that will enhance the company to maintain, embrace and hold the outside environment as well integrate the internal networking of the company. So that it can be proactive, influence and manage the environment the business environment, valid, produce products that are relevant to the society current needs (John, Henry, 2000, p.342).


Is defined as the norms of expectations and the shared values that regulates the approach of the people at their work place within a given company or organization (John, Henry, 2000, p.234). The approach of organizational culture is derived from a sociological definition in the view that organizations are viewed as social set up equivalent to a society. Whereby the society is characterized by the set of norms. Values and codes of conduct that is geared towards promoting welfare of the society (Bharath, 1999, p. 123). In this case however, the concept as applied in organizational culture, takes the perspective of specific characteristics that forms the behavior of the organization that makes it possible to differentiate between one groups from the other. As a result it gives two new prints of organizational culture as a whole and sub-units within an organization. The most important issue is to establish that cultures within an organization cannot be static and therefore, they should be improved to fit with business dynamism (Nicos, 2001, p. 76).In order to perceive the concept of organizational culture, can seen in terms of a culture as acquired and progressive aspects in human life, that constitutes the specific attainment of the human being in their society. Therefore the culture has the important components of tradition and values that is considered to be as a result of action of the society. Therefore in view of organization the organizational culture may be seen as the sum total of the actions all involved in the structure of the organization to yield a satisfactory performance of an organization.

The history of the organizational culture can be traced back in 1940s whereby the human relations personnel who viewed the aspect of informal interpersonal and moral base were important in cooperation and commitment in the organization. But with time it lost focus and therefore a need to revitalize it changed its formal approach to measurable aspects such as employee attitude and perceptions. Making the concept more of observable organizational behavior of the employees in relation to ones involvement and delegation to the organization. Since then the concept evolved drastically to involve the understanding of the organizational life.

There are various theories explaining the concept of organizational culture and how it functions in organizations. There main theories includes: Consistence theory which explains that, the common goals of the organization participants in such aspect as perspectives, beliefs and values will enhance coordination and enhance better performance. And promotes the stability of the company in its performance. The second is mission theory emphasizes on the fact that collective goals can be achieved when there’s shared sense of purpose, strategies and direction amongst the participants of the company and induces the aspect of coordination and organization organization. Thirdly there’s an involvement theory which express that when organizational numbers are participating and involved in their organization, it will enhance the sense of responsibility and ownership of the whole process of the organization therefore, leading to high satisfactory performance. Therefore the theory touches the aspect of dynamism within organization as it implies the motivational gain for the employees (Nicos, 2001, p. 216). Then we have adaptability theory which stresses that the ability of the culture of the organization to identify, analyze and incorporate the environment changes into internal operations will enhance survival, growth and advancement of such an organization (Peter, 2001, p. 236). These theories tend to explain the question of how and why employ the principle of organizational culture in the any given organization. Basing on the various theories coming up with explanations how the organizational culture increases the utility and productivity of the company. Then it follow that we have different organizational cultures that suit different organizations.

The cultures that can be employed in the organization are as follows, Power Culture that is usually characterized by the control aspect with an organization. Whereby the decision making is centered around the specific people within that organization. This culture usually faces some challenges such as the high staff turnover due to the lack of involvement in the organizations decision making. As the staff is not consulted therefore they lack motivation and feel devalued in the technical contribution of the organization (Ian, 2006, p.43). Found mostly in small organizations. The role culture is characterized by the fact that within an organization there’s division of the various functions that are assigned within the organization. This culture is common in the most organizations today. The culture has an advantage of specialization of staff, leading to higher productivity and it’s suitable for both large medium and small organizations. Task culture that is based on the teamwork effort directed towards completion of a specific task or mission. It’s characterized by formulation of the project teams to undertake a particular project within the organization. As a result the staff is motivated and feels valued because they have been mandated to make decision in their teams on behalf of the organization. Can also take a complex form whereby it can merge teams to oversee a crucial organization mission. Personal culture is mostly found in non-profit organizations. In most cases the culture is centered on one individual who is the sole managing prospect of such organizations (John, Henry, 2000, p.98). Forward and backward looking cultures which have the aspect of the entrepreneurial in its functionalities. The culture adjusts and takes risks according the staff and customer recommendations and expectations in relation to their needs. It enhances staff innovation through responding to the clients need. While a backward culture is static and fixed systems which uses strictly the stipulated procedure and rules of operations in it’s functioning. The organizational culture are important to Violet company in its production and marketing of the Nabaztag because; it focuses on the human part of organizational life which is translated through learning a few additional concepts to organizational cultures hence can lead to creation of high utility for Nabaztag (Peter, 2001, p. 161). It will enhance the distinction of creating the useful systems within an organization in order for the members to have a shared meaning therefore cooperate to achieve desired objective of producing and marketing of the Nabaztag in the international market. It’ll makes leaders of Violet company at various level in the organization acknowledge there behavior impact on the model of the organization culture (Peter, 2001, p. 256). Therefore always they will conduct towards the desired goal manner. Violet company is able to be more effective, serve for long and grows positively through designing of an effective, sense for long and grow significantly through designing and monitoring its culture. The perceived relationship between the members within the Violet organization would help to boost the productivity of the individual members through creation of an energy and momentum for success in the business.

In conclusion organizational culture is an important aspect in the company management and running. Since it should point out that it’s the employees of the company that are the driving force to the company general performance. Therefore when the workforce body of the employees of the company, Violet Company as one of the global organizations, the performance will be boosted significantly. The culture that Violet Company can adopt in the structural organization is the task and forward looking culture from the role organizational culture. The importance will be to the task culture will be relevant in the aspect of external connectivity, so that it can explore and hold the global market. Through formation of task teams or merge some of the teams to pursue the diversity of opportunities and missions in marketing Nabaztag. Task team will also be on the look out for the any shortcomings that may be discovered in the Nabaztag use and utilization by the clients which can be taken advantage of as the opportunity in the innovation. While the use of the forward looking culture it will enhance the Violet organization to take risks in Nabaztag marketing as per the customers and the staff advisory.

However the cultures should focus the key inputs to meet the current needs. These inputs include, designed to be team oriented, Have learning to expand the knowledge scope of the employees so as to give them opportunity advance their career and profession, Embrace the partnership dimension so that it promotes cooperation in the working environment, then incorporate the balance between the existing culture maintenance and allow room for the employees for innovation. The culture also should include dimension of the relationship amongst the employees in addition to task function

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