ORGANIZATION DYNAMICS

Organization Dynamics

Organization Dynamics

Introduction

The purpose of writing this paper is to highlight the role organization culture, normally in a situation when the organization moving to oversees. In this paper, the author tried to highlight the role of organizational culture and also the role of management in handling the cultural diversity and managing the change.

The author took the company named as HS Engineering was started around 100 years ago as a small family engineering business in Leeds, making engineering tools. Harry Smith (the current CEO) joined his father and uncle in the organisation around 40 years ago when the company began to specialise in the manufacture of bearings.

Over time the organisation and family involvement has grown. The board was made up of mainly family members until last 7 years, when the company was experiencing double digit growth and outside expertise was brought in (see separate organisation structure).

However, the management planned to open office in Malaysia, therefore, the current paper discussed the possible role of organization culture and the role management in transforming the culture.

Discussion

Organizational Culture

Every organization has a set of different personalities associated with it. These people are the ones who complete the organization and make sure that the company grows with their hard work and dedication. The different personalities of every organization are the ones that differentiate the companies from one another. This is what defines the culture of an organization, and this is the reason that two companies cannot be compared with each other (Adler, 2002, 230-241). The concept of organizational culture emerged in the 20th century when the awareness of the difference of organizations was widespread and people came to know that different organizations do business differently, and possess different means of doing their work. According to Allen, et., al. organizational culture is defined as“an ensemble of traditions, values, procedures, conceptions and attitudes that create the context of the activity within the organization” (Allen, et., al. 2004, pp. 13-15).

 The organizational culture consists of the values and the norms that the company follows and the set of rules and regulations defines the culture of the company. Some companies are very strict with the way of working, while others give a free hand to the employees to do the work in their own style, but they want the work done. Both the cultures are acceptable and it depends on the nature of the business as to which culture is suitable for it. For the successful implementation of a good organizational culture, it is important for the people to get familiar with the organization. Once the employees are familiar with the company, they will follow the organizational culture and will also ensure that the culture helps the company to succeed and grow. Organizational culture is very important for the company as it sends the message as to what performance the company is expecting and also defines the way of working of the company (Berrey, 2009, pp. 591-593).

Formation ofOrganizational Culture

The formation of the organizational culture depends on the following factors:

Philosophy of organization's founders

The philosophy ...