Traditional Culture vs. Organizational Culture

Organizations suck up come a long style through time. In the beginning organizations had a traditional port of view and a weak organizational culture. They mainly foc pneumonic tuberculosisd on profit or productivity with no take for employee morale. yeasty decisions that incur risks be not encouraged and fai direct form projects ar widely criticized. Employees must follow strict rules/regulations and be virtually monitored. Work is designed around individual entities and higher rank is the native factor in determining pay raises/promotions. These beliefs led to ridiculous employee productivity and minimal work efficiency. However, companies now-a-days focus on contrasting dimensions of the organizational culture. Now they build key determine that are deeply held and widely shared throughout the go with (Stephen et al, 2005). Hence, they have a greater influence on employees. These companies are more(prenominal) market driven and adapt quicker to change s in invitee needs. They also stress an importance on innovation, and risk lovable; on people orientation; and team-work efforts. They have also created an everyday atmosphere, or culture, between employees where they feel valued and productive. This in turn allows management set few rules and allow a looser supervision. By ontogeny an ethical, innovative, and customer-responsive culture, management lead success dependabley retain customers and employees. Employees will be hardworking, trustworthy, and productive permitting management to have efficient alternative use and effective goal attainment. References: Stephen, R., & Coutler, M. (2005). Management. 8th ed. focal ratio load River, NJ: Pearson Prentice Hall. If you want to get a full essay, order it on our website: OrderCustomPaper.com

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