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Organizational performance and culture in practice are related to each other; an organization with a strong culture brings out a good performance. A strong culture can make the average individual work brilliantly, but writing an assignment on organizational performance and culture in practice can be not that easy a task. It needs a lot of research work because two organizations in the same field can also have different cultures that lead to employee performance varies. It also varies from country like in the developed country. They focus more on culture and believe that good culture will automatically lead to good organizational performance, but it is not identical with developing countries. They are more concerned about performance rather than good organizational culture.
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Adaptability: It is an essential part of an organization, yet most organizations find it hard to adapt; internal and external are constantly at odds. Adaptability is more about responding to the environment around. It can be an outer environment like customers or an internal environment like employees and other stakeholders. Moreover, Organizational performance matters in adaptability; if employees are not satisfied with the culture, their work will reflect customer satisfaction.
Involvement: Involvement is part of the culture; people engage with teammates, align with each other, and have a sense of responsibility. They feel that their work will affect the organization positively, which helps them build a strong culture and good performance.
Consistency: Organizations with solid culture tend to be more consistent and integrated with their work and lead to better performance, as, they understand how their work affects others and do it in a coordinated way.
Mission: Having a mission gives the employee a sense of direction that helps their growth and better performance since they know the priorities and have a specific goal to achieve.
Culture of Authority and Control: In this type of culture, we see and understand how an organization has its structure of control and what kind of hierarchy they follow. Is it someplace where strict rules are followed with emphasis on coordination and leaders are pretty strict.
Culture of Caring: In this type of organization, everyone support and motivate each other. Managers are not just leaders but also someone who listens to the employee, understanding each employee's concerns. Having such a culture is pleasant for work and leads to good performance.
Culture of Objective: Organizations with some vision and long-term goals to achieve have a sense of understanding for each other and work better for it.
Culture of Learning: Organization that focuses not only on the goal but also the learning part and actively encourages every member to share the views and ideas for better understanding and learning. Such an organization shows better performance by the employees.
Culture of Fun: Organization providing recreation areas in the office like a yoga studio, courts, table tennis, pool and allowing generous leaves and planning trip helps them become happy and with an increase of happiness level your performance also gets better.
Organizational culture is not something that takes place in a day. It is formed by the founders like rules and regulations, norms, tradition, culture, or way of doing something. Companies that follow an open-door policy and talk to any senior-level employees without any hierarchy cycle about their grievances have better organizational culture, and their employees function better.
With time companies can add more norms into their core value to strengthen their culture.
Rewards: Incentivizing people for their excellent work based on the company's culture can be an excellent way to motivate them to do a better job and perform better in this field.
Introductory Sessions: This kind of session once in a while helps employees understand the new norms better. New employees get the opportunity to know their teammates, which helps them better understand and perform them.
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