Essay: Organisational culture & managerial standards

ORGANIZATIONAL CULTURE INVARIABLE CAUSES MANAGERS TO LOSE SIGHT OF THEIR PERSONAL STANDARDS.
“A few decades ago, research has proven that culture in an organization is developed overtime by the handling of people, (Schein, 2004). Watson (2006) emphasizes that it is important for managers to try and create strong organizational cultures (“Schein (2004) stated that culture and leadership are very much related.
International studies and the general experience of the Irish people proves that culture is an aspect that public managers should focus on because it affects the performance of the company. Where members of a company have consistently behaved in a certain way over a long period of time, or where the founder and leaders of a company behave and transact business in a certain way, it becomes a culture in the company.
The Broadcasting Commission of Ireland (BCI) and the Property Registration Authority (PRA) also suggests that attention paid to organizational culture because it influences performance in a positive manner. The results derived from this study would also suggest that it is particularly important for managers to pay attention to culture when planning for the future of the company.
The personal standards of a manager cannot be measured because the personal standard of a person may be very high in their opinion and in another case very low in another person’s opinion. This elaborates on the fact that a manager’s personal standard often defers from the company’s standards. Where a manager might believe that his standards are very high and reputable, another person may see such standards as low and without any sense of worth attached to it, personal standards differ from person to person and therefore a manager’s personal standard might not be in agreement with the company’s goals and objectives. In the case where the personal standards of a manager differs from the culture of the company, conflicts of interest may arise and the personal standards of the manager in this case may be detrimental to the growth of the company, being that the long-term practice of the company which has become the culture of the company is what makes the company unique and differentiates it from every other company.
The culture of the company is the strategy, which the company uses to make sales, the selling point of the company and their way of doing business and achieving their goals. In an organization where culture is highly regarded and upheld, a manager should weigh his standards and see if it fits into the company ’s vision. Where the organizational culture is not in agreement with the manager’s standards, then the manager would have to consider if he or she would drop his personal standards so as to fit into the goal of the company or consider leaving the company if the company refuses to accept the manager’s personal standards personal standards as part of their company cultures. The culture of a company cannot be separated from the company itself because the culture defines the company and gives it an originality that makes it different from other companies.
It would be true to say that Organizational culture invariable causes mangers to lose sight of their personal standards, because the company goals and objectives which is powered and made successful through the successful application of the culture cannot be set aside to include the managers personal standards which might not be in the best interest of the company.
There are different types of cultures,
THE CLAN CULTURE- is the culture, which involves the way workers in a company relate to customers in a warm and friendly way, loyal team members, supportive, patient, kind, helpful and consensus, working a environment. This can be an attraction to customers seeing the company as a friendly environment to do business as opposed to another company that has a reputation of having a hostile work environment where all there workers are impatient and hostile to customers. Examples of organizational culture is Warby Parker company, a company that produces glasses and sells directly to their customers, cutting out the use of a middleman and thereby having a personal relationship with their customers, boosting the image of the company as a company that cares for their customers and is quick to attend to their customers every need.
Another example is Tom’s of Maine, the maker of all natural hygiene product, Tom Chappel focused mainly on building a company that had a great relationship between workers, suppliers, employees and customers. Where the manager thinks that this is a wrong approach to business and adheres to the culture because it is the culture of the company then organizational culture has caused the manager to loose sight of his personal standards.
The culture that works for a company may not work for another, the importance of a company’s culture cannot be undermined; the culture of a company distinguishes it from other companies and gives it a unique appearance which makes the company special and attracts customers to them.
The personal standards of a manager could be too low for the standard of the company,
The culture of a company is the image and integrity of the company, which attracts customers and helps the company grow, most companies like Google and Microsoft have the culture of maintaining a good relationship with their workers by providing their workers with free medical care and other benefits which keeps the workers happy and dedicated to their work. For example if the managers of this company think that the benefits given to the workers are exuberant and should be abolished then the personal standards of the manager
In conclusion, the personal standards of a manager could be may not be beneficial to the growth of the company and where this is the case the personal standards of a manager should not be implemented in the company because it could affect the company negatively.