Culture in an Organization

Organizational Culture, Explain is as difficult as it is to hear.....

Let's talk about the definition first..

Organizational culture refers to the way things are done in an organization. the shared belief that 'this is our way to do thing' that others do not have, often also translate as 'this is the right way to do things', because though different social groups might encounter the name kinds of basic problems, due to their circumstances, they find solutions that are effective in their specific context. Thus, what solution helps that group survive, grow, secure resources, compete effectively, is considered valuable enough to be passed on the new member of the group.

And According to the Feldman (1988) defined organizational culture as a set of meanings created with in the organization but influenced by broader social and historical processes. Organizational members use these meanings like; norms, roles, plans, ideal and ideas - to make sense out of the flow of actions and events they experience.

Now let's talk about the culture in an organization

Organizational culture from various perspectives might agree on the following characteristics of organizational or corporate culture.

1. It is historically determined on the basis of transactions between people, given a context, in the sense that no culture can be planted in one day.
2. It is related to anthropological concepts, in the sense that culture in an organization is not free from the influence of the national culture. In fact, national culture is believed to have a more powerful impact on behavior than the organizational culture.
3. It is social constructed, in the sense that culture cannot be a product of a single person's efforts or perceptions.
4. It's soft and it's difficult to change

A common approach to understanding the culture of an organization has been to identify artifacts of a culture, such as the unique symbols like; heroes, rites and rituals, myths, ceremonies and sagas of an organization, and then to explore, to a greater or lesser extent, the deeper meanings of these artifacts. 

Positive Organisational Behavior

According to the study and application of positive oriented human resource strengths and psychological capacities that can be measured, developed and effectively managed for performance improvement in today's workplace. This was a response led by Seligman that corrected the notion that psychology was a tool to explain what was negative, ineffective, problematic and pathological in the human behavior. People believing in positive OB hold the opinion that sufficient attention needs to be given to strengths and positive aspect of OB, explaining not only the worst but also some of the best aspect of life.

According to the study of researchers, identified five positive element in the approach to OB currently: Confidence, Hope, Optimism, Subjective well-being and Emotional Intelligence. These five elements are relatively new entries in the mainstream literature on OB, though many concepts have been around in some other form for quite some time. If I talk about the concept of self-efficacy is quite old, and is related to confidence. Subjective well-being is studied as related to attitudes, especially, job satisfaction. Though Hope and Optimism are different concepts, they can be related to each other closely but, in term of the network of their meanings and emotional intelligence is also discussed quite comprehensively from the perspective of personality as well as leadership.

According to Indian organization, There are also five categories of Positive OB. These are; Internality, Self Management, Optimism, Trust and Collaboration. While the concepts of Internality is a part of personality related perception shaped by culture. Self Management is also one of the components of emotional intelligence. If I talk about Optimism and Trust, Optimism is derived from the humanistic tradition in Organizational Behavior and Trust is understood as a positive expectancy that the other person will not act opportunistically and we can say that  It is a risk that a person takes in an interpersonal relationship. And finally, Collaboration as a positive OB force relevant to industries, organizations, groups and individuals in India.

KARMAYOGA

Do you know the term 'KARMAYOGA'?

Lets first know about KARMAYOGA....

Karmayoga means a tendency to discharge one's duties without lusting after the outcomes. The first part of the word is a noun meaning action or a deed or we can say that from a verb meaning 'to do' and the second half is a noun meaning the process and proficiency in achieving a harmonious, appropriate balance between two distinct phenomena. Karmayoga can be understood as one's competence at balancing inaction, passivity and procrastination on one hand and on the other, the desperate chase foe achieving result in any cost, whatever be the means and the process used for achieving those ends or results. 

Work dedication as a relevant attitude in India

It appeared that in India, bosses and organizations rate employees dedication as a more valued and more frequently mentioned attitude towards work and organization. While the term dedication is used frequently in ordinary language, as a work attitude, it is defined as the disposition of the employee to voluntarily engage in affectively unpleasant, non-rewarding organizationally relevant behaviors.

• This nation derives from another concepts of duty: doing those tasks about which one has positive beliefs (good to do, should do) but negative affect (disliked).
  

Organizational Behavior of Managerial Responses to Environmental Trends and Challenges

The global managerial challenges include comfortable spanning of global and local perspectives, delivering quality offerings to customs and learning to innovate in the face of constraints. The requires original thinking, finding new directions and preserving in the face of constraints, initial failures and lack of support. Non of these can be practiced without clarifying one's own values and convictions and then dedicating one's self totally to the realization of those conviction and values.

Making a learning society, overseeing authoritative learning: Changes that happens need not be the equivalent in nature, and no one might be around for instructing how to react to the change. Along these lines individuals need not just learn new arrangements and better approaches for tackling the issue, however when there is an ideal opportunity to get ready for the following change, they initially may need to realize what and how they are going to need to learn. Great initiative ensures that workers don't stay subject to the pioneer for this 'handholding' for all time. Consequently when we have acknowledged the primary OB suggestion, the subsequent one emerges, How to make and oversee societies inside the associations that deal with learning.

The term Organization refers to an entity, but for all practical purposes, it has parts very distinct from each other and they demand different treatment even if for the same purpose, such as providing direction and encouraging leaning and innovation. Thus, the actual leadership task is to motivate other in realigning their values and fully participating in the change, innovation and leaning processes. This has the following OB implications;

1. Communication and open sharing of what is happening and what should be done.
2. Setting realistic goals in the correct direction and suitable, fair reward system.
3. Focusing away from remaining in power towards remaining relevant and making valued contributions.
4. Adapting managerial perception and attitudes to adapt better to changing contexts.

At the individual level, encourage people to become leaders at the individual and interpersonal level, solve problems, motivate self and contribute to the group efforts.

The Disciplines Contributing to the Knowledge of Organizational Behavior

Do you Know that what are the Disciplines Contributing to the Knowledge of Organizational Behavior?

Organizational Behavior is a relatively new field of study. The body of research in this field has been continuously growing over the year. OB also draws from many other fields of scientific study, especially the humanistic discipline such as Sociology, Psychology, Economics, Political Science as well as Anthropology. Our understanding of OB today is a rich complex of the fundamental orientations of these disciplines. 

For example, Sociology is concerned with the study of groups, and how membership of formal groups affect the behavior of  people. Psychology enrich OB by explaining how the mental functions of a person, including the physiological and neurological processes, affect human behavior. The Economics perspective views all human behavior as a relationship between limited means and their alternative uses, and after all the work organizations are system created for business, even if not-for-profit. Since organizations are made up for multiple groups, a Political Science perspective is critical in understanding OB. Specially, political science helps understand how power for decision- making and action is allocated and transferred across diverse groups and Lastly, Anthropology traces the evolution of human behavior over a long term and its branches like cultural anthropology studies the differences in human behavior across cultural groups.

The formal courses in OB are often divided into Micro OB and Macro OB. While Micro OB deals with the dynamics of individual and group behavior with in organizations, Macro OB, also called Organizational Theory, studies whole organizations, how they adapt, and the strategies and structures that guide them. Sometimes, those who try to implement the principles of OB are criticized for their attempts to control or manipulate human behavior with scientific tools. But, In the current situation, OB can play major role in Organizational Development like, the process of planned, organizational change for organizational renewal and improved effectiveness.

Corporate Social Responsibility

Why Corporate Social Responsibility (CSR) is Important for a Business?

If you are a entrepreneur, the days of operating solely for profit are gone. Whilst this is obviously still important, many business now focus largely on corporate social responsibility.

"Corporate Social Responsibilities (CSR) is when a company operates in a ethical and sustainable way and deals with its environment and social impacts. This means a careful consideration of human rights, the community, environment, and society in which it operates."

It's incredible important that your business operates in a way that demonstrate social responsibility. Although it's not legal requirement, it's seen as best practice for you to take into account social and environmental issues.  

Social responsibility and ethical practices are vital to your success. The 2015 cone communication global CSR study found that a staggering 91% of global consumers expect businesses to operate responsibly to address social and environment issues.. Furthermore, 84% say they seek out responsible products wherever possible.

As the above lines shows, Consumers are increasingly aware of the importance of social responsibility, and actively seek product from businesses that operate ethically. CSR demonstrates that you are a business that takes an interest in wider social problem, rather than just those that impact your profit margins, which will attract consumer who share the same values Therefore, it makes good business sense to operate sustainably.

Benefits of CSR for Bussiness

Some clear benefits of corporate social responsibility are:

1. This is important, as customer assess your public image when deciding whether to buy from you. Something simple, like staff members volunteering an hour a week at a charity, shows that you’re a brand committed to helping others. 

2.If you’re committed to ethical practices, this news will spread. More people will therefore hear about your brand, which creates an increased brand awareness.

3.Many simple changes in favor of sustainability, such as using less packaging, will help to decrease your production costs.

4.If you’re using sustainable systems, you should shout it from the rooftops. Post it on your social media channels and create a story out of your efforts. Furthermore, you should show your efforts to local media outlets in the hope they’ll give it some coverage. Customers will follow this and engage with your brand and operations.

Organizational Behaviour

Why behavior is important for an organisation?