ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Organizational Behavior: A Study on Managers, Employees, and TeamsMuhammad Tawakal Shah
In recent decades, there has been a tremendous shift in the structure and operation of organizations.
Advancements in technology and skill diversity have fostered a modern workplace of skill and workflow
interdependencies. Hence, for success in today’s business world, it is imperative for organizations to
understand the forces that impact team outcomes. This study on 100 managers from the same organization
shows that female managers have higher communication skills when compared to male managers,
but are also more influenced by group think. A total of 200 employees from this organization were also
studied and the results show that female employees contribute to team outcomes more than male
employees. Implications for researchers, managers, and human resource professionals are considered.
Theoretically, it is important to understand how and why teamwork affects people’s success in the
workplace. Practically, it is important for managers to know whether teamwork affects performance
because it proxies cohesiveness and synergy. The study presented in this article clearly suggests that
teamwork affects people’s careers and workplace interactions and therefore is worthy of continued
scholarly investigation.
MEDIATING EFFECT OF OCB ON RELATIONSHIP BETWEEN JOB ATTITUDES AND KNOWLEDGE S...IAEME Publication
Organizational citizenship behavior (OCB) has attracted so much attention of managers and scholars, but many aspects of this have not been studied yet. To fill this gap this study, we has applied three elements of employee's performance toward organization; knowledge sharing and job attitude as significant antecedents of OCB in an organization. The results have mentioned that employee's attitude toward organization and employee's knowledge sharing are antecedents of OCB. The managers who seek good soldiers in their organization can improve citizenship behaviors by scattering positive attitudes; provide good knowledge sharing ability and engaging employees. The results showed that job attitudes related to insignificantly on knowledge sharing behavior and significantly on OCB. It was caused by the facilitators had a job satisfaction to implicate their ability or skill so that they had a scared on exchange to the role or positions with the other people.
Beverly Alimo-Metcalfe, Chief Executive, Real World Group, discusses the relationship between governance and leadership at The King's Fund's Leadership Summit 2012.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Organizational Behavior: A Study on Managers, Employees, and TeamsMuhammad Tawakal Shah
In recent decades, there has been a tremendous shift in the structure and operation of organizations.
Advancements in technology and skill diversity have fostered a modern workplace of skill and workflow
interdependencies. Hence, for success in today’s business world, it is imperative for organizations to
understand the forces that impact team outcomes. This study on 100 managers from the same organization
shows that female managers have higher communication skills when compared to male managers,
but are also more influenced by group think. A total of 200 employees from this organization were also
studied and the results show that female employees contribute to team outcomes more than male
employees. Implications for researchers, managers, and human resource professionals are considered.
Theoretically, it is important to understand how and why teamwork affects people’s success in the
workplace. Practically, it is important for managers to know whether teamwork affects performance
because it proxies cohesiveness and synergy. The study presented in this article clearly suggests that
teamwork affects people’s careers and workplace interactions and therefore is worthy of continued
scholarly investigation.
MEDIATING EFFECT OF OCB ON RELATIONSHIP BETWEEN JOB ATTITUDES AND KNOWLEDGE S...IAEME Publication
Organizational citizenship behavior (OCB) has attracted so much attention of managers and scholars, but many aspects of this have not been studied yet. To fill this gap this study, we has applied three elements of employee's performance toward organization; knowledge sharing and job attitude as significant antecedents of OCB in an organization. The results have mentioned that employee's attitude toward organization and employee's knowledge sharing are antecedents of OCB. The managers who seek good soldiers in their organization can improve citizenship behaviors by scattering positive attitudes; provide good knowledge sharing ability and engaging employees. The results showed that job attitudes related to insignificantly on knowledge sharing behavior and significantly on OCB. It was caused by the facilitators had a job satisfaction to implicate their ability or skill so that they had a scared on exchange to the role or positions with the other people.
Beverly Alimo-Metcalfe, Chief Executive, Real World Group, discusses the relationship between governance and leadership at The King's Fund's Leadership Summit 2012.
Zeine et al. 2011 Organizational Culture in Higher Education, in Kazeroony, H...Rana ZEINE, MD, PhD, MBA
ZEINE, R., Boglarsky, C.A., Blessinger, P., and Hamlet, M.T. Organizational Culture in Higher Education. Chapter 3 in Kazeroony, H. (Ed.), The Strategic Management of Higher Education Institutions: Serving Students as Customers for Institutional Growth, Business Expert Press, LLC, New York, NY USA, 2011, 1st edition, pp. 19-38.
DOI 10.4128/9781606491034, ISBN-13: 978-160649-366-3 (paperback),
978-1-60649-103-4 (e-book) http://www.businessexpertpress.com/books/strategic-management-higher-education-serving-students-customers-institutional-growth
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Effect of Organizational Culture and Employee Performance of Selected Banks i...ijtsrd
This study determined the organizational culture and employee performance of selected banks in Anambra state. The specific objectives are to determine whether supportive culture has a significant influence on employees’ performance and evaluate the extent to which power culture has a significant influence on employees’ performance. This study adopted a survey research design. The population of the study consists of seven selected commercial banks operating in Anambra State, Nigerian. A questionnaire was used to generate data from targeted respondents. Data collected for the study were analyzed by the researcher using five point likert’s scale. The hypotheses were tested using a simple regression statistical tool with aid of SPSS version 20.0 at5 level of significance. The result of the analysis specifies that supportive and power culture is positively influenced the employee’s performance of Nigerian banks. Olise, Moses C | Okolocha, Chizoba B "Effect of Organizational Culture and Employee Performance of Selected Banks in Anambra State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42440.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42440/effect-of-organizational-culture-and-employee-performance-of-selected-banks-in-anambra-state/olise-moses-c
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
Zeine et al. 2011 Organizational Culture in Higher Education, in Kazeroony, H...Rana ZEINE, MD, PhD, MBA
ZEINE, R., Boglarsky, C.A., Blessinger, P., and Hamlet, M.T. Organizational Culture in Higher Education. Chapter 3 in Kazeroony, H. (Ed.), The Strategic Management of Higher Education Institutions: Serving Students as Customers for Institutional Growth, Business Expert Press, LLC, New York, NY USA, 2011, 1st edition, pp. 19-38.
DOI 10.4128/9781606491034, ISBN-13: 978-160649-366-3 (paperback),
978-1-60649-103-4 (e-book) http://www.businessexpertpress.com/books/strategic-management-higher-education-serving-students-customers-institutional-growth
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Effect of Organizational Culture and Employee Performance of Selected Banks i...ijtsrd
This study determined the organizational culture and employee performance of selected banks in Anambra state. The specific objectives are to determine whether supportive culture has a significant influence on employees’ performance and evaluate the extent to which power culture has a significant influence on employees’ performance. This study adopted a survey research design. The population of the study consists of seven selected commercial banks operating in Anambra State, Nigerian. A questionnaire was used to generate data from targeted respondents. Data collected for the study were analyzed by the researcher using five point likert’s scale. The hypotheses were tested using a simple regression statistical tool with aid of SPSS version 20.0 at5 level of significance. The result of the analysis specifies that supportive and power culture is positively influenced the employee’s performance of Nigerian banks. Olise, Moses C | Okolocha, Chizoba B "Effect of Organizational Culture and Employee Performance of Selected Banks in Anambra State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42440.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42440/effect-of-organizational-culture-and-employee-performance-of-selected-banks-in-anambra-state/olise-moses-c
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
A Study on the Impact of Organizational Culture on Intention to Quit Among Wo...ijtsrd
Organisational culture has become a crucial element for organisational change and impacts the organisational performance. A company’s culture is a reflection of the company’s core value. The paper aims to understand the impact of organisational culture on intention to leave among working women in the education sector in Bangalore city. Education is recognized as a powerful means to create a sustainable society. Organizational culture operates on many layers the whole organization, departmental or team, as well as the individual. organizational culture is recognized primarily during times of crisis management instead of leveraging it to improve institutional and management performance. Quantitative primary data was collected using a questionnaire. 100 questionnaires were distributed to working women in certain parts of Bangalore city in the Educational sector out of which 70 usable questionnaires were returned with complete information. The data was analysed using Microsoft Excel and interpreted in the form of graphs and charts for presenting the results. Secondary data from existing articles, journals was also collected. The findings indicate that creating a conducive work environment is imperative so that employees can reach their full potential. Things like Better job role, working environment, work timings, reduce work pressure transportation facility staff support, salary with timely bonus, maternity benefits work from home option, appreciation and recognition for their work and income cases even provide mentoring were Suggestions given by the working women to improve the organisational culture. The benefits of having a good work environment benefits both the organisation and the employees. This ensures that the free environment make employees feel more relaxed without any burden of pressure. Organizational culture should reflect the company’s core value and bring success to the organisation. Ahana Ruth Pinto | Dr. Shubhra Rahul "A Study on the Impact of Organizational Culture on Intention to Quit Among Working Women in Educational Sector in Bangalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33677.pdf Paper Url: https://www.ijtsrd.com/management/organizational-behaviour/33677/a-study-on-the-impact-of-organizational-culture-on-intention-to-quit-among-working-women-in-educational-sector-in-bangalore/ahana-ruth-pinto
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...
11.impact of organizational culture on coworker support
1. Industrial Engineering Letters www.iiste.org
ISSN 2224-6096 (print) ISSN 2225-0581 (online)
Vol 1, No.1, 2011
Impact of organizational culture on coworker support
Saba Sattar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
saba.sattar@yahoo.com
Abstract
This paper aims to analyze the different factors on coworker support on creation of organizational culture.
The examined factors are comprised of different aspects of coworker support behavior in an organizational
context. This study is a model development study. Based on different studies, we tried to develop a
comprehensive model. And justify the model through the support of previous studies. This research
evaluated the influence of a series of potential factors on coworker support. Trust, coordination among
team, knowledge sharing and training considerably control the coworker support in organizational culture.
In future, quantitative techniques are applied on this research paper.
Keywords organizational culture, coworker support, organizational learning, social exchange, knowledge
sharing, trustworthiness, self-efficacy, training, innovativeness.
Introduction
The purpose of the study is to examine the impact of the organizational culture on coworker support. There
are several factors that affect the organizational culture but in this study few factor are discussed and
literature support that these factor have great impact on creation of organizational culture.
Organizational culture is probably the most significant factor determining an organization's competence,
success, and durability. It also contributes a lot to the organization's product representation and variety
assurance. Organizational Culture generates power and authority. (Seibert et al., 2004). The energy will
spread through the organization and create new forces for success. As a broadly used idea, organizational
culture is a critical environment situation that changes the structure and subsystems of an organization and
investigative it is a valuable and logically implemented. The managerial leaders have a basic responsibility
to play in the organization through their actions and leadership, while the employees contribute in
developing the organizational culture, which is the work environment (Cameron&Quinn’s, 2006).
One study initiate that culture contributes to the success of the organization, but not all aspect contributes
the same. It was found that the impacts of these facets differ by global regions, which imply that
organizational culture is force by national culture. Additionally, safety climate is related to an
organization’s safety documentation. Organizational cultures are reflect in the techniques that people
complete farm duties, set goals, and manage the required capital to achieve objectives (Williams, 2011).
The importance of a knowledge sharing culture as an enabler for the transfer and creation of knowledge.
The recruits within the organization must be enthusiastic to share their knowledge with others. Leaders
must know the culture both on an executive and public point. While culture often exists on an
organizational level, each community may have its own standard, perception, and cooperative perceptive.
Their willingness to share and to seek knowledge will be inclined by these cooperative visions (Al-Alawi et
al, 2007).
Literature Review
Organizational culture is defined as “the specific collection of values and norms that are shared by people
and groups in an organization and that control the way they interact with each other and with stakeholders
outside the organization.”(Valencia, 2011).
Basically, organizational culture is the behavior of the organization. Culture consists of the statement,
assessment, standard and concrete symptom of organization employees and their performance
(Zhang&Schroeder, 2010). Individuals move toward the organization and judge the culture of organization.
61
2. Industrial Engineering Letters www.iiste.org
ISSN 2224-6096 (print) ISSN 2225-0581 (online)
Vol 1, No.1, 2011
Culture is difficult to express because each organization has different culture for example telecom sector
has totally different culture than hospitals (Taormina, 2009).
A small number of steady tools are planned to measure the general culture of organization. One tool to
measure general idea of culture was to review the bureaucratic, innovative, and supportive culture.
Bureaucratic culture of organization is based on clear judgment, arrange in a proper manner and have chain
of command plainly classify the roles and responsibilities of each person (Taormina, 2009) Innovative
culture was creativities in nature, result oriented and attractive towards high risk. Supportive culture
support expectation, team work and individual autonomy that differentiate by rational and satisfied
common contacts (Valencia, 2011).
Organizational culture and policies are highly correlated with each other. It is normally seen that when
organization change its strategies and adopt that policies are parallel with organization culture. Many
studies also indicate that factors such as organization arrangement of work and information system
consequence the organizational culture strategic implementation (Zhang &Schroeder, 2010).
To achieve the objectives of organizational and increase the performance of organization many scholars
enhanced the concept of organizational learning. It is defined as “A learning organization may best be
thought of as one that focuses on developing and information and knowledge, to change behaviors, and to
improve bottom-line results” (Nafukho&Graham, 2006). Using its information and knowledge capabilities
in order to create higher-valued. Two main rationales behind the successful organization are: firstly,
situation modification will be less than or equivalent to organizational learning. Secondly, to endure
organization must use learning most advantageous and attain quality. By getting the values organizational
will advance the probability of their existence (Sackman & Friesl, 2007).
For the transmission of ability and providing the guidance supervisor and coworker support are important.
Coworker makes direct contact with their colleagues, having the same rank. The result of the colleagues is
significant. As a result, hiring a coworker for giving training might be more effective than a superior person
in the organization (Chiaburu, 2010).
Many theories and models are used support the organizational culture, competing value framework (CVP)
is most generally used to recognize the organizational culture. The basic of CVP is the arrangement of four
categories of culture.
Clean culture: in this type of culture individual work together and sharing with each other. The features of
this type of culture are joint effort, collaboration, workforce loyalty to organization and human resource
participation (Cameron&Quinn’s, 2006)
Adhocracy culture: in this category organization have organic culture that illustrate innovative place of
work, gave the power to employees to take the risk and make effective decision (Cameron&Quinn’s, 2006).
Market culture: to gain the competitive edge organizations make the dealings with additional stakeholders.
Effective output and competition are basis for market culture (Cameron&Quinn’s, 2006).
Hierarchy culture: in this sort of culture organizations have formal and several hierarchies. Proper rules
and practices are followed and have many levels of positions and parallel work for doing the operation
(Cameron & Quinn’s, 2006).
Organization culture and training and expansion plan are interlinked with each other and the organizational
culture outlines these policies (Kissack & Callahan, 2010). Similarly, a positive relationship is also find
among the training and organizational standards to cooperation, creativeness, superiority and entrustment
(Hassan, 2007).
Social exchange is the interaction among the two or more groups and each set gave feedback to each other.
Trust is the basic foundation for social exchange (Byrne et al, 2010) “The motivation of a party to be
vulnerable to the actions of another party based on the expectation that the other will perform a particular
action important to the trustor” (Camerman et al., 2007). Team work provides the more effective results as
contrast with the individual who functioning by their self. The benefits that are obtained by working in
teams are higher quality of work, numerous points of view, better creativeness, preciseness in decision
making (Hertel, 2011).
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At the different level of organizational culture the breakdown of training is due to demonstration of
standards, ideas and theories mutually discuss by the individuals (Bunch, 2007). The reasons behind the
failure of training are confusing factors effects, non-quantifiable outcome, cost and benefit result, and work
of trust cause, instructor sympathy effect and organizational biasness effect (Hassi & Storti, 2011).
Conceptual Model
Trust
Coordination
Among Team Coworker support Organizational culture
Knowledge
Sharing
Training
Discussions
Trust
Trustworthiness is the part of trust that includes capabilities, generosity and reliability. Trustworthiness
makes the individuals perceive support about the organization and its representative. Because supervisor
act as an agent and the staff enlarge their awareness of reliability t the administrative and build up the
relationship of social exchange with the organization (Colquitt et al., 2007). One study shows that the
individual who trust their executive they will also build the trust with institute. Furthermore when
employees have trust on their manager they share the ideas and beliefs and increase the motivation that
their behavior support the organization (Shore et al, 2009). Supervisor has power over their employees that
are base on job and responsibilities due to this power there is some agency conflict between them.
According to the agency theory supervisor hire agent to work for them and employees are act as agent. This
theory considers that agent work for their interest rather than their supervisor (Werbal& Henriques, 2009).
Leader member exchange is depending upon shared belief and knows it is essential to know the
circumstances that support the trust (Uhl-Bien, 2006) One study use the social exchange theory of
leadership to examine the trust for both assistant and director build the quality relationship that is
characterize by leader member exchange. This theory has ordinary focal point on supervisor and
subordinate as a unit and share of capital among the individual and boss. Manager gave the resources for
doing the work and worker gave the output by using the resources to show the smooth progress of company
therefore supervisor and subordinate has some extent of mutually dependent in social exchange theory.
(Brower et al., 2000).
Leader trust in subordinates: Giving out of power of trust among the supervisor and subordinate is a
fundamental concern. For the effective output of organization supervisor must have to gave some right to
workforces for the decision making (Ferrin et al., 2007). Supervisor has main authority and subordinate act
as agent and work on behalf of supervisor so that agency problem occurs. One way to overcome this issue
is to develop the trust between two parties. Many types of situation that lead to trust are generosity,
honesty and capability (Williams, 2011). In one study Butler approach is applied to provision of trust.
Butler identifies ten facts of trust truthfulness, accessibility, sincerity, devotion, security, capability, justice,
separated, approachability, and consistency (Butler, 1991).
Subordinate trust in leader: In comparison to supervisor, subordinate trust is based on incentive and
resource allocation by supervisor (Weathington, 2006). Justice is an important issue from the subordinate
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side (Mayer et al., 2007). Supervisor allocates the resources in proper and fair ways that create awareness
of justice. Subordinate trust to their supervisor, that supervisor exchange and gave incentives, authority and
capital that is suitable for individuals. Letdown not to meet these requirements directs the defeat of trust
(Lapidot et al., 2007).
Coordination Among Teams
Motivation gain in teams refers to the individual with higher level of effort in a team. Motivation gain can
also be obtained hen the member of group believe that victory of team is important for their own interests
(Gockel et al., 2008). Team member not only provide affective support but also provide the concrete
support for example suggestion and task related support. Task related support comprise of two type of
action firstly, information related task give the guidance about how to resolve a critical problems and
behavioral task support include to confer help on completion of work (Wittchenetal,2009).
Personality opinion, thoughts and performance of individuals in team provide the framework to know about
the team environment (Seibert et al., 2004). Personality behavior is the central basis of shared control
inside the team structure (Hulsheger et al., 2009). Faith and assurance prevailed where successful
communication occurs in organizations. Team constituent works jointly willingly and carefully when there
is strong trust exist among individuals working in teams. When the team member builds trust on each other
skills and potentials they easily exchange their ideas. Trust has significant effect on creation of
organizational culture (Xue et al. 2011).
Affiliation corresponding to consistency that refers coordination among individuals. Unity is a
physiological power that links the people together and makes attraction towards the teams. The logic of
cohesion and affiliation enable the team member motivation to think about of each individual and facilitates
each other. As a result this lead to higher coworker support that crate an effective organizational culture
(Pavlou et al., 2007).
Innovativeness in a panel defined as degree to which change and creativity are actively encouraged and
rewarded within the team (Xue et al. 2011). Modern team put emphasis on stream of data, education and
logical risk taking. Individuals regarding to this group prove the improvement and maintain the inventive
plans. People who have concern with the innovative environment more exchange the information and
inspired thoughts than other who regard to non-innovative environment (Bock et al., 2005).
Knowledge Sharing
For the success of business organization need resources and the most important resource is knowledge
sharing. Knowledge sharing is basically a work that shares the information and knowledge among the
organization member. From the research some factor that effect the knowledge sharing are reliance,
communication, skills, incentive and structure of organization these aspects directly related to knowledge
sharing. Organizational culture is the separate element that assists the knowledge sharing (Abzari &
Teimouri 2008; Al-Alawi et al, 2007). Only few studies show the relationship between organizational
culture and knowledge sharing (Sackman & Friesl, 2007). Organization must have abilities to create the
knowledge and knowledge creation is classify as the “extent to which individual have assess to one an other
and other stakeholder, are competent of combine the knowledge and information into new knowledge”
(smith et al, 2005). For the firm it is distinctive ability to gain the competitive edge and high yield.
If the purpose of a company is to gain the benefit of knowledge sharing there are many factor that influence
on knowledge sharing. The first factor to discuss is information technology. Information technology is
growing rapidly now a days and many organization adopt it very quickly (Tohidinia & Mosakhani, 2010).
There are many reasons such as increasing acknowledgment of information, escalating the complication for
work and the rate of modification around us (Huysman & Wulf, 2006). IT has been observe in many
studies individual have strong belief that IT, computerize data add to gave the valuable information. By
using IT time and cost both are saved, things are done more accurately and the results are consistence and
reliable.
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Self efficacy is another factor that has positive influence on knowledge sharing. It is classify as individual
own confidence on his/her competences. Self efficacy is an essential element to measure the performance
of natives (Heslin & Klehe, 2006). It is one of the most important factor headed for knowledge sharing. So
in on study it is empirically tested and the results are significant and knowledge sharing positively effects
the knowledge sharing. Knowledge sharing in turn has effect on creating organization culture (Tohidinia &
Mosakhani, 2010).
A subjective norm is also one of the most important factor that contribute toward knowledge sharing. In
many studies it had been shown that there is positive relationship between knowledge sharing and norms
(Lin & Lee, 2004). Subjective norms indicate the acceptance of characters to share with each other in
organization. It play n important in knowledge sharing (Sun & Scott, 2005). By testing the hypothesis
result are significant and results are supported by TPB (theory of planned behavior) framework (Tohidinia
& Mosakhani, 2010).
In previous studies behavioral control is the central factor in knowledge sharing (Blue et al., 2001; Ryu et
al., 2003; Lin and Lee, 2004). In these researches it has been proved that high behavioral control has
positive relationship with knowledge sharing (Lin & Lee, 2004) and deficient of behavioral control has
negatively affect the knowledge haring (Ryu et al., 2003). In the study of Tohidinia & Mosakhani, 2010 it
has been prove logically by testing it that results are significant.
Training
Training is the ground concerned with organizational activity aimed at bettering the performance of
individuals and groups in organizational background. Many studies have done on personality attitude
toward training. Arab culture completely confident about the training and development (Wilkins, 2001). An
example shows that in Arab society training is important and supposed as compensation by top level of
management (Ali and Magalhaes, 2008). In the European countries training is highly appreciated as well as
people participation and opinionated concern (Hassi & Starti 2011). In Nigeria people perceived training as
a negative. Most of the worker believes that training is not anything than consumption of time and assets
and considers that they hire the trained employees in their organization so that further training is not
required (Akanji & Bankole, 2007). In one study it is explained that management observe the significance
and value of training were associated with planned goal of organization (Hassi & Starti 2011).The literature
gave the design that positive culture is unwilling to give the training to worker in an organization. Other
culture demonstrates that to give the training on particular work (Hassi & Storti, 2011). In conclusion 16
states that greater part of nation note that the cultural standards contribute to training. Lesser the control in
organization greater will be the number of people takes part in training actions. The next division comes to
types of organizational training. A proper arrangement of training is provided to employees. Mostly the
training in France is hypothetical and rights generalization in facts (Schneider & Barsoux, 2003). In general
measurement of training flow in a manner in which groups develops the relation with humanity and highly
regarded. Although innovation and self-governing the chain of command has been sustained (Chanlat,
2008). Special categories of training in Germany don’t take possession of chain of command; professional
training in Germany is a custom. In Norway, organizations choose a universal type of guidance for their
recruits. Furthermore, Norwegian organizations gave preference to training that is given in a work
environment (Akanji & Bankole, 2007).
In one study it is conclude that cultural ethics and customs of executive, human resources and administrator
are directly affected by training. Literature gave the notion that different type’s o f organizational training
fluctuate over the culture (Subedi 2006). Strategies and practices that support the training is important in
different countries and this difference observe from social group and director with respect to training. Hassi
& Storti, (2011) emphasize the function of public values view organizational training writer wind up by
saying that greater the point of reference toward hope, more societies advances training.
Conclusion
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The analysis of research results showed the overall consistency of findings with the model and also the
previous studies support that different factors have consistent results towards the organizational culture.
First, Knowledge sharing strengthens the positive attitude towards the organizational culture. The
employees who felt that by sharing their knowledge they will contribute to the achievement of desired
outcomes were more likely to share their knowledge. Secondly, Team climate is an important factor for the
creation of organizational this study integrates two important view the social environment of the team and
the value of the team leader. The authors find that both team climate and knowledge sharing have two ways
to influence the organizational culture. This suggests that their effects are both internal and external.
Internally, they affect individuals’ subjective attitude which in turn increases knowledge sharing.
Externally, social pressures from team climate directly encourage knowledge sharing. Thirdly, training is
also an important factor that directly affects the culture of organization. By giving the continuous training,
companies can enhance their managers’ ability level, a contributing factor to trustworthiness of the
supervisor. Company’s leaders may be considered agents of society. Therefore, such leaders should be
essential to contribute in training to express reliability at these levels, and held responsible for raising a
positive exchange link with culture, in order to facilitate the broad exchange of goods and services that
keep organization successful.
Limitations
There are some other factors that could affect the coworker support in organizational culture because
many researchers have done a lot of work on those factors.
Due to less time period this study only consists of model testing.
Difference in culture between countries and regions might be account for important differences in
manipulate of factor in model testing.
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