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.

1. “ORGANISATIONAL CULTURE CAN CHANGE
QUICKLY AND EASILY WITHIN MOST
COMPANIES”
How to Develop Culture and its Impact on
Organizational Performance

2. Table of Contents
Introduction................................................................................................................................2
What is Organizational Culture?................................................................................................2
Contributing Factors for Organizational Culture Development ................................................3
Impact of organizational culture on performance......................................................................4
Conclusion .................................................................................................................................6
References..................................................................................................................................7

3. Introduction
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.
What is Organizational Culture?
The idea of culture has to be shared and learned within the business organization. It has been
argued that organizational cultures are set on the basis of cognitive systems assisting the
explanation of how thinking is initiated by employees and decisions are made (Nica 2013).
Culture of an organization has been identified as a normative glue for the business, holding
the entire business organization altogether.
The key concept of organizational culture helps the availability of base to determine the
variation that may be in survival across the organization even when business performs within
the same cultural background (Millett and Boyle 2013). It has been identified that there are
two significant factors of social group responsible for building the organizational culture that
is the integration of an item within standards of superiority and stability of structure across
the group. In an organization, culture can be referred to as a system of mutual values under
the assumption that individuals have been describing the similar culture of organization even
having varying background across a number of level of the business organization (Nica
2013).

4. Further ahead in this essay, focus will be created on how there is an establishment of
organizational culture across the business.
Contributing Factors for Organizational Culture Development
There are a number of factors contributing to the establishment of organizational culture.
These are inclusive of background and history, founder of the business, size of the
organization, environment set across the organization, purpose and function, objectives or
goals, and national culture. More often, culture changes with the growth of the organization.
In an environment that keeps changing rapidly, there might be an accuracy in the culture of
task. Within an environment of static condition, there might be a preference of role culture.
Further ahead, an environment involving major challenges, there might be an accuracy of
power culture (Awadh and Saad 2013).
In addition to this, when considering the factor of national culture, different nationalities will
be delivering better performance in different cultures of organization. When considering the
factor of purpose and function, there might be an accuracy of different culture for different
purposes or function. The quality presented for delivery of service is more within the scope
for achievement of role culture, in which successful campaigning is more within the scope of
following task culture. There lies more accuracy for task culture or power culture for the
goals of achieving growth (Boyle 2013). Further ahead, it is worth noting that different
individuals show preference to work within different cultures of organization.
There might be an involvement of counter productivity for the business attempting the
change of culture if the key staff members will have a sense of discomfort or alienation
within the culture desired. Finally, with the movement towards increased utilization of
technology hold the tendency of pushing business organizations to the adoption of role
culture being in association with the protocols and procedures (Eminoglu 2013).
In order to develop and change cultures, policies play a crucial role among the culture, having
a strong impact on the performance of work. There lies a huge perception that there must be
careful agreement and formulation, with the consultation of full staff. Even in the absence of
proactive intervention, there is a change of organizational culture with time as there is a
growth and progress of the business organizations (Ford and Green 2013). When found first,
the organization holds the tendency of revolving across the vision and the founder.

5. Considering the framework of organizational culture by Denison, there is a need for
understanding four different attributes for being effective in the development of
organizational culture. These are involvement, mission, adaptability and consistency.
Effective business help in empowering the people, building the business organization across
the teams, and developing the capability of human at each and every level when considering
the factor of involvement (Griffiths 2010).
Organizations also hold the tendency of being effective as there is an involvement of strong
culture where there is an involvement of higher consistency, well- coordination and well-
integration. Behaviour has roots with a combination of core values, and the followers and
leaders are highly skilful to reach an agreement even when there is diversification of
perception when considering the factor of consistency (Koustelios 2013).
There can often be an odd link between external adaptation and internal integration.
Organizations with adaptability can be driven by the customers, while learning and taking
risks, with the experience and capability underneath for the creation of change. Finally,
successful organizations are known to be having a clear perception on the direction and
purpose defining strategic objectives and organization, while expressing a vision of how one
must be looking beyond in the future (Macey 2013).
Impact of organizational culture on performance
Development of an organization is said to be involving specific factors responsible for
improvement of sustainability based on effectiveness. With improved scope of productivity,
employee commitment are lead in accordance with the objectives, values and norms of the
organization that assists in improvement of organizational culture. Performance and culture is
said to be involving an interrelation on the basis of perfect association among the processes
of business (McLean 2010). The construct of culture is initiated on the basis of operational
complications with the base of different business processes.

6. (Fig: Relationship between Organizational Culture and Performance)
The competitive edge of a business organization can be attained by strong establishment and
association of the culture. The culture of an organization enables the measurement of
limitation for overcoming the barriers in measurement of performance (Millett and Boyle
2013). These limitations depict that employee performance and culture are negatively
correlated as performance of an employee is affected by it badly. The different beliefs and
values on the basis of employee performance assists in the association of organization. The
culture of an organization assists to internalize joint relationship leading towards the effective
management of processes in the organization. The culture and productivity of organization
assists the improvement of performance (Nica 2013). The positive association between
performance and culture assists the improvement of results across the organization. The
performance of job across the organization strongly affects the culture of on organization as it
results in the enhancement of productivity. The values and norms of the business is set on the
basis of different cultures impacting the management of work force (Razalli 2010). Across
the business organization, strong culture results in enabling the efficient and effective
management of employees within the work force. The power and nature of culture in an
organization impacts the effectiveness and sustainability of the business organization. When
there is change in the underlying mission of an organization, there is also an occurrence of
change within each and every aspect across the culture of an organization (Schein 2010).
It had been mentioned by Kandula (2006) that the key for delivery of good performance is
having a strong base of culture. Because of the differences and variations in culture of an
organization, similar strategies do not tend to be yielding certain results for two different

7. business organizations within the same location and across the same industry. A strong and
positive culture helps in making an average individual to delivery brilliant performance and
achievement in which a weak and negative culture may result in demotivating the outstanding
work force for delivering under- performance, while ending up with no achievements.
Therefore, culture of an organization plays a direct and active role in organizational
performance and the management of performance as well (Steel 2010).
At the level of surface, culture can be presented as visible stories, histories, dress codes,
behaviours, languages, slogans and symbols, and any other such objects. However, these
visible signs can be identified as the shared assumptions, beliefs and core values of each and
every employee assisting the definition of organizational culture within the business.
Conclusion
In a business organization, net profit assists the enhancement of performance across the
employee. The mutual path to initiate perfect utilization of resources within same association
of culture helps in positively developing the business organization. Based on specific
conditions, culture of an organization is identified as helpful for the improvement and
provision of competitive benefit (Tushman 2013). The efficiency of group and commitment
of employee assists the improvement of performance on the basis of sustainability across the
organization. This helps in concluding that organizational culture can change easily and
quickly in majority of the organizations.

8. References
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