Relationship Between Organizational Structure and Culture Essay

Relationship Between organizational Structure and Culture - Essay ExampleHence, it is arguably adjust that operations of any organization define its refinement. Culture is thus a powerful human bastard and its importance in the management of any organization is unquestionable (ONeil, 2006, p.1). Most signifi sighttly is the fact that finale develops with time and easily passes from one group of people to another within the same setup. The behavior our ancestors employ to speak, believe, behave, and act is tradition that passed to us with time. Similarly, the ethical behaviors condoned in a given organization, the mode of communication, the relationships between the management, customers, and employees and method acting of making decision in an organization argon attributes that passes from the management and employees to the new employees and new managers upon joining the organization. reconciled practice of these attributes develops a culture within an organization. Hence, all old and new stakeholders adopt this cultural way of doing things in an organization hence developing an organizational culture. Moreover, it is extremely unattackable to change an organizational culture one it has developed because the process is long, tedious and in most cases expensive. Just as there are distinct operations in variant organizations, so there exists different organizational culture. An organization can have or a combination of cultures. Many academicians have classified organizational cultures with different characteristics. Organizational cultures depend on function, products, geography, and matrix. The classifications of organizational culture includes process culture, bet your company culture, macho culture, work hard culture, club culture, normative culture, baseball culture, pragmatic, academy culture (McNamara,2000, p.1), adhocracy work culture, collaborate work culture, and fortress culture, use of goods and services culture, task culture, person cultu re. However, the list is not exhaustive since the difference between any two organizational cultures is very minute. Variant cultures adopted by organization have distinguishing advantages and disadvantages. The work hard culture is governing in large-scaled organizations. It involves less risks and fast feedback. Additionally, it has a steadfast customer help service. However, it uses specialized jargons only cognise to a few and involves multiple team meetings. Bet your company is preponderating in organizations dealing with observational projects. It has an advantage of making huge and important decisions over high stakes endeavors. It has a disadvantage of delay results that can take months and years to come. It takes time to realize any feedback in this culture. The most important formulation of this kind of culture is big rewards, and ardent feedback. On the other hand, a macho culture is dominant in organizations with quick financial services as brokerage firms. The cul ture is advantageous in that it involves quick feedbacks and high rewards. However, it is stressful to the employees and requires quick actions and a strong mentality to survive. Process culture is beneficial in the public service as it ensures consistency of results. Unfortunately, people in these cultures are obsessed with the process to the limit of neglecting the organization goals. The culture has no feedbacks, requires caution and adherence to the law. It is one of the poorest cultures. Baseball, Team Culture is dominant in advertising and investing organizations. In this culture, it is easy