Primary methods of maintaining organizational culture

Primary methods of maintaining organisational growAn organizations culture is made up of comparatively stable characteristics. It grows over many years and is rooted in intensely held values to which employees argon forcefully committed. In addition, on that point are anatomy of forces are successfully operating to maintain a given culture.These include written allegations or so the organization mission and philosophy, the design of physical spaces and buildings, the dominant lead style, hiring criteria, past promotion practices, entrenched rituals, popular stories about key people and events, the organizations historic performance evaluation criteria, and the organizations formal structure. importantly, the organizational culture includes values, assumptions, goals and Industry demands. So the culture has been maintained through Attraction-Selection-Attrition (ASA), Employee on-boarding (socialization), Leadership (Top management) , and organizational Reward systems. It determ ines what types of people are hired by an organization and what types of people are left out.Attraction-Selection-Attrition (ASA) First, employees are attracted to organizations where they will suit in. According to Judge statement, the employees with distinctive personality traits find different cultures attractive.1For example, out of their individual traits, employees who illustrate neurotic personalities were less likely to be attracted to inventive cultures, whereas those who had openness to experience were more likely to be. By ASA process, While selection, candidates and corporations both are looking for people who will fit into their current incorporate culture.2 Considering southwest airlines and Google are the best example for that. Attrition refers to the instinctive process, where the candidates who do not fit in will go away from the company. Research indicates that person-organization mutual exclusiveness is one of the important reasons for employee turnover.3New Emp loyee On-boarding On-boarding pertains to the process through which new employees learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.4 When the organizational employees socializing the new people, inviting as a part of their family, they will know accepted by their peers and confident regarding their ability to perform, and also they can share the assumptions, norms, and values that are the part of the organizations culture.This arrest and confidence is making the new employees to perform their ability and traits in a excellent way. As well as it gives higher job fulfillment, Effective organizational commitment, and long period of time experience within the company for them. Organizations can also engage in different activities to facilitate on-boarding, such as implementing penchant programs or matching new employees with mentors. These processes are expanded by the nature of the company.5 (refer Exhibit 1-1)Leadership L eaderships are significantly helpful in creating and modifying the organizations culture. There is a direct agreement between the leaders style and an organizations culture. For example, when leaders motivate and praise the employees in the inviolable by their knowledge , skills, initiatives, the corporate culture tends to bemore supportive and people-oriented. Consequently, the leaders are providing reenforces, contingent on performance, again it tends to be more performance-oriented and competitive also to them.6 Likewise, the leaders will learn instanter to the cultures of their organizations.Apart from the leaders influence, the role model is another tool (Charismatic). Research have suggested that leader behavior, attitudes, and decision-making, the consistency between union policy, leader actions and role mannikin determine the degree to which the organizations culture emphasizes ethics 7. The leaders own behaviors will influence each individuals to understand what is acc eptable behavior and what is unacceptable. In an organization, in which high-level leaders make the effort to involve others in decision making and seek opinions of others, team diversity is more likely to evolve. By acting as role models (charismatic), leaders send signals to the organization about the norms and values that are expected to guide the actions of its members. Leaders also proves their success from reactions to the actions of others in the organizational culture. done their day-to-day actions improvements, leaders shape and maintain the organizations culture Effectively.Reward Systems The Organizational retaliate system offering pliability and motivation for maximum effectiveness from the employees preferably than being hard and rude. Usually, the company culture is formed by the type of reward systems and based on the kinds of behaviors and outcomes it chooses to reward and punish. One relevant element of the reward system is whether the organizational rewards eit her behaviors or outcomes. In whatever companies, the employees rewards system highlights intangible elements of performance also its looking like easily accessible metrics. In these companies, supervisors and peers may evaluate the workers performance by seeing the persons behaviors as well as the results.In such companies, we may expect a culture that is comparatively both either people-oriented or team-oriented, so the employees can act as part of a family 8. However, in companies in which goal attainment is the sole measuring for reward, there is a focus on measuring only the results without much regard to the process. In these companies, we might supervise result-oriented and competitive cultures. A company culture evolves to determine which behaviors are deserved, which ones are penalized, and which are ignored by them. A reward system is a major tool managers can exert when trade union movement the controlling function.In order for a reward system to be effective, the rewar ds must hold some importance for the employees. Reward systems should focus on positivistic reinforcement. It is the most effective tool for encouraging desired behavior because it stimulates people to take actions because they want to, because they get something of value (internally or externally) for doing it. An effectively designed and managed reward program can drive an organizations change process by positively reinforcing desired behaviors.According to (Thomas,1994) author presents criteria for building effective reward systems that he calls the cause to be perceived criteria. These criteria should be used when designing and evaluating programs. The programs should beSpecific. A line of sight should be maintained between rewards and actions.Meaningful. The achievements rewarded should provide an important return on investing to both the performer and the organization.Achievable. The employees or groups goals should be within the reach of the performers.Reliable. The progra m should operate according to its principles and purpose.Timely. The recognition/rewards should be provided frequently enough to make performers feel valued for their efforts.CREATING AN ETHICAL CULTURE Ethical managerial leaders and their people take the right and good path when they come to the respectable choice points. An organizational culture most likely to shape high good standards is one thats high in risk tolerance, low to moderate in aggressiveness, and focuses on path as well as outcomes. Although, the managers in the organization, innovate and take risk to avoid the unbridled competition, and will pay attention to How and What goals are achieved.9Considering the Johnson Johnson employees culture, have change by reversal to know how their strong organizational culture it is. If the culture is strong and supports high ethical standards, definitely it should have a very powerful and positive influence on employee behavior. Even though, sometimes a strong culture can ma ke an unethical behavior because of aggressive culture between the employees. Research suggesting that, some of the practices that management can undertake, Being a visible role model, Communicating ethical expectations, providing ethical training, Visibly rewarding ethical acts and punishing unethical ones, and in the end providing protective mechanism can help the employees to be more active into the organizational culture.According to Turknett research, process that can help to ensure that the organization has an ethical culture and that has the leaders who lead with character. Investing in a process that seeks to infuse an ethical culture is especially important in the case where there is an ethical infringement. And by his three Cs, merely developing a cultural character into the people. Code, Character and Conversation providing a good framework for thinking about infusing ethics into organization culture. By using his model called Growing Leadership Character can also use to cascade these concepts deep into the organizational ranks.Moreover, his hypothesis expressing the three basic character into the human. thus, providing an ethical behavior. When someone has character, usually it also mean that they are the people who work hard, get results, and are the people ever so Responsible. They also, however, ground all action in a solid base of Integrity, and they treat people with respect and Equity.10Nevertheless, Dr. Charles D. Kerns illustrates in his various research, how the values are influencing ethical behavior into the human. It could say clearly that VABEs (Values, Assumptions, behaviors, Emotions) seems to be a subset of virtuous values that align with ethical behavior.11Values Attitudes Ethical BehaviorIn Martin Seligmans, Authentic Happiness, has reviewed these union virtuous values that influence ethical behavior and appear to have universal appeal. Wisdom and Knowledge, Self Control, Justice and Fair Guidance, Transcendence, Love and Ki ndness and bravery and Integrity are giving personal values accordingly.However, there are some USA Based Indian companies are providing an ethical training into the employees, Significantly could illustrate as an example, Sierra Atlantic (California-Based software company) Hyderabad, trains its Indian employees in various aspects of U.S culture. As a result, they won a bid with an American firm over an Indian competitor because the Sierra employees were viewed as a better cultural fit. Such successes make it likely that companies with foreign clients will either hold or continue to use cultural training.12Mary-Jo Kranacher is recommending some more values, to build an ethical culture into the organization, effectively. Developing ethics policies, Implementing controls, Establishing penalties and rewards, Communicating policies and procedures to others from top management to bottom, Enforcing policies systematically are included in his major suggestions.13 As a result, the purpos e of an ethics policy is to support a culture of openness, trust, and integrity in a companys management and business practices.