Sample Admission Essay on Descriptive Report

Descriptive Report

Culture is a broad discipline that refers to the practices that are highly valued by a given group of people. In most cases, these lines of practice define the behavior of this particular group of persons. There exists an array of aspects that comprises the culture of a given group of individuals. These include the language spoken by the group of people, religion, tradition, amongst other vital components that guide individuals’ lives. Culture is therefore a very integral factor in the lives of a given person as it is a symbol of identity besides acting as a unifying factor to the group (Pareek 523). In an organizational setup, culture often plays a vital role as it will be the center of reference for all the operations adopted (Scott 309). The freedom and rights of employees and other persons in the organizations are closely governed by various aspects of culture. More precisely, the level of interaction between persons in the organization will be defined by the culture professed. In certain organizations, the interaction between persons of lower ranks is often regulated owing to the existing culture in these organizations. On the other hand, owing to flexible traditions in some firms, individuals from the lower ranks are allowed to freely interact with the organization managers. It is therefore evident that the productivity and the performance level in these organizations will be greatly affected by the kind of culture that is practiced. This paper will mainly attempt to articulate to explain a number of aspects of culture at the organizational level and their effects on the level of performance on individuals and the organization as a whole. This will be achieved through carrying out an interview in which the respondent is a professional familiar with the aspects of culture in the organization of the study.

Rules of the organization form a basic component of the culture of an organization. This basically refers to the statutes and regulations that persons are expected to adhere to in their organization operations (Stanford 374). The jurisdiction of rules and regulations is very diverse in the organizational setting. In a producing organization, there are certain standards of performance that are required from each individual in his or her performance. These standards in most cases are defined in order to allow the firm to favorably compete in the industry with other competing firms. A quality performance is in most cases demanded from individuals in their activities. This is always ensured through undertaking a performance appraisal for the employees in the organization. This is primarily an analysis that aims at attaining the level of performance of each employee. This will allow the management to ascertain if each individual has attained the required levels of operations. In addition, this will allow for stipulated measures to be undertaken in the event certain employees do not attain the stipulated levels (Pareek 98). Among the actions that can be undertaken include the elimination of nonperforming individuals or measures to equip them with the required skills for the achievement of the required standards. Secondly, rules and regulations will also play a central role in ensuring uniformity in the organization’s practices. Through the establishment of specific rules, common goals will be developed and persons will operate towards the achievement of these specific objectives. This will help in achieving the overall goal of the organization hence effectiveness will be developed.

Tradition is also another aspect of organizational culture that is very essential in the daily operations of the organization. Tradition refers to the norms and beliefs of a certain group that is generally given precedence in the various actions adopted in the daily operations of the organization. This is also another broad element of culture that has a number of components. The chains of power within the organization are among some traditions that will define the behaviors of individuals in the organization. Chain of command refers to the reporting lines adopted in the operations of the firm. In cases of communication of pertinent issues within the firm, certain lines will be adopted. In some organizations, communication can only take place from persons of higher ranks to individuals of lower ranks (Pareek 49). This form of communication is mostly evident in organizations where leadership is a dictatorship and there is a monopoly of power. This form of communication will not integrate the lower ranks individuals in the process of policy formulation in the institutions as they are barred by the communication channels. However, certain traditions will allow communication too freely to take place in the organization despite the existing ranks among individuals. This form of communication will extensively involve the lower-ranked employees in the key decision process of the organization. The nature of power held by the leadership of the organization will also be defined by the tradition of the organization hence forming another component of culture. Power in the organization can either be centralized or decentralized. In the case of a centralized leadership structure, power will also revolve among specific groups of persons. This form of power will not allow for the integration of diverse opinions in the execution of managerial roles. Besides, in some positions, it will give way to the infringement of various individual rights and freedom. On the other, a decentralized leadership structure will allow power to be distributed over various persons within the organization. Various persons will have a certain level of authority in diverse areas of organization operations. Unlike in a centralization power system, this form of power holding will give way for the integration of diverse opinions in the organization’s leadership (Stanford 178).

The values and visions of individuals and organizations as a whole will also be central in defining the culture of the firm. Values refer to the factors that are given precedence in the key operations. In a competitive industry, some of the values that the management will instill are the need to ensure customers satisfaction. This will be achieved by the organization through an array of plans. Initially, the organization can adopt a culture of conducting market analysis to identify the existing demands and then developing measures of meeting these demands. In addition, constant innovative practices will allow the services produced to meet the changing needs of the customers. Customer satisfaction can also be achieved through constantly involving the customers in the operations of the firm that will help in integrating certain components that are of customers’ great interest (Scott 90). Through the mission and the vision statement, the organization will be at a position of achieving both its short and long-term objectives. A strong and definite vision and mission statements will play a vital role in ensuring that the satisfaction of customers is achieved beside other cultural concerns of the organization (Scott 120).

From the interview conducted, it becomes pronounced that culture is very integral in the operations of an organization and achievement of individuals’ personal goals. In the case of an organization set up, culture can either result in ineffectiveness in the operations of the organization or general success. This is mainly because a number of factors in the organization are affected by the culture adopted (Stanford 394). The level of employees’ morale will be greatly affected by culture. Leadership is an example of an aspect of culture that will greatly affect the performance of employees. In the case of the monopoly of power, individuals in the organization will be curbed from contributing to the policy formulations. This will greatly affect their levels of operations as they will generally feel unappreciated. This is contrary in the case of a decentralized where individuals in the organization are motivated in the functions since their concerns are put into consideration.

Secondly, when culture is effectively integrated, culture will eliminate cases of conflicts in the organization’s operations as individuals will have a good mastery of their roles. In addition, it will allow a competitive advantage as the firm will easily implement its objectives. The management of organizations should therefore develop favorable cultures that can ensure that the main goals of the firm are achieved. This can be effectively achieved with the integration of various opinions of people. Aspects such as the leadership to be adopted should be in line with the opinions of all individuals in the organization. This involvement will assist in curbing cases of possible resistance to change that can be manifested in the event of policies that do not conform to employees’ expectations.

Work cited

Pareek, Udai. Organisational Culture and Climate. Hyderabad, India: ICFAI University

Press, 2006. Print.

Scott, Tim. Healthcare Performance and Organisational Culture. Abingdon (Oxon, U.

Radcliffe Medical Press, 2003. Print.

Stanford, Naomi. Organisation Culture: Getting It Right. London: Profile, 2010. Print.

Appendix

Interview Questions

  1. What are some of the Organization Culture evident in your firm
  2. What are the Impacts of culture on the performance of employees
  3. What is the role of managers with respect to organization culture.