08. THE INFLUENCE OF ORGANIZATIONAL CLUTURE ON ATTITUDE
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The Influence of Organizational Culture on Attitudes
Organizational culture encompasses the shared values, beliefs, and practices that shape the environment within a business. It plays a significant role in influencing employees' attitudes, behaviors, and overall job satisfaction. Understanding the impact of organizational culture on attitudes is crucial for fostering a productive, cohesive, and engaged workforce.
Theoretical Framework: Edgar Schein's Model of Organizational Culture
Edgar Schein, a renowned organizational psychologist, proposed a model that categorizes organizational culture into three levels (Schein, 2010):
Artifacts: These are the visible elements of culture, such as dress codes, office layout, and company policies.
Espoused Values: These are the explicitly stated values and norms preferred by an organization.
Basic Assumptions: These are the deeply embedded, taken-for-granted behaviors that are usually unconscious but constitute the essence of culture.
Schein's model suggests that basic assumptions are the core of any organization's culture, driving both espoused values and artifacts. These deeply held beliefs influence employees' attitudes towards their work, colleagues, and the organization itself. For instance, a culture that values innovation will encourage employees to be creative and take risks, positively influencing their job satisfaction and engagement.
Case Study: Google’s Organizational Culture
Google is often cited as an exemplary case of how a strong organizational culture can positively influence employee attitudes. Google’s culture is characterized by its emphasis on innovation, open communication, and employee well-being.
Innovation and Creativity: Google’s culture encourages employees to think outside the box and pursue innovative ideas. This is reflected in their famous “20% time” policy, which allows employees to spend 20% of their working hours on projects they are passionate about. This approach not only fosters creativity but also increases job satisfaction and engagement, as employees feel valued and empowered (Schmidt & Rosenberg, 2014).
Open Communication: Google promotes a culture of open communication, where employees at all levels are encouraged to share ideas and feedback. Regular meetings, open forums, and accessible leadership foster a sense of inclusion and trust. This openness helps employees feel heard and respected, which positively impacts their attitudes towards the organization and their colleagues (Girard, 2009).
Employee Well-being: Google places a strong emphasis on employee well-being, offering numerous benefits such as on-site healthcare, fitness centers, and healthy meals. These initiatives demonstrate the organization’s commitment to its employees, enhancing their job satisfaction and loyalty. By prioritizing well-being, Google ensures that its employees are motivated, engaged, and productive (Jackson, 2013).
Impact on Attitudes: The impact of Google’s organizational culture on employee attitudes is evident in their high levels of job satisfaction, engagement, and loyalty. Employees feel a strong sense of belonging and purpose, which translates into higher productivity and lower turnover rates. Moreover, the culture of innovation and open communication encourages employees to continuously strive for excellence, contributing to Google’s success as a leading technology company.
Conclusion
Organizational culture plays a pivotal role in shaping employees' attitudes and behaviors. By understanding and leveraging the principles of organizational culture, such as those outlined in Schein’s model, organizations can create an environment that fosters positive attitudes, job satisfaction, and engagement. The case study of Google illustrates how a strong and supportive culture can lead to a motivated and productive workforce. As businesses navigate an ever-changing landscape, investing in a positive organizational culture will remain a key driver of success.
References
Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
Schmidt, E., & Rosenberg, J. (2014). How Google Works. Grand Central Publishing.
Girard, B. (2009). The Google Way: How One Company is Revolutionizing Management as We Know It. No Starch Press.
Jackson, M. (2013). The best thing about working at Google? The people. Harvard Business Review.
How can organizations foster a culture of innovation and open communication to enhance employee attitudes and engagement, as seen in Google’s organizational culture?
ReplyDeleteEncourage Creativity and Risk-Taking, Foster Open Communication, Regular Feedback Loops & Employee Empowerment are some of factors to address your views.
DeleteCan an organization’s culture be too strong, leading to a lack of diversity in thought or innovation?
ReplyDeleteYes, an organization's culture can indeed become too strong, potentially leading to a lack of diversity in thought and stifling innovation.
DeleteWhat do you think are the most influential aspects of organizational culture that directly impact employee attitudes?
ReplyDeleteLeadership Style, Recognition and Rewards, Work Environment & Communication are some of aspects that organizational culture directly impact to the employees.
DeleteWhat do you think are the most influential aspects of organizational culture that directly impact employee attitudes?
ReplyDeleteLeadership and Management Style, Recognition and Reward & Values and Ethics are some of aspects for your comments.
DeleteWE can go through Google's Project Aristotle which was an initiative launched in 2012 to understand what makes a team successful.
ReplyDeleteAbsolutely yes.
DeleteThis was so helpful! I appreciate the way you break down each concept in the article
ReplyDeleteThanks & you most welcome.
ReplyDeleteWhat is a recent innovation you admire , and how might we apply similar thinking to our work
ReplyDeleteInterested in Google's case study. Google’s organizational culture fosters innovation, open communication, and employee well-being, significantly enhancing job satisfaction and engagement.
ReplyDelete