Organizational culture can be defined as organization expectations and philosophies and the

values that guide the members of an organization. Organization can be expressed in the corporate
self-image, inner working, interactions with the outside world, and future organizational
expectations. Taking into the definition of culture, it is clear that organizational culture is based
on shared beliefs, attitudes, customs, and written or unwritten rules that have been developed
over time and are considered valid by the organization. Consequently, organizational culture
includes the norms, visions, values, beliefs, and organizational habits. In simple words, corporate
culture is just how an organization does things. Corporate culture influences how the
organization interacts with each other, with clients, and with its shareholders. Many
organizations globally express organizational culture in various ways. First organizational
culture is described by how the organization does its business and treats its employees. Secondly,
employees are committed to the corporate mission and vision, among many other expressions.
This analysis describes and evaluates how organizational culture supports its structure and role in
meeting its goals, mission, and vision.
The organization's culture dramatically determines the effectiveness of an organization,
and in other words, every system is a product of its culture. From this organization, culture can
be seen as a system of shared meaning by members of an organization that distinguishes the
organization from other organizations. There is a unique organizational culture that is cultivated
and insisted on in my organization. First, there is a culture of transparency. Here the organization
advocates complete transparency between the employees and customers of the organization. This
culture of openness our organization has intense, unlike many competing organizations which
struggle to add clarity in their workplaces. Progressive culture is also one of the fundamental
cultures which have always been cultivated in our organization(Shahzad et al., 2012). In other
words, employees and shareholders and our esteemed customers want to work with a growing,
innovative, and progressive company. In my organization, it focuses on fairness, inclusion, and
creativity in its culture. My organization offers highly competitive benefits to its employees,
such as paid parental offs and retirement benefits. The organization provides two breaks twice a
year in winter and summer for all its employees. Beyond the organization's benefit, the
organization focuses on building diversity, fairness, and inclusion in the workplace. This is
brought forward by the belief that when employees feel appreciated and included, there are more
innovative and successful(Shahzad et 2012). The organization has also expressed outstanding
commitment to fairness and has invested its time and energy into advocating for pay parity and
opportunity parity across the organization. The organization ensures employees working on the
same jobs and location are rewarded fairly. In other words, the organization seeks to create a
culture that recognizes and rewards the contribution of all employees. The organization is built
on the foundation that is made strong through how it treats its people.
Organizational culture has developed over time due to factors that have worked well
for organizations in the past. The corporate culture of any organization is very core for the
organization to progress and sustain the progress continuously. It is also essential in employee
commitment and retention. Andrew Pettigrew first introduced the organizational culture concept
in his article studying corporate culture in 1979(Muscalu 2014). After the report, Hofstede
brought forward the applicability of American management theory in other countries and
examined the cultural differences. In 1982, Deal and Kennedy analyzed how things get done in
an organization and gave a model of culture based on the organizational prototype. In 1985
Schein discussed how corporate culture is a basic assumption and belief that all members of an
organization often share. In the organizational culture analysis, Schein maintained that the
leaders of organizations are the creators and maintainers of the corporate culture. In 1983,
Smircich gave a firm introduction to the different models of organizational culture analysis. In
his work, he positioned how concepts developed at the intersection of functionalist work in
anthropology and predicted the emergence of different perspectives from different
scholars(Muscalu 2014). In 1992 Martin examined and analyzed the organizational culture from
an interpretive paradigm. In his work, he studied three main prototypes of corporate culture that
are found in different organizations.. in the year 2002, Alvesson offered an insight on the
advances in the organizational culture. From the development of organizational culture, it is clear
that corporate culture implies stability in its structure. It is found deep down in its customs,
language, traditions, and policies. Similarly, from the development of the organizational culture,
it is clear that it is a product of both internal and external environments for public agencies.
The concept of organizational culture is largely invisible because it affects employees'
thinking, behavior, and behavioral patterns. Employees tend to become aware of their corporate
culture only when they compare it with the culture of different organizations. There are several
reasons, however, as to why organizational culture is of great importance. First, organizational
culture in an organization may be related to increased performance. Research shows a close link
between the corporate culture and organizational performance, especially concerning revenue,
sales volume, market share, and stock prices(Martinez 2015). However, it is crucial to have a
culture that fits the demands of the organization. Organizational culture is also an effective
mechanism that dictates employees' behavior. Corporate cultures have been proven to be a
powerful managerial tool that helps control the employee's behaviors instead of organizational
rules and regulations. Organizational culture also increases employee engagement. It can be
concluded that a work environment characterized by corporate culture is driven by purpose and
clear expectations. This motivates and inspires employees to be more engaged in their
responsibilities.

To provide the best working environment, employees and managers should be aware of how
people behave in an organization. Organizational behavior can be defined as the organization
interacting towards common goals. Through this interaction, employees can sometimes be
frustrated by incompetence, lack of coordination, and insensitivity, all of which develop due to
ineffective organizational communication. When all members of an organization have a more
profound knowledge of corporate communication, it allows them to understand better the various
factors that contribute to organizational success. Organizational communication is of utmost
importance in an organization since organizational communication promotes motivation mainly
through informing and clarifying the members of an organization about the tasks and
responsibilities to be done, how the studies should be done, and finally how to improve their
overall performance is the performance is not up to date. Organizational communication is a
source of information to the organization members, especially in the decision-making process,
since corporate communication assists in assessing alternative courses of action(Alvesson 2013).
Another paramount importance of organizational communication is that it helps or plays a
fundamental role in altering individual attitudes in any organization. In simple words, an
individual who is well informed has a better perspective than a not well informed—finally,
organizational communication assists in controlling the process. Effective communication helps
in controlling employees' behavior in various ways. In an organization, there is a set of
principles, hierarchy, and guidelines that employees must follow. To best perform their duties,
they must adhere to these guidelines; thus, communication help in controlling the function of the
management.
In the corporate world, the rise in an organization's educational levels requires the
managers' training and behaviors to follow sought. In other words, managers should be able to
motivate employees and assist them in meeting the organizational requirement, which may be in
terms of qualification and professionalism. Motivation plays a vital role in the recruitment,
training, and employee-keeping process. In a dynamic organization, the concept of
organizational structure also forms a fundamental basis for the organization's functionality.
Organizational structure, in its definition, is the architecture of business leadership, competence
arrangement, and functional relationship(Wang & Zhou 2019). This may include hierarchical
levels, roles, functions, integration mechanisms, and problem-solving. Internal organization
structure helps sets limits and boundaries for effective performance by the members.
Organizational structure can be understood to consist of work positions and how they relate to
each other. Organizational structure is crucial as it plays and directs the competence of work and
the coordination of responsibilities among the top management and the lower administrative
levels. Organizational structure dictates how responsibilities and power are allocated.
Centralization can be understood as a hierarchical level in the organizational structure that only
allows the authority to make decisions. Also, a decentralized structure provides for diverse
decision-making in an organization. For example, in a decentralized organizational structure, an
employee can make spot decisions to best suit the needs and the specification of particular
customers.
In an organizational culture, there is organizational behavior that outlines the behaviors
that are rewarded, those that are punished, and those that are ignored. Organizational behavior
has a deeper relation to human motivation and management. Organizational behavior mainly
focuses on how individual, group, and structure behavior impacts the organization(Glynn &
Dejordy 2010). Organizational behavior is core in creating and developing internal and external
corporate environments. In any organization, micro organizational behavior illustrates the
individual and group dynamics in an organization. There is macro organizational behavior that
focuses on the organization's behavior in relation to other organizations. This text focuses on
micro behavior and first discusses the highly rewarded behaviors in an organization. In the micro
behavior, there is the concept of intrinsic motivation or intrinsic reward, which involves all those
rewards directly related to performing the responsibilities(Daus & Ashkanasy 2015). An
excellent example of inherent reward is the reward for task accomplishment, personal growth, or
even autonomy that comes from the job. Among the highly intrinsic behaviors highly rewarded
in the organization is loyalty. Honesty and loyalty are traits that prove employee commitment to
the organization's success, and honesty and loyalty are highly rewarded in an organization. High
work ethic is also a behavioral trait that is highly rewarded in any organization. Employees who
work hard and are always on time and target are also highly rewarded. Employees who also take
pride in their work are also recognized in any organization. Other behaviors like violating
internet protocols are found to be unethical and punishable. Payment fraud is also unethical
behavior in an organization.
In modern organizational management, institutions are turning on the concept of
emotional intelligence, intending to give leaders a new form of intelligence edge beyond
technical aptitude. Emotional intelligence is made up of a specific set of measurable and
observable emotional and social skills that has a significant impact on how the wider society
perceive and express themselves, cope with daily challenges, develop and maintain social
relationships and finally how they use the emotional information( Mayer et 2016). Research
shows that leaders build effective and sustainable organizations with a high degree of business
acumen, which entails high planning and control and emotional intelligence, which helps keep
employees motivated and engaged. In today's organizational management, leaders have
developed various practices that use emotional intelligence and have resulted in measurable
achievement and success in leadership development and enhancement of financial performance.
In any organization, organizational culture plays a fundamental role in the institution's
success. Consequently, organizations need to develop a plan or strategy that significantly impacts
the corporate culture and behavior. First, the organization needs to involve all its employees in
developing change strategies. It also has to formulate a clear strategic vision. The organization
has also had to display top management commitment.
Similarly, the organization has to model and culture change at the highest levels. Finally, to
develop a sense of organizational culture, the organization must create ethical and legal
sensitivity( Cristian-liviu 2013). As the corporate culture grows s, there is the need for the
organization to remove people who can not match with its values and beliefs and bring new
people who can adjust to those values and beliefs.
In co, in conclusion, organizational culture plays a fundamental role in the success of an
organization. By applying organizational and cultural practices, employees feel motivated and
perform more effectively. Top management from the above analysis plays a significant role in
shaping the corporate culture. Leadership that cultivates high leadership principles is likely to
develop high organizational culture. How organizations reward their employees also contributes
to the growth of the organizational culture. It is there crucial from the analysis that organizations
develop an action plan to create corporate culture taking into consideration the global dynamics
in the organization structure and the organization culture.
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