Financial management, sales, and customer service are all examples of functional areas within an

organization. The primary function of functional areas is to ensure that all critical business tasks
are carried out in a timely manner. Depending on the nature of the job, being done, functional
areas can differ from company to company. Retailers, for example, do not require a
manufacturing operation. Businesses can greatly benefit from the assistance of Human Resources
Management in this process. The principles of the Human Resources Management organization
can be followed to find and recruit people who can make a difference in the system
(Meillassoux, 2018). If the company wants to fulfill its goals and objectives, this is a must.
Additional divisions will be responsible for supporting specific types of goals and objectives, for
example, the sales and marketing departments will be involved in expanding new markets or
boosting sales. Staff training and professional development activities will be organized and
supported by human resources. Keeping costs down and increasing profitability will be a major
focus for finance in the near future. Production will be held to high standards in terms of both
quality and on-time delivery. Human resource management strategies influence employee
perceptions and experiences of their work environment, resulting in psychological contracts
between employer and employee. Job satisfaction is viewed as a mediating factor between HRM
and various outcomes here (Vermeeren et al. 2014). Most businesses have a computer network
with servers connecting staff computers. The ICT function includes maintaining servers,
installing new software, and adding hardware like printers and scanners. All businesses must
have a constant flow of production in order to function. A company's ability to make money is
solely dependent on its ability to market its products. The marketing and sales teams must work
closely together to address consumer needs as efficiently, effectively, and affordably as feasible.
Quality control does not mean inspecting finished goods. Production is the making or assembling
of commodities. Quality is now ‘built-in' from the raw ingredients to the finished product. Many
buyers specify their orders in detail, such as Marks and Spencer, which has strict specifications
for all its suppliers.

An employer's work environment is an important factor in the decision of job seekers seeking
stability and advancement potential (Mayhew 2016). Businesses thrive when they cultivate an
environment that fosters a positive, disciplined work environment that fosters achievement.
Firms with an organizational culture outperform their counterparts in part because they have
mechanisms in place that encourage organizational productivity, creativity, and passion. When a
company has a strong culture, it inspires its employees to produce their best job. Organizational
culture is critical for the following seven reasons: engagement among employees has risen,
reduced rate of churn, a well-defined sense of self, increased efficiency, and the ability to change
things, the best of the best, effective onboarding, and a positive working atmosphere (Sinambela
2020). Cultural entrepreneurship can make all the difference. For example, employee retention is
a priority at Hyatt Hotels, despite the industry's notoriously low turnover rates (Kummerow &
Kirby 2014). They credit their success to internal promotion, training, and empowerment as the
keys to long-term employee satisfaction. The corporate culture is a reflection of the company's
public image and reputation. Based on their interactions both inside and outside the organization,
people form opinions about businesses. Customers may be reluctant to do business with anyone
linked with a brand if it has a poor corporate culture or image. Businesses that have a strong
brand identity tend to attract more business and employment prospects who share their values.
Workflows and decision-making are aided by an organization's culture As a result, it helps to
remove barriers to group cooperation that are based on uncertainty. It is more probable that
stressed-out employees may get ill and unsatisfied, which can lead to increased healthcare costs
and decreased output for the organization as a whole. According to one estimate, up to $190
billion in healthcare costs in the United States were directly related to employee stress at work
(Kwon & Ok 2021). Project completion is typically more likely when team members are well
versed in the mechanics of their work and have a stake in their success. It is easier to get things
done when everyone is on the same page and working toward a common goal.
Conclusion:
Company culture is something that must be enforced and managed. Inspire and retain
outstanding personnel. Investors and collaborators will notice this. Also, organizational culture
affects everything from how fast a firm grows to how effectively employees are prepared to
accomplish and exceed goals. Focusing on aspects like creativity or innovation is crucial to
establishing the desired culture while building a profitable firm. Employee advocacy is not
simply for recruiting. It may also affect revenue-generating. The National Business Research
Institute claims that a 12% increase in brand advocacy leads to a 2x increase in income (Masih
2021). A strong, vibrant corporate culture can help a firm stand out amongst a crowded field of
competitors. By 202 percent, engaged employees outperform disengaged. Several people share
finances and business duties (Koh & Lee 2018). Because they are invested in their work,
satisfied and engaged employees go above and beyond what is expected. To operate efficiently,
all sections require information and support from each other. For a firm to succeed, constant
communication and collaboration are required. To meet everyone's needs, departmental
managers or their staff must often make collective decisions.

Reference
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Kummerow, E & Kirby, N 2014, Organisational culture : concept, context, and measurement,
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Kwon, K & Ok, C 2021, ‘Social Dynamics of Employee Turnover Rates : Past Employee
Turnover Rates, Organizational Commitment, and Firm Performance’, Productivity Review, vol.
35, no. 1, pp. 3–30.
Masih, PP 2021, ‘Relationship of Organisation Work Culture with Organisational Effectiveness
and Employee Well being’, RESEARCH REVIEW International Journal of Multidisciplinary,
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Mayhew, R 2016, How To Create The Organisational Culture You Want, Ralph Mayhew,
Queensland, Australia.

Sinambela, S 2020, ‘The Effect of Workload on Job Stress, Work Motivation, and Employee
Performance’, International Journal of Psychosocial Rehabilitation, vol. 24, no. 04, pp. 1373–
1390.