MGNT803Assessment4Exemplar.pdf - MGNT 803 Organisational...

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Page 1of 7MGNT 803 Organisational Behaviour and Management Assessment 4 Culture and climate in organisations Student Family Name: Henry Derrick Richard Student First name: xxxxxxxxxxxxxxxxxx Student Number: 5766771 Date submitted: 30/10/2017 WORD COUNT: 1696
Student last name, Student first name MGNT803 Student ID number_____________________________________________________________________________________________ Page 1of 71.IntroductionOrganisational culture and organisational climate is a critical element to an organisation’s anatomy. Several articles support a positive organisational climate and culture affects the business positively. These themes will be explored through the analysis of journal articles which define organisational climate and culture, illustrate the impact of organisational climate and culture on managers, and specify the relationship between organisational climate and culture with a positive output from employees. Lastly, a summary of literature will be presented as well as, practical applications for managers. 2.Overview of culture and climate in organisations 2.1 Defining organisational climate and cultureSchneider, Ehrhart and Macey (2013) provide an in-depth analysis of organisational climate and culture and its implications, as well as, an overview of the research and practice conducted within the two elements. Schneider, Ehrhart and Macey (2013) define organisational climate as the collective understanding of policies, practices and procedures witnessed by employees and behaviours they see rewarded, supported and expected. Schneider, Ehrhart and Macey (2013) also define organisational culture as the norms and characteristics taught to new employees as the right way to act, think and feel. Schneider, Ehrhart and Macey (2013) identify subtle differences between climate and culture. Climate focuses more on the tangibles such as policies and procedures within the business which generate certain behaviours required for effectiveness, whereas culture focuses more on the intangibles that produces a more rooted and unified psychology amongst employees. Similarly, Denison (1996, p. 625) contrasts climate and culture identifying that both perspectives have the potential for a “shared, holistic, collectively” defined environment which transpires over time. Denison (1996) also concludes that the differences between climate and culture originates from their theoretical foundations rather than their practical application within businesses.
Student last name, Student first name MGNT803 Student ID number_____________________________________________________________________________________________ Page 2of 72.2 Impact of organisational climate and culture on managers Madan, M & Jain, E 2015, ‘Impact of Organizational Culture & Climate on Management Effectiveness’, Delhi Business Review,vol. 16, no. 2, pp. 47-57. Madan and Jain (2015) in their research identify the impact organisational climate and culture have on managers and the performance of staff. The role of the manager in the organisation is to lead, motivate and inspire their team, managerial effectiveness is becoming increasingly important to gain a competitive advantage within the business world (Madan & Jain, 2015).

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