Enterprises perceive organization culture in different ways, which can either improve or derail performance. Corporate values refer to behaviors and beliefs maintained and created by the company leaders and practiced by employees, distinguishing one business from another (Gochhayat et al., 2017). Some companies realize the importance of positive culture and spend effectively to sustain or promote organizational culture. Strong corporate cultures create a sense of commitment, engagement, and belonging, critical to organizational success. As a result, employees become emotionally attached to their workplace (Warrick, 2017). It is essential to examine how to improve the organization’s culture in the chosen scenario to understand its concepts better.
The chosen scenario involves a high-performing team which the top management wants to split and create new groups. The fresh team would include twelve people from the failing teams. Such a scenario can create a problem in the culture of the organization. Since the high-performing team will be dismantled, the team members may resist the change. The high-performing team members trust each other and manage their deadlines, and work based on priorities. They understand each other by communicating respectfully and clearly (Warrick, 2017). When communication breaks down, conflict arises, leading to low organizational efficiency.
The culture practiced in the organization is outcome-oriented as it emphasizes results and uses any means to achieve success. The formation of teams based on performance reduces the morale of low-performing employees. Therefore, being an outcome-oriented firm creates few chances for employee feedback, and employee welfare is disregarded. However, the decision by top management to form teams with a mix of high and low performers implies that the management prefers team-oriented culture. Team-oriented culture will foster collaboration among the teams and increase employee teamwork. As a result, employees develop positive relationships with coworkers and managers (Baird et al., 2018). Additionally, the low performers will have an opportunity to learn from their peers.
Team-oriented culture can be improved by fostering collaboration and teamwork. An overall positive culture can be created through the encouragement of inclusion and diversity. For instance, promoting collective accountability and a safe workplace can improve organizational culture. Effectively creating a team-oriented culture is complicated, and employees should be prepared for change. When people are subjected to change, they usually resist because they are used to being threatened (Baird et al., 2018). Therefore, freezing should be done to prepare them for the change.
There are several challenges associated with embracing a team-oriented culture. For instance, team-based culture leads to conflict potential since employees have different personalities, impacting group harmony, and efficiency. However, an organization can hire employees with personalities that fit a team-based culture. In addition, some employees are not good in teams, indicating that teamwork does not suit them. It is important to recognize such workers and assign different tasks that require individual skills. However, the underperforming employees may hide in the team since the high performance of other members covers their underperformance (Gochhayat et al., 2017). Implementing personal milestones of performance helps low performers increase their effort.
The new team could face the challenge of instability, more change, and less contact with essential functions. Teams can focus on specific tasks, which may reduce exposure and contact with other important tasks. Individual teams can develop products and ideas, leading to less sharing and organizational collaboration. As a result, costs become higher, and customer satisfaction decreases. The sudden transition of the team may result in chaos and confusion, increasing stress, tension, and conflict (Gochhayat et al., 2017). Ineffective communication may aggravate the problems of a team-based culture.
In conclusion, it is critical to examine ways to improve organizational culture regarding the chosen assigned scenario. Transitioning from an achievement-oriented culture to team-oriented culture can be a challenge for employees. As a result, employees need to undergo freezing to be receptive to change. However, a team-oriented culture can be associated with few negative aspects. For example, conflicts and underperformance will affect the team-based culture based on collaboration. Such problems may be solved by individual performance evaluations and solving disputes quickly as they arise.
References
Baird, K., Su, S., & Tung, A. (2018) Organizational culture and environmental activity management. Business Strategy and the Environment, 27(3), 403-414. Web.
Gochhayat, J., Giri, V. N., & Suar, D. (2017). Influence of organizational culture on organizational effectiveness: The mediating role of organizational communication. Global Business Review, 18(3), 691-702. Web.
Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404. Web.