The fundamental basics of any organization are inherently influencing factors in the outcome of organizational planning, actions and ultimately results. It is not too ambitious to suggest that the building blocks of any given entity are more or less vital to survival. Organizational culture entails the mentality and mind set of individual units, employee and ultimately all possible stakeholders attitude toward organizational procedures. Naturally there are internal factors such as hiring procedures, management and organizational strategic vision as well as external factors such as local economic and politics, competitor actions as well as profitability which may influence that organizational culture.
There are certainly variation in organizational culture in today’s’ ever changing global market. Some organizations may have a rigid and static culture in which traditional standard operating procedures and results are inert in order to avoid mistake and failure or because of lack of flexibility and adaptability. Yet others organizations may have a elastic and dynamic culture in order to adapt to the ever changing market because of industry specific markets or lack of clear direction. Nevertheless, both extreme are certainly plugged with weakness; which may suggest a more viable option by combining elasticity as well rigidity based on particular organizational needs, competitor actions, market needs, and past experiences.
Essentially, it is not far fetched to suggest that there is certainly no right or wrong answer in observing and evaluating the validity of individual organizational culture and its respective impact on overall outcome and profitability. The evaluation of organizational culture should emphasize the individual organization in the context of particular needs. Similarly, it is clear that the choice in organizational culture may not be entirely a choice or a completely controllable factor. Ultimately, in order to exercise control or at least retain the ability to influence organizational culture will depend on many internal and external factors that have to be carefully monitored and possibly adjusted based on ability and possibility to synchronize organizational strategic vision with organizational culture.
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