Organizational Culture and Its Impact on the Development of the Company

The team has a significant impact on the company’s performance and efficiency. Thus, each employee is part of a larger team where everyone is responsible for the decision-making process (Elsbach & Stigliani, 2018). In the company I work for, each employee can make suggestions about the project. In addition, there are cases when junior employees do not agree with the opinion or strategy of their superiors. Department heads always welcome such moments with joy, as the involvement of employees in the process is very important (Warrick, 2017). Thanks to such meetings, this company manages to avoid any possible problems related to projects. Sometimes the management makes the wrong decisions, which could further harm the rest of the team. Thus, the team-oriented culture also has a positive impact on the result of the work and the project’s success (Shin et al., 2016). The company operates in a fairly favorable external environment and is engaged in many projects. Such a healthy external environment certainly has a positive effect on the company, which has never experienced a crisis. The team-oriented culture allows the management to analyze and react in time to the changing external environment (Groysberg et al., 2018). Despite this, competition still exists, but it does not undermine the company’s credibility. On the contrary, healthy competition helps the company to develop and improve.

In conclusion, the team-oriented culture has a positive impact on the development of the company I work for. In addition, it allows the organization to quickly and effectively respond to the challenges caused by the external environment. Thanks to the team-oriented culture, the company effectively meets economic, political, social, and other challenges. With the help of various meetings, where all employees participate on an equal basis, the company manages to build a favorable working atmosphere. Thus, the company I am working for certainly uses team-oriented culture to achieve the most effective results and perform high-quality tasks.

References

Elsbach, K. D., & Stigliani, I. (2018). Design thinking and organizational culture: A review and framework for future research. Journal of Management, 44(6), 2274-2306.

Groysberg, B., Lee, J., Price, J., & Cheng, J. (2018). The leader’s guide to corporate culture. Harvard Business Review, 96(1), 44-52.

Shin, Y., Kim, M., Choi, J. N., & Lee, S. H. (2016). Does team culture matter? Roles of team culture and collective regulatory focus in team task and creative performance. Group & Organization Management, 41(2), 232-265.

Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404.