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Impact Of Culture in the Workplace (Essay Sample)


1: Literature Review
Conduct a review of the research literature and locate eight (8) research articles and two
(2) theoretical
papers regarding the impact of culture in the workplace.
Focus on academic articles that discuss the relationship of culture,
psychology, and leadership in the workplace.
2: Summary of Findings
Summarize the 10 articles your read by
addressing the following pieces.
Write a 150-250 word summary of
each article..
describe how the findings in each article pertain to being an effective
leader in the workplace setting.
Write an essay
of 2200 words and address each of the components in
Steps 1 and 2. Be sure to completely
answer all requirements in each prompt. Separate each section in your paper
with a clear heading that allows
your professor to know which bullet you are
addressing in that section of your paper
sure to reference five (5) citations using the APA writing style for each reference. Include a cover
a reference page, which do not count towards the minimal word amount.


Impact Of Culture In The Workplace.
Student name
Institution (s) affiliation
Impact Of Culture In The Workplace.
Everybody agrees that the success of a particular organization is highly dependent on culture-based beliefs that are on structure and strategy. Despite the existence of literature regarding culture, there is no generally agreed definition of culture. In an organizational setting, culture is able to manifest in various ways, and considering the many elements that culture has, it makes it difficult to define it. In order to understand the concept of culture in the workplace, the literature review is necessary as it will provide previews of works on the impact of culture in the workplace. Therefore, in the literature review, the discussion will focus on previous scholarly articles concerning the impact of culture in the workplace, including the relationship of culture, psychology, and leadership in an organization.
According to Tran, organizational culture can be a set of beliefs shared between members in a particular organization, influencing how members think (2017). Tran, (2017) notes that culture remains an important factor in the success of an organization. They are many other factors that influence success, but the four main elements that influence the success of an organization are “culture, process, structure and technology (Ahmad et al., 2019) (Tran, 2017). Tran further notes that the are various methods that can be used in maintaining an organizational culture, and the primary methods in maintaining an organization are the socialization process in which individuals in the particular organization learn values, expected behaviors and acquire the necessary knowledge when they assume their roles in an organization. Tan further uses an example of Google and culture and how they are able to succeed by making all individuals abide by their culture. Similarly, the concept of Tan regarding how culture influences the success of an organization is supported by (Tsai 2016), who assert that culture in a health setting is very important as it determines success when treating. Tan (2016) further notes that culture is socially learned in an organization, and therefore it guides staff in a particular organization on what to do.
Similarly, there is a relationship between organizational culture and leadership behavior. According to Metwally et al. (2019), the degree to which a change is successful. Employees' responses to projects might be a stumbling block, particularly if they are not prepared to modify their behavior. While leadership may build an organization's culture, and a culture of effectiveness can aid in increasing workers' willingness to change, ethical leaders, who act as guides, can also make a difference by lowering employees' levels of uncertainty. Metwally et al. further note that organizations need to undergo a change in the current world because they are operating in a highly dynamic world. Transformational leadership has been cited as the most efficient in bringing oof the required change in a particular organization. Given that transformational leaders are characterized by the ability to articulate a challenging and compelling future vision for the organization, (Belschak et al., 2015), transformational leaders are highly likely to increase the behavior changes of their employees which directly impacts the culture of the organization.
Moreover, (Gochhayat et al., 2017) highlights that organizational culture increases the organization's effectiveness. Gochhayat et al. write The more substantial agreement of values, more normative pressure, and non-conflicting nature of the firm's aims and practices allow new members to socialize more rapidly and be brought into coordination with more experienced personnel (2017). He further suggests organizational culture plays an important role when it comes to organizational communication and vice versa. The use of social media to establish agreement and reduce divergences and frequent debate and contact among organizational members are all likely to improve the communication environment in the company(Metwally et al., 2019). The organization can adopt a culture that ensures that there is efficient communication in the organization. Organizational communication serves to steer the organization and its members in their activities. It offers answers to all inquiries, clears up misunderstandings, provides advice, and stimulates everyone to work toward achieving corporate objectives(Metwally et al., 2019). It strengthens professional relationships, reduces friction, and encourages collaboration.
Baumgartner (2020) highlights that companies that want to foster an environment of work motivation and coloration must first analyze their existing workplace cultures to ensure that they are recruiting and maintaining the sort of the necessary talent that will help them achieve progress in their respective industries and markets. In order to empower a diverse workforce, leaders must be honest about the amount to which they are listening to workers, pushing cultural values themselves, and rewarding employee achievement, all of which are vital to the organization's success. Zulfan et al. (2020) highlight further that A time when corporations are generating news due to culture breakdowns or scandals, employers must assess if their own culture of an organization is enabling people to live by shared values or whether it is encouraging them to compromise those values.
Organizational culture is a term that is similar to, but different from the organizational climate in that leaders are significant sources of knowledge on prominent aspects of the environment and play an important role in developing the culture inside the organization. An organization's climate refers to the collective impressions of those features of the workplace that instruct members about the kind of actions that will be rewarded, anticipated, and encouraged (Ahmad et al., 2019). Organizational culture, on the other hand, is concerned with the shared fundamental, implicit assumptions.
Summary of the articles and findings in each article
Aboramadan, M., Albashiti, B., Alharazin, H., & Zaidoune, S. (2019). Organizational culture, innovation, and performance: a study from a non-western context. Journal of Management Development, 39(4), 437–451.
This article aims to investigate the relationships that exist between organizational culture, innovation, and the performance of Palestinian commercial banks. The information was obtained from 186 workers who worked in the Palestinian banking industry. The PLS-SEM technique was used to evaluate the data that was collected. According to the conclusions of the research, organizational culture and marketing innovation have a beneficial influence on the performance of banks in general. Furthermore, it was discovered that marketing performance partially plays a role in mediating the link between organizational culture and bank performance. The report may be of use for the study for its efforts to develop an organizational culture that encourages both productivity and creativity. Because it explores corporate culture, innovation, and performance relationships in a non-Western environment, this article is unique in its field.
Baumgartner, N. (2020, April 8). Build a Culture That Aligns with People’s Values. Harvard Business Review.
The article highlights how Job candidates are looking for places of employment where they can integrate their own views with those of the organization and collaborate on a shared vision of purpose and success. As business leaders battle with attracting and keeping top applicants and workers, they must reassess how they are developing and establishing a culture that connects people behind a single purpose and a common vision. A great culture should ensure that the organization's vision, purpose, and objectives are continuously aligned with the actions of its employees.
Employees should be encouraged to concentrate on the most enthusiastic task and believe they can provide the most significant value to the organization. If an employee loves conversing with customers, increasing the number of jobs that allow for face-to-face contact might make their employment more exciting and fulfilling. Employers must solicit employee input and assist workers who want to pursue these avenues of advancement. In the job, making relationships is essential.
Every employee's day-to-day relationships have a significant impact on their overall experience, which is why it's critical to provide opportunities for employees to strengthen those relationships through activities such as workplace celebrations, the establishment of social gathering spots throughout the office space, team building activities, and interactive wellness challenges, to name a few examples. Perhaps most crucially, businesses can promote regular recognition and feedback at all firm levels, regardless of the industry.
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.
The article highlights how Openwork culture encourages more contact among employees and promotes a cooperative spirit in the workplace. There was a belief that increased engagement between office workers would result in more convenient access to their coworkers and that work would be completed more effectively. The article further heights that Google agrees that improving collaboration is...

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