The impact of organizational orientations - MyAssignmenthelp.com

Question: Discuss aboutThe impact of organizational orientations. Answer: Introduction Organizational culture is one of the essential components of gaining competitive advantage in the market as organizations performance can be made more effective by making use of the developed culture. Therefore, it is crucial for the organization to make employees aware of their organizational culture so that they can get hold of the organizational system. This will benefit the employees and they will be able to perform in a more effective way. The organization values and norms define the culture and this study will aim to identify the influence of organizational culture on performance of the organization. Background to the Problem Eskom is the largest electricity-producing firm in South Africa and is among the top utilities firm all over the world. The ability to develop continuously innovative strategies and technologies to improve the business model of the organization is a crucial for gaining competitive advantage in present market. The core competency of any organization is their ability to be develop a suitable organizational culture so that business model can be improved on continuous basis. Eskom has been facing issues in developing their organizational culture within their business model and the study will address the issue to identify the necessary changes required. On the contrary, the organizational culture is very much influenced from the national culture and different companies have different organization culture based on the value and norms they have developed through their social practices. Hofstedes cultural dimension defines the cultural differences in organizational and regions which can be u sed to depict the organizational culture. Knowledge sharing is one the important aspect of increasing organizational productivity which provides any organization with significant advantage in the market. However, the culture of Eskom has been a major hindrance in developing knowledge sharing activities within the organization. The conduciveness of the organization towards knowledge management is essential for effectively knowledge sharing within the organization. The cultural landscape of the organization will be examined to understand the reason behind this barrier and the changes that could be incorporated to make improvements to the organizational culture. Aim Of the Research The study will aim to identify the impact of organizational culture on organizational performance in the utility firm named Eskom. Research Objectives To identify the current organisational culture that is found at Eskom To identify the impact of organizational culture on the performance of the organisation Eskom To recommend suitable strategies for improving organizational culture in Eskom Research Questions What are the different elements in organizational culture of Eskom? What are the cultural barriers that the organization is facing in Eskom? What is the impact of organizational culture on organizational performance in Eskom? Research Problem/Hypothesis H01 Organizational culture does not have impact on organizational performance in Eskom H11 Organizational culture does have impact on organization performance in Eskom H02 Change in organizational culture is not essential for incorporating knowledge sharing in Eskom H12 Change in organizational culture is not essential for incorporating knowledge sharing in Eskom Significance of the Research The study is significant, as it will highlight the current gaps in organizational culture of Eskom and its influence on organizational performance. The study will also recommend suitable strategy for improving the organizational culture, which can be used by the other companies in the industry. Knowledge sharing is a critical issue in Eskom and the organizational culture will have to be conducive to incorporate changes. The study will identify the issue in the organizational cultural factors to recommend suitable strategies for improving the culture which will facilitate knowledge sharing with the organization. Literature Review As stated by Hogan and Coote (2014.), the development of organizations has some functions that are responsible for improving sustainability through effectiveness. The value, norms and objectives enhance the culture of an organization. The Hofstedes cultural dimension is factor which evaluates the differences the values, norms and objectives of different organizations. The cultural differences between organizations are measured in different levels which determines the organizational practices. In the modern business environment, organizational culture has become of the key aspect of organizational success. This is due to the increase in diversity within the organization and workforce from difference race, culture, background and gender work together to fulfill the goals set by the stakeholders (Lonial and Carter 2015). Therefore, it is the responsibility of the organization and its management to introduce their organization culture to the employees so they can fit into the organizatio n. The organizations having proper organizational culture will have be able to enhance the performance of the employees as it establishes learning of the surrounding environment. Therefore, the managers in the modern business environment should be aware about the ideal working environment so that they implement practices for enhancing the culture and facilitate the employees to perform at their full potential which in turn will improve the organizational culture. On the contrary, Valmohammadi and Roshanzamir (2015) states that organization culture is not instrumental in bring up the organizational performance and modern organizations should implement other strategies in order to do so. The author stated that organization culture is not a tool for performance management. therefore, this study will focus on establishing the relationship between organizational culture and performance by establishing the fact that organizational culture is essential component of performance management. Organizational culture Alvesson and Sveningsson (2015) defines culture as the shared beliefs, basic assumptions and the values and according to the author culture resides within the organization at different level and particularly there are three levels to it. These are values, artifacts, creations and assumptions. The organization culture will define the behaviors that are appropriate within the organization and the ones that are not. However, this does not mean there is homogeneity in culture across all the departments as some of the norms will be well received by the employees within the organization. As stated by Mills (2017), different groups tend to develop their own set of culture within the organization after a certain period of time. There has significant increase in interest among various researchers about organizational culture as they believe that organizational culture boosts the long-term performance of the organization. According to Helms Mills and Mills (2017), organization culture are few assumptions shared by a group of people which they have taken for granted and the group thinks, perceives and reacts to any situation based on these beliefs. This definition clearly signifies three facts; the work behavior is influenced by the organizational culture, the culture within an organization tend to operate at different levels and socialization passes the culture of the organization to the new members. The foundation of any organization is their principles and their values and in order to set up a strong organization and culture, the organizational values have to be strong. The values of the organization should relate to effective use of resources and innovation which are key to developing a sustainable vision. Bolman and Deal (2017) states that every set of organization have their own set of unique organizational values for example, some organizations focus on honesty, passion and integrity where there are other organization that emphasized on technology, innovation and self-improvement. Therefore, irrespective of the culture within an organization, the core values should be aligned with the goals and the policies in order to excel. Moreover, the organizational culture has a deep impact on the employees within the organization and poor organizational culture leads to the increase in the turnover rates. Longman et al. (2018) states that different types of cultural setting exist in the modern organizations and they are counter culture, sub culture, strong culture and weak culture. Counter culture is the shared beliefs and values of a certain groups within the organization that have different set of beliefs than the broad organizational culture. These set of culture is developed against forceful leaders and managers. The organizations accept this type of cultural environment when there is positive influence on the employees within the organization however, it is dangerous for the original culture of the organization. Organizations have a particular hierarchical structure which leads to formation of various departments due to the different activities they have to perform. Sub culture develops within certain group of people either because of their geographical background or having set of goals as they belong to the same department (Elsbach and Stigliani 2018). This will lead better soci al interaction between the workforce even outside the working shifts. A strong culture is developed when majority of the workforce hold the same values, beliefs and norms. Therefore, the manager will have to reduce the gap between the employees in order to develop a strong organizational culture. The organizations that are loosely knit by their organizational values and beliefs are known as weak culture. In this scenario, the rules are imposed onto the employees which is responsible for creating a diverse culture between the employee objectives and the organizational goals. Elements of organizational culture As stated by Schneider et al. (2017), maximizing the employees values are the rational assets in supporting the individuals and the organization to develop a strong organizational culture. The characteristics of organizational culture are as follows: The organization norms can be measured by the degree of cooperation between the employees and the management and the quantity of work done The organization sets clear set of rules for defining the behavior of the employees in related to intergroup cooperation, productivity and customer relationship. Organizational culture will take formal procedures and common language as behavioral regularities. Organization culture is used for integration and coordination among the different organizational units so that the efficiency of work, speed and quality of designing and manufacturing of products or services can be improved. As stated by Mezirow (2018.), there are different methods of identifying and learning the culture of an organization and they are as follows: Arte facts are the first factor which refers to the total physical and social development of an organization. This will consist of the equipment, rules, office space, procedures and systems. Language is the second factor which will define the exact way in which the organizations understand the surrounding world. The next factors Is the behavior pattern which defines the sets of the repeated beliefs and action of the organizations consisting of celebrations and ceremonies. Behavioral norms are the next factor which will consist of rules consist of instructions that defines appropriate and inappropriate behaviors. Heroes are the organizational role models who represent the organization to the outside world and inspire other employees within the organization. Symbolic actions define the objects, words, conditions, features or acts of the firm important to the workforce. Believes, attitudes and values are the factors attached to the ethical and moral standards of the organization. Therefore, this factor is used to judge the appropriate behavior and action of the employees. Hofstedes Cultural dimension The Hofstedes cultural dimension determines the dimension of organization in different countries. The four dimensions of Hofstedes cultural dimension are power distance, individualism versus collectivism, masculinity/femininity, long term versus short term orientation and uncertainty avoidance. Power distance is the acceptance of the society regarding the unbalanced power distribution within the organization. Individualism is the societal framework where the people focuses on protecting themselves (Jeon and Cho 2017). Collectivism is the societal framework which focuses on protecting their own people with the help of others as a group. Masculinity refers to the preference to heroism, achievements, materialistic rewards for success whereas femininity represents emotions, quality of life, coordination and caring for others. Uncertainty avoidance describes the tendency of the society to be affected by uncertainties and their fear to avoid any form of uncertainty. Long term orientation f ocuses on patience, parsimony and future whereas short term focuses on social responsibility, past and present and respect for customs. These factors are essential dimensions of any organization and vary from country to country. Organizational performance As stated by Shin and Konrad (2017), organizational performance refers to the success of an organization and its ability to sustain in highly competitive environment. It is essential for any kind of organization to compute their organizational performance and balance score card is a method of measuring the performance of the organization. The different dimensions of balance scorecard used to measure the performance of the organization are financial perspective, internal business perspective, learning perspective and customer perspective. There are many factors involved in comprehensive measurement of performance of an organization such as consistency, quality and productivity. On the contrary, criteria-based results are included in the performance indicators; it may also consist of relative measures and behaviors, concepts if training and education and management training for leadership development including development in essential skills (Pollanen et al. 2017). Balance scorecard is an effective way of developing frameworks based on the organizational strategy to ensure development of effective performance measurement tool. The performance measurement system is the way of achieving the goals and objectives of the organization and the stakeholders. Therefore, strategic planning to develop organizational objective is used to develop intangible assets. The services, performances and quality associated with the customers have features related to finance. Performance management system enables development of non-financial and financial reward management system. According to (), learning and feedback is the one of the most essential part of balance scorecard. This enables the organization to measure the areas of strategic capability along with the current performances and the expected dynamic situations. This data will assist the organization and leaders to develop effective policies and whether is on the correct path and they are progressing towards their desired go als. Moreover, the balance scorecard can be used to bring about a change within the organization. The different perspectives of balance scored card are financial perspective, customer perspective, internal business process and learning and growth perspective. Impact of organizational culture on organizational performance The organization culture can be shared and learned by staying within the organization. The employees in the organization are able to take decisions based on the cultural system developed to guide them. The different cultural levels are based on multifaceted sets of values, assumptions and beliefs which facilitate in taking business decisions. The employees behavior is heavily affected by the organizational culture consisting of the shared beliefs and values. The improvement in the performance in the employees means that there will improvement in the overall performance of the organization (Burke 2017). the four functions of the organizational culture are enhancing the commitment of the employees towards the organization, developing a sense of identity within the employees, shaping the different behavioral patterns of the employees by using control mechanisms and strengthening the values of the organization. The organizational culture can be used as an effective tool for measurement o f the organizational performances based on the sets of values and beliefs. This will also promote training and development of the workforce which is essential for developing future leaders and skills that are necessary for the changing business environment and the consumer need. Organizational performance is the most essential aspect for any organization and in order to achieve the organizational goals through balance score card an effective organization culture ensures that the employee performances are improved regularly by providing them with a sense of belonging. This shows that organizational culture will have deep impact on the performance of any organization. Literature gap The literature used in the study is based on performance evaluation and does not include other aspects of establishing the relationship between organizational culture and employee performance. Moreover, the literature does not discuss the different emphasize on the role of the organizational culture in different sectors which means that there is general analysis of the relationship. However, there is lack of empirical literature to support the relationship and establish it. Research Methodology Research is a systematic activity of identifying the different activities to fulfill the objective of a study. The different methods of research are quasi-experimental method, survey method, observational method, case study method, experimental method and correlation method (Taylor, Bogdan and DeVault 2015). In this current study, experimental method will be used for identifying the causes and effects of the selected phenomenon. The study is using applied research as the objective of the study has been predefined and the identified issues can be addressed. Moreover, research methodology can be fundamental and applied depending upon the nature of the study. In this study, it has been already stated that the study will address a specific problem related to a organization. The findings and analysis will provide relevant recommendation that will be useful for the managers in Eskom and at the same time used by other companies facing similar problems in the industry. Therefore, the current study is an applied research. The study will use conclusive research design which will derive relevant conclusion from observations. Research Strategy (Quantitative/Qualitative) The study will use mono method where both quantitative analysis of data will be conducted. Research philosophy chosen in the study is positivism as it will facilitate in conducting quantitative analysis (Flick 2015). Positivism deals with observation and collection of realistic data. Therefore, the data collected in positivism is quantifiable and discrete. This means that these data can be easily represented quantitatively and will help in improving the objectivity of the study. There are three different types of research approaches, one is inductive, second is abductive and the third is deductive. The inductive approach is used to develop new theories and generalizations. On the other hand, abductive approach is used introducing shocking facts and discuss the reasons behind it in rest of the study. Deductive approach is used to prove the existing theories discussed in a research so that the formulated hypothesis can be rejected. This will enable to reach a suitable conclusion. The s tudy will use deductive approach so that the hypothesis that has been formulated can be tested to reach suitable conclusion. This will also improve the scope of observation in the study. Research design is the choice of the ways of the collection data and analysis. There are two types of research design, one is conclusive and other is explorative. Explorative research is used to explore research areas but does not have the aim to provide conclusive research in the study. The direction of the study can be changed at any point of time but the fundamental elements will have to be kept same in the study. The explorative is not aiming to provide conclusive evidence in the study. Therefore, the study will determine the problem nature. Conclusive research consists of the research methods used to develop effective findings in the practical scenario which will help in making decisions. Therefore, the objective of conclusive research is to establish relationship where as explorative research is used to develop understanding and insights. This study will use conclusive research where the findings of the study will facilitate the managers of the organization to deal with the spe cific problem. Target Population and Sample The respondents that will be addressed to collect the data are known as the target population in any study. The study will conduct both quantitative so survey and questionnaire will be used for collecting data. The quantitative analysis will consist of close-ended questionnaire where the lower level employees in Eskom will be asked various questions on the research topic. The formulated questionnaire is a close ended questionnaire as the employees may not have deep knowledge about the research topic. The close ended questionnaire will facilitate in obtaining meaningful and relevant data for the study. The study consists of 100 respondents but sampling techniques will be used to reduce the sample population to 50 in order to reduce the complexity of the analysis section. Sampling Strategy Sampling is a method of selecting sample population from the whole population. Sampling is used when the sample size is huge or there is less availability of data to identify suitable respondents that will effectively represent the overall population in the study. There are two types of sampling methods, one is probabilistic sampling and other is non-probabilistic sampling (Silverman 2016). Probabilistic sampling uses randomization for selecting sample population from the study. The different types of probabilistic sampling are systematic sampling, simple random sampling, cluster sampling, and stratified sampling. In systematic sampling, the ith population from the sample of 1 to n will be selected and i is the interval. In Simple random sampling, the population samples are randomly selected so that everyone has the equal opportunity of being selected. In stratified sampling, the population into groups that do not coincide and then randomization is used to select sample from each of the population. In cluster, all the above methods are used to develop clusters and select population samples. In non-probabilistic sampling, non-randomization is used for collecting the sample. The different non-probabilistic sampling methods are convenience sampling, quota sampling, snowball sampling, judgement sampling and extensive sampling. Probabilistic sampling is time consuming and expensive but provides accurate samples that will properly represent the whole population. Non-probabilistic sampling is used when there is a constraint in time and resources. In this study, simple random sampling will be used for identifying the population sample of the study. Data Collection Instruments The tools used for collecting data in a research are known as the data collection instruments. The study will conduct survey and questions for collecting data from the selected respondents in the study. The quantitative analysis will use close-ended questions to the respondents that do not have in depth knowledge about the topic. This means that primary data is the basis of data collection in the study. Validity and Reliability Validity examines whether the scientific approach has been followed in the study. Criterion validity, internal validity, content validity, external validity, construct validity, concurrent validity and face validity are different types of validity methods (Csikszentmihalyi and Larson 2014). On the other hand, when other researchers use the methods used in this study to obtain similar result is reliability in the study. In this current study, reliability is kept high by carefully choosing all the methods and validity is improved by using ideal methodology, time scale and authentic data samples. Initially, the questionnaire will be sent for pilot testing so that to identify whether desired answers can be gathered. The questionnaire will be sent to 20 respondents and their feedback will be taken on the significance of the questions. Data Analysis The quantitative analysis will consist of mean, mode, median and regression. Ms excel is the tool used for calculating descriptive statistics and regression. Ms excel will facilitate in developing various graphs and charts in the study by developing frequency tables of the respondents in each question. (Humphries 2017). The regression analysis will establish the relationship between the independent variable organizational culture and the dependent variable organizational performance. Pilot Study Pilot study is a method of improving the reliability and validity of the study by identifying the appropriateness of the methods and observations. Pilot study is used for analyzing the data in quantitative analysis for analyzing small samples. Pilot study is used for analyzing data collected in non-probabilistic sampling but in this study, randomization is used for selecting the population sample from the overall sample. Therefore, pilot study will have to be conducted for developing relevant observations and findings. Limitations of the Research In this study, the finding of the study is based on primary data collection method so data in this study will not be compared to the already existing journals and articles. Moreover, the study has been narrowed down to a single company and cannot represent the overall population in the study. The study uses single design so it cannot be backed up by qualitative data. The results cannot be compared with the qualitative results which could have provided a different dimension to the study. Elimination of Bias This study is using simple random sampling so randomization is the basis of selecting the population sample. Therefore, bias can be eliminated by using the probabilistic sampling and maintaining high degree of validity and reliability. Ethical Considerations Various studies have failed for not maintaining the ethical aspect of the research. In this current study, anonymity of the respondents has been maintained to protect their privacy (Creswell and Poth 2017). The respondents have not been forced to take part in the study and they have participated of their own free will. The respondents have been made aware of the purpose of the study so that the objectivity of the study can be maintained. The data collected will not be manipulated or biased to derive the desired result in the study. Permission has been taken from Eskom for conducting the research and they have been provided with all the details so that there is no issue in conducting the research. The management are made aware of the study objective so that they have a prior knowledge that the research will not have any adverse effect o the organization. Format of the Research (Chapter Organisation) The first chapter of the study will introduce the context of the study defining the purpose of the research, the research question and the research hypothesis. The second chapter of the study will consist of the literature review where the theories will be discussed in accordance to the hypothesis. The third chapter of the study will consist of the research methodology which will describe the different methods to successfully develop the findings of the study. The fourth chapter of the study will consist of the findings and analysis of the observed data to develop relevant conclusion. The fifth chapter of the study will link the objectives of the study to the findings to develop relevant conclusion. Proposed Timetable Task Name Duration Start Finish Project Plan 55 days Mon 4/2/18 Fri 6/15/18 Topic Selection 1 wk Mon 4/2/18 Fri 4/6/18 Data collection from secondary sources 1 wk Mon 4/9/18 Fri 4/13/18 Framing layout of the research 1 wk Mon 4/16/18 Fri 4/20/18 Literature review 1 wk Mon 4/23/18 Fri 4/27/18 Formation of the research Plan 1 wk Mon 4/30/18 Fri 5/4/18 Selection of the Appropriate Research Techniques 1 wk Mon 5/7/18 Fri 5/11/18 Secondary data collection 1 wk Mon 5/14/18 Fri 5/18/18 Analysis Interpretation of Data Collection 1 wk Mon 5/21/18 Fri 5/25/18 Conclusion of the Study 1 wk Mon 5/28/18 Fri 6/1/18 Formation of Rough Draft 1 wk Mon 6/4/18 Fri 6/8/18 Submission of Final Work 1 wk Mon 6/11/18 Fri 6/15/18 References Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Anderson, N., Poto?nik, K. and Zhou, J., 2014. 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