Introduction
Organizations all over the world strive to achieve their goals through various ways. One of the most common ways of doing this is through developing a healthy culture that aims at promoting workers’ performance. At the same time, this also offers satisfaction to workers. In addition, the need to have healthy working relations among workers and a favorable work environment necessitates companies to conduct extensive research to establish the best way of motivating employees to boost staff morale and a company’s performance. This essay focuses on the value of healthy organizational culture as far as workers and a company’s performance are concerned.
Main body
The most common definition of culture refers to the traditions and ways of doing things. Therefore, organizational culture encompasses all aspects of traditions and history of an organization that are carried down from generations to generations of workers in a given company (Dillon and Murphy 2010). However, some these practices are not usually as helpful as the management thinks they are due to inconveniences that arise as a result of maintaining them in the company. For that reason, there is the need for directors, managers and other key players in the running of a company to ensure their culture corresponds to the needs of their workers and clients in order to enhance favorable working conditions. Moreover, a healthy organizational culture plays vital roles in enhancing a company to achieve its goals (Thomas and Hersen 2002). This is evident through promotion of unity among all staff of a company irrespective of the position, work experience, salary remuneration or age of workers. In addition, unity is a key element in any organization. Therefore, this ensures they move in one course that focuses on achieving the goals of a company, without any cases of divisions among them. Moreover, a healthy company culture promotes dependency and independency in equal weights to enhance delivery of services by workers. Once there is unity among them, it becomes easy to make them work as a team. Consequently, employee unity enables management and workers to save time that would otherwise have been wasted in solving issues relating to workers’ differences. For that reason, any extra time will be used in the production process and sharing vital ideas among workers.
Moreover, this culture ensures there is equality among staff of a company. The traditions highlight the importance of each worker’s contribution to the company and how such efforts are rewarded. This ensures there is fairness in the provision of incentives like pay increments, work leave allowances, off duties and roles of every worker in the company. In return, this increases the morale of workers and motivates them to work extra harder to ensure they maximize on the use of their talents, skills and trainings. Fairness makes workers feel the appreciation their efforts get from other staff members including the managerial team. Therefore, this motivates workers to feel closer to the company and thus do their duties as if they were their own private affairs.
Additionally, issues of gender insensitivity, which seem to tear down most organizations, are easily managed by healthy organizational cultures. Members of a firm are evaluated on the basis of their performance and not on their sexual orientations (Thomas and Hersen 2002). This gives men and women equal opportunities to explore their abilities in order to develop their profiles and attract management’s attention. In addition, healthy organizational cultures offer competitive offers for key positions and salary remunerations depending on individuals out put and not gender preferences.
Lastly, a healthy company culture promotes employees’ development. It offers various rooms for staffs to share vital ideas that help improve their performance. Activities like company retreats, parties, and luncheons enable employees to bond outside work places and develop their interpersonal skills. Consequently, this results in the growth of workers’ personalities, education and awareness of vital performance habits. As a result, employee unity is strengthened, and every employee gains relevant knowledge through sharing information at these avenues.
One of the salient features of a healthy organizational culture includes gender sensitivity. For a long time, women have been neglected as individuals who can not perform at certain levels like management in a company (Dillon and Murphy 2010). This is as a result of stereotypical policies that give men more power and possibilities of advancing their education and trainings. However, healthy organizational cultures ensure all genders get the same treatment by providing same guidelines at work. In addition, these cultures are usually fair and just. Therefore, they reward employees according to their contributions at work, and as expected the more an individual works the higher the chances of getting higher rewards. Therefore, this culture ensures proportional compensation of worker’s efforts according to their dedication to working.
Conclusion
Organizations need to realize the importance of healthy cultures with regard to promoting the realization of their goals. Most policies require constant revisions to reflect the expectations of the working environment. Some traditions hamper the provision of essential services and require urgent attention. Companies that respect employees’ interests have higher chances of excelling than those that do not.
References
Dillon, C. and Murphy, B.C. (2010). Interviewing in Action in a Multicultural World. California: Brooks Cole Publishing.
Thomas, J.C. and Hersen, W. (2002). Handbook of Mental Health in the Workplace. New York: Sage Publications.