Reflection on culture to the organization
For managers, I think that the implication are that different cultural dimensions will call for different management styles. The managers also need to be aware that some global assignments will require prior knowledge of what works and what does not. This analysis also show that most of the cultural dimensions are just the average characteristic and are not popular as such. There are always many variations in any organization. (Francesco and Gold, 2005, p. 283 )
The other reflection that managers need to keep in mind is that the kind of culture that is surrounding their business environment will determine if they will be able to meet their goals and objectives. Certain dimensions will predict outright shortfalls. (Francesco and Gold, 2005, p. 283 ) I also think that Organizational culture has also got some positive and negative implications. On the positive side, it create and identity for the organization as well as make a sense of commitment. It can be used to build reliability and also help to define work. It can be used socially to control the people at work.
(Francesco and Gold, 2005, p. 283-285 ) On the negative note, I think it can cause some dysfunctions. This is true
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On the other hand, Emerson suggested that the ability of one person to impress upon another to carry out task in an organization can rightly be refered to as the power. (Ratzburg, 2008, Online) Key Writers French and Raven These two discussed the five ways in which power is exert able. They came up with theories on coercive power, reward power, legitimate power, expert power, and referent power. (Ratzburg, 2008, Online) Etzioni Etzioni came up with three sources of power. These are coercive power, utilitarian power and normative power. However these were very wide and were further broken down by French and Raven. (Ratzburg, 2008, Online)