The Impact on Intra-organizational Culture on Employees
Name: Bery Omer Mohamadamin
University: University of Raparin
College: Human Sciences
Department: Administration – Evening
Course: Entrepreneurship
Lecturer: Rebaz Rasul
Stage: 3rd Stage
Group: A
Year: 2019 – 2020
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The Impact on Intra-organizational Culture on Employees
Abstract
The discussion of this report is the importance and effectiveness of
intra-organizational culture and the effectiveness of the employee
exclusively and how the culture of the company can affect the employee’s
learning and innovation. In this report, a literature review has been provided
and there are three types of culture, intra-organizational learning and
consciousness.
Introduction and Statement of the Problem
The main issues with many organizations are that they don’t motivate
employees to work and do their best. Many managers see the employees
as a machine and they have to do their jobs without any mistakes. These
issues make employees’ morale and effectiveness decrease. By
effectiveness, it means in their performance, creativity, and how productive
they are to achieve certain goals for the company and themselves. The
system or culture of any organization directly affects employees on whether
they are willing to come to the job every day and do their job. It’s important
for the managers of the company to understand the system and culture and
how that system contributes to the employees` morale; therefore,
employees work well and learn new things simultaneously which it
contributes to the economy of the company positively. In order to achieve
organizational goals, employees should be motivated and satisfied in their
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jobs to perform well. Also, employees should be perceived differently not as
a useless machine, but as a human.
Methodology:
The method of this report is both qualitative and quantitative data because
the measurement is based on how much the employees’ effectiveness
changed with having a different system or culture. It is quantitative by
measuring employee performance in each culture, and was qualitative by
studying the differences in culture and system.
Literature Review
Employees are human beings that have needs and wishes. They work
together to add value to the organization for which they work. One of the
many factors that impact employees to be effective in their works is Intra–
organizational relationships. These relationships can be among employees
themselves or between management. One could argue that the monetary
gain from working for the firm motivates employees. However, the
relationship among employees is another determining factor. The lack of
intra-organizational relationships among employees creates a barrier or
mask between employees that makes them feel like a machine. Employees
rarely see others in a non-professional environment.
Practical Implications
Suziku (2019) argues that the practical implications of intra-organizational
relations have indeed impacted on the performance of the organization as a
whole. For instance, informal communication among employees to
communicate knowledge can lead to the effectiveness of foreign
subsidiaries. Suziku’s findings affirm service firms benefit more from intra–
organizational communication. He also suggests that organizations should
opt to empower employees by advocating for these internal relationships.
Google
Among all organizations, Silicon Valley firms could be regarded as one of
the most outgoing organizations that prompt healthy informal relationships
among their employees. Among them is Google. Bulygo (2020) attributes
the employees’ creativity, motivations, and performance to the company’s
culture. Google has people whose sole responsibility is to keep employees
happy and maintain productivity. Bulygo thinks that such a measure may
be controlling to some extent. Working for Google comes with many perks
that intrinsically motivate employees. For instance: free haircuts, free dry
