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Respondingtopeerscomments.docx

Peer’s posting:

Organizational culture reflects the values, beliefs, and behavioral norms that are used by employees in an organization to give meaning to the situations that they encounter. The culture of an organization can influence the attitudes and behavior of the employees. An organization that has a strong culture for its employees can achieve their objectives and goals. I do believe that employee behaviors can be shaped by the organizations culture. For example, a positive culture will promote a healthy working environment, increase performance, and help employees feel satisfied in their job duties.

However, I also believe that some employees don’t fit into an organization or don’t believe in the organizations values they won’t be influenced by the organizations design. Employees that are committed to their organization will constantly strive for organizational progress. Organizational commitment is related to the organization’s values, goals, and objectives; engagement and willingness to strive optimally for the interest of the organization; and a strong desire to continue being a member of the organization (Yanti & Dahlan, 2017).

Three important variables that influence employee commitment are organizational culture, leadership, and job satisfaction. An organization whose values align with its employees will be influential to employees during their daily tasks. I have worked for organizations where my personal values didn’t align with the organization’s values. My engagement, job satisfaction, and productivity had decreased as I didn’t agree with the organization’s goals. That saying that “people don’t leave organizations, they leave managers” has a lot of truth to it. I have worked for leaders that were ineffective and that affected my engagement behavior.

The positive values of an organization are very important for building the morale of the employees in the organization. For organizations to shape employee behavior they need to encourage behavior that is in line with performance standards and discourage behavior that is not in line with performance standards. For example, a previous organization I worked for addressed an employee whose attitude became negative and wasn’t listening to the manager. The manager brought in the Director as she felt the behavior was not up to the performance standards. Soon after this incident the employee left the organization (Yanti & Dahlan, 2017).

Leaders and managers set the standards for their employees. Organizations can shape employee behavior if it fits with the employee’s values. When employees don’t fit in with an organization it can be challenging to shape their behavior. The example given in the above paragraph highlights that employees will leave if their behavior doesn’t fit with the organization’s needs. From my own experience I can say that when I don’t believe in an organization or the department, I won’t be influenced or committed to the organization.

References

Yanti, S., & Dahlan, J. (2017). THE EFFECTS OF ORGANIZATIONAL CULTURE, LEADERSHIP BEHAVIOR, AND JOB SATISFACTION ON EMPLOYEE ORGANIZATIONAL COMMITMENT. Journal of Positive Management, 8(4), 80-96.

Hi tutor – Please respond to above professor’s comments with half or one page reply with references, thanks.