The present literature review demonstrates information about the organization culture. It explains that how organizational culture plays a significant role to increase and augment the performance of the workers.
According to literature given by Awadh & Alyahya (2013), organizational culture is a system of shared values, beliefs, custom, assumptions which governs how people behave in the workplace. These shared values, beliefs and assumptions have a significant influence on the people in the organization and dictate how they act, dress and perform their tasks and duties. It has been stated by Barney& Clark (2007) that the values, behaviors and actions that contribute to the favorable social and psychological environment of the company. In other words, organizational culture is a set of shared values, beliefs and norms that characterize a specific organization. The organizational culture may also be defined by Boselie (2010) as a pattern of shared values and assumptions that are accepted by the group members in order to solve their grievances and issues.
According to the literature given by McGraw-Hill Boxall, Purcell & Wright (2007), there is a close relationship between organizational culture and organizational performance. It is noted by Truss, Mankin & Kelliher (2012), organizational increases and enhances the performance and effeicincy of the workers by providing favorable culture to them at the workplace. According to Storey, Wright & Ulrich (2008) favorable and strong helps in motivating the workers for performing tasks and duties in an effective manner. Thus, it will increase the profitability and revenue of the firm. Awadh & Alyahya (2013) stated that organizational culture helps maintaining good and reciprocal relationship with employees. Hence, it boosts confidence, moral and confidence among the workers as it increases productivity of the employees and organization as well. Analoui (2007) revealed that culture provides right and effective platform to each and every employees to perform roles and responsibilities within the organization. Connell & Teo (2010) analyzed that success and growth of the firm depend on the strong and heavy organizational culture. No company can grow and survive its business without maintaining effective and unique culture (Anthony, Kacmar & Perrewe, 2006). Employee engagement can be done through effective and dynamic organizational culture (Guest, Paauwe & Wright, 2013). Kramar et al (2014) stated that each and every company should maintain positive working environment and culture to attract and retain the ample of employees within the organization.
Mello (2011) analyzed that HRM plays a significant role to maintain favorable and dynamic culture at the workplace. Nankervis et al (2014) analyzed that HRM makes various policies and practices to make a strong culture at the workplace. According to Thomson et al (2005), HRM maintains strong and open communication with employees to handle and resolve their issues and obstacles. It will help to build and improve the working environment at the workplace. HRM maintain direct relationship with employees to conduct business activities and operations successfully (Salaman, Storey & Billsberry, 2005). Blackwell Publishing et al (2008) stated that human resource management develops confidence among the employees and they provide job satisfaction to them. It will also help to create a dynamic culture within the organization (McShane, Olekalns & Travaglione, 2013). Effective and unique performance system shall be used by HRM to develop and maintain a heavy and favorable working environment (McGraw-Hill, Nelson & Quick, 2011).
From the above discussion, it has been concluded that the companies needs to focus on the organizational culture to maximize the profitability and revenue of the firm.
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