Impact Of Globalization And Organizational Culture In Management: Essay.

Organizational behavior in management describes how the people have interacted with others inside the organization, for instance, the business. The interactions have subsequently influenced the organization itself and the people behave accordingly to the performance. The organizational behavior has addressed the subdiscipline with an applied behavior and its analysis is based upon the analytical principles and its application for the better endeavour. Thus, the particular report focuses on identifying the problematic situation in the workplace. A defined, as well as identified models, theories, and concepts, have been illustrated to have a complete focus on the opportunities and it helped the practitioners to have a complete analysis of the organizational levels. Apart from that, the basic impact of organizational culture has been centered and it focuses on the changing behaviors with re-enforcers for improving the goal of the firm. Lastly, the complexities of human behavior have been illustrated and it depicts the success of the firm with the role of the culture in the long run. Thereby, a conclusion has been included and it states that the main expectation of the special consideration within the workplace to deal with issues.

Globalization and organizational culture do exist in the variable environment and it is directly affected by the process of effective globalization. The social changes, as well as the national changes, mainly depend upon the cultural values, and ethical behavior within an organization. Globalization imposes a greater impact on changing the communication process and the different significant impact enables the homogenization of the values that centralizes the organizational platform and it levitates economic globalization as well. According to Boussebaa (2020), the primary objective of the paper mainly reflects the dimension in which the organizational behavior has been administered. On the other hand, globalization has a direct effect on the organizational culture has been given a better depiction that states that culture and communication influence the economic aspects of the firm. Therefore, it has been administered that the practitioners of OBM mainly focus on the problematic situation and the mode of concept that causes the maintenance of the facts. Therefore, it has been addressed that organizational culture has been based upon critical success factors. In this consequence, Kurt  (2018) has stated that understanding human behavior management, the system management theory has been addressed and it forecasts that this particular theory is often termed as the human relations movement and it also addresses the basic human dimension of the work.

Globalization and Organizational Culture

Concerning the discussion, Bell (2018) has opined that behavioral management theory has been based upon group dynamics and it enhances to improves productivity in the long run. It forecast the motivation, conflict, and group dynamics. Therefore, the implementation of the behavioral theory initiates seeking and explaining human behavior by analysing the consequences and antecedents. It is presented that an individual’s environment has learned the associations with acquired previous experiences. Apart from that, understanding the goal of improving the performance within a firm is required to improve the organizational performance and systematic enhancement of the critical success factors. Therefore, a clear model has been represented and it states that an effective managerial imposition has to be included with the organizational culture to be researched accordingly. The dimension of the culture has been explored and to extend the organizational behavioral management within the firm, it is necessary to have a true exploration of organizational culture and its management.

Furthermore, the theory that has been adopted explains the ways through which people interact at work or with individuals at an organizational level. It claims that the system management theory has basically evaluated the alternative approach by planning and managing the organizational behavioral ethics. In this section, Introna (2019) has stated that system management theory is proposed to an organization and it replicates the consistency of multiple components and the other elements are considered to be quite crucial towards the success. Henceforth, having a basic collaboration and implementing different programs helps the firm to have a better effective management approach. The employees within the firm are considered to be one of the most important components of the company and the other elements happen to be systematically aligned to the business’s success. Prasad (2020) has voiced that to make effective collaboration with the different programs and its managerial imposition. With further references, it has been administered that the basic impact of organizational culture on human behavior management in a workplace is quite admiring. For instance, Unilever is a multinational company that maintains cultural benefits and abides the human behavior management for developing better enhancement and profitability. Apart from that, the concepts related to analysing the theory of contingency management theory and instigates the managerial aspect of reaching the external and internal factors. On the other hand, it portrays that the theorist has exclaimed the identification of the organizational culture with the basic style of leadership in maintaining the decorum of a firm.

Behavioral Management Theory

Thereby, relating to the specific theories, it can be exclaimed that a specific technique has been managed and it formulates the particular style of management with a suitable situation in a particular aspect. The flexibility in analysing the cultural impact and human behavior within a firm escalates the contingency management as well as the system management theory for having a particular change in the environment and it replicates the identification of the changing environment in the long run. Both the factors of globalization and its impact on the organizational culture have been based on the evidence of the framework. In this aspect, Bernstein and Turban (2018) has stated that empirical research and its structure has a huge impact on globalization and it formulates the organizational culture by anticipating evidence and responses. On the other hand, with the change in the communication process and global values, the selected firm has managed to incorporate the opposing values. The development opportunities and the serving of different processes encapsulate the primary objective of the paper. The concept of theories discussed in the paper reflects economic globalization and it transforms the ethical behavior and communication segment for understanding the employee’s inner self. Apart from that, Reyes (2018) has opined that the organization happens to follow the scientific management theory in its earliest theories of scientific understanding. Thus, the workplace rules and its only motivation state the employees to have the key incentive for workplace management. On the other hand, the strategy has been quite different and it happens to be conducted before itself. The scientific management theory is more likely to have the practice of the theory to have a better understanding and it replicates the collaboration between the teamwork and employers to have a better implication in the long run.

On the contrary, it can be observed that culture tends to create an environment for the organization and it influences the basic nature of the long-term plans and it moves the organization towards the basic vision. Therefore, the impact of Unilever’s organizational culture is quite contributing to the improvement in the other areas of production and human resource management. Therefore, the effect of the corporate culture is totally reflected in the stable performance of the firm and it states a good reputation accordingly. In this scenario, Jose (2021) has stated that organizational culture has represented a principal factor that contributes towards organizational success and it tempts to create an influence on employee behavioral management. It tends to create a sense of service, ownership, and teamwork-mindedness. With reference to organizational performance and organizational management, that influences creating open communication within a workplace. Therefore, Sackman (2021) has proposed that culture tends to create or dictate the policies as well as the procedures in enabling the organization to have a mission for living each day.

System Management Theory

Organizational culture and human behavior are considered to be two important topics for dealing with influenced behavior and it deliberates the expectation of influencing the employee’s work relationships in the long run. Apart from that, the strong culture within the firm enhances to increase and improves the ethical management of the firm. It tends to create an organizational commitment with a positive effect on job satisfaction (Leleux 2019). Henceforth, the most effective organizational culture initiates regardless of the organizational culture and leaders tend to reinforce the values with simultaneous holding and regardless of the reinforcing the simultaneous holding of people accountability. Apart from that, it has been administered that a leader can have influence over the authority and regardless of title, the leader tends to set the tone of organizational culture. Therefore, the organizational culture tends to create or align the culture with employees for making it more comfortable, valued and supported. It is more likely to create a concrete bottom line and it states that the greater the production in the firm (Tawlig 2021). All such aspects can be interfaced with the bottom line on productivity and culture.

Question 1: To what extent do you feel that organizational culture affects your job responsibilities?

Parameters	Response	% of response
Strongly Agree	25	50%
Agree	5	10%
Neutral	3	6%
Disagree	15	30%
Strongly Disagree	2	4%

In this section of the discussion, it can be formulated that the majority of the respondents have strongly agreed with the fact that organizational culture clearly affects job responsibility. The reason behind the responses clearly portrays that people or employees within a firm initiate the cultural values and eco-friendly nature in the long run. It initiates to portray that only 4% of the employees are negotiable that cultural ethics and values play no major role.

Question 2: Do organizational culture and human behavior management helps with professional development?

Parameters	Response	% of response
Strongly Agree	15	30%
Agree	25	50%
Neutral	3	6%
Disagree	10	20%
Strongly Disagree	2	4%

In this section of the analysis, it has been observed that organizational culture and human behavior management play an important role in effective professional development. Many of the respondents have strongly agreed with the fact that both factors have a direct effect on professional development. It states the efficiency of an individual and it also portrayed that both cultural and behavioural management helps in professional growth as well.

Question 3: Does the organizational behavioural management enhances the exceptional contribution of employees to the firm?

Parameters	Response	% Of response
Strongly Agree	15	30%
Agree	10	20%
Neutral	5	10%
Disagree	10	20%
Strongly Disagree	10	20%

In this section of discussion, it can discuss that majority of the respondents has strongly agreed that OBM has a huge positive impact on the exceptional contribution to the firm by employees due to motivation and reward management. It has centralized that improved decision making has helped in better production and enhanced contribution of the firm in the long run. Thus, the primitive association of the right culture states the acceptable management of benefitting the bottom line of the firm.

Contingency Management Theory

Question 4: Does organizational culture enhances the employment success in the long run?

Parameters	Response	% Of response
Strongly Agree	15	30%
Agree	10	20%
Neutral	5	10%
Disagree	10	20%
Strongly Disagree	10	20%

According to this analysis, the survey responses are neutral and it clearly states that people or rather the employees believe that may or may not organizational culture play a role. The organizational culture enhances to play the major role by making the environment eco-friendly and comfortable for the employees to have an area to work together and enhance success. Thus, respecting and abiding the ethics within a firm, it is necessary to have a common area of analysing the organizational norms and performance.

Question 5: Does improved decision making and innovation leads to better organizational culture and OBM?

Parameters	Response	% Of response
Strongly Agree	5	10%
Agree	5	10%
Neutral	10	20%
Disagree	15	30%
Strongly Disagree	15	30%

Discussion:

In this section of analysis, it has been observed that majority of the respondents has strongly disagreed and they believe that improved decision and innovation leads to the better organizational culture and OBM. Therefore, it can be centralized from the discussion that organizational culture depends upon the behavioural management of employees and staffs. Thus, innovation does not lead to better implication.

In this paragraph, a core recommendation has been illustrated and it focuses upon the entire combination of recognition methods that is based upon the organizational culture and management. For instance, taking under consideration Unilever, it can be recommended that creating a meaningful value illustrates the BS of the firm (Gravina 2021). Apart from that, managers happen to use the experience as the key factor for enhancing the selection of the employees for maintaining the OBS. On the other hand, it can be recommended that by improving the orientation and onboarding, almost majority of the employees receives and effective engaged orientation and it states that effective training programs needs to be addressed for measuring the comprehension on the right path. It certifies that it enables the empower of the workers for managing the issue and building the trust for enhancing the micro-managing implication in the long run. Therefore, through the recommendation, it can be recommended that employees enhance to care regarding the organizational values and it enhances to listen to the needs for having an empathetic understanding of establishing the trust (McGee 2021). It certifies that recognition culture and the MVP of an employee experience creates a culmination of the various factors and it influences the people of having an honest and appreciated measurement.

Conclusion

from the above discussion, it can be concluded that both organizational culture and organizational behaviour management has been influenced by the organizational performance and efficacy on the impacts of organizational commitment, motivation, and job satisfaction. Thus, it has been observed that the implication of the organizational external as well as internal factors has been detrimental in enhancing the effectiveness of improving the performance of the firm. Hence, for this reason the job involvement of the organizational culture and its productivity in the long run. It had been forecasted through a survey that majority of the respondents has agreed to the positive impact of the work involvement with references to the organisational or human behaviour management in the long run. Therefore, to sum up, the conceptual understanding of the organizational competitiveness has been enhanced by strong practitioners for effective analysis.

References

Bell, E., Mangia, G., Taylor, S. and Toraldo, M.L. eds., 2018. The organization of craft work: Identities, meanings, and materiality. Routledge.

Bernstein, E.S. and Turban, S., 2018. The impact of the ‘open’workspace on human collaboration. Philosophical Transactions of the Royal Society B: Biological Sciences, 373(1753), p.20170239.

Boussebaa, M., 2020. Identity regulation and globalization. In The Oxford Handbook of Identities in Organizations. Oxford: Oxford University Press.

Dahlgaard-Park, S.M., Reyes, L. and Chen, C.K., 2018. The evolution and convergence of total quality management and management theories. Total Quality Management & Business Excellence, 29(9-10), pp.1108-1128.

Gravina, N., Nastasi, J. and Austin, J., 2021. Assessment of employee performance. Journal of Organizational Behavior Management, 41(2), pp.124-149.

Jose, J., 2021. Analyzing the necessity and impacts of organizational culture on the performance of Unilever UK Ltd.

Leleux, B. and van der Kaaij, J., 2019. Encouraging a Culture of Sustainability. In Winning Sustainability Strategies (pp. 153-170). Palgrave Macmillan, Cham.

McGee, H.M. and Crowley-Koch, B.J., 2021. Performance assessment of organizations. Journal of Organizational Behavior Management, 41(3), pp.255-285.

Prasad, L.M., 2020. Principles and practice of management. Sultan Chand & Sons.

Sackmann, S.A., 2021. Situations when an Organization’s Culture Needs Special Attention. In Culture in Organizations (pp. 135-172). Springer, Cham.

Santolamazza, A., Introna, V., Cesarotti, V. and Benedetti, M., 2019. A simulation approach for evaluating the impact of human behaviour on project scheduling. The Journal of Modern Project Management, 7(3).

Sinkovics, R.R., Kurt, Y. and Sinkovics, N., 2018. The effect of matching on perceived export barriers and performance in an era of globalization discontents: Empirical evidence from UK SMEs. International Business Review, 27(5), pp.1065-1079.

Tawfig, N.F. and Kamarudin, S., 2021. Role of Strategic Human Resource Management Practices on the Achieving of Sustainable Competitive Advantages: The Mediation Role of Strategic Leadership and Organizational Culture. Review of International Geographical Education Online, 11(5), pp.583-604.