ORGANISATIONAL CULTURES

 

Every family and every house has is rituals, habits and doings, in the same way, every organisation/company has a set of cultures which it follows in its workings. “The way things are done around here” - this is the sentence to define organisational cultures in a crux. This includes the norms, systems, symbols, languages, attitudes, rules and regulations, employee satisfaction measures, incentives, bonuses and schedules, routines and much more. It is based upon shared beliefs and attitudes. A firm’s Organisational culture is directly proportional to the productivity of its employees and the overall profitability and turnover of the company on a global scale.

There are various organisational cultures out there. A notable mention in this field is of the globe leader GOOGLE LLC. Google as an organisation is a role model to almost every company looking to flourish in their fields and businesses. Google’s organisational culture model is an exceptional one which focuses upon employee satisfaction and bringing out the best out of them. Some of the key features in Google’s organisational culture are – creating fun and interactive workspaces, catering to the physical and mental needs of the employees by providing best of the class facilities and services on campus, adhering to the financial needs and stability, promoting fitness and freedom among the organisation, providing relaxation measures and the list goes on. These points may seem small and invaluable on a big picture but if we zoom into the lives of the employees with whom the organisation is made, we can see that these things form the backbone of the employee’s commitment towards work and the company. This organisational culture model prevents employee burnouts and involuntarily triggers the mind to work more and more hours with a greater efficiency. Google not only checks up on the happiness of the employee but also pays attention to the employee’s family if the employee expires while working at Google. The family gets 50% of the employee’s salary for the next decade. My personal favourite point in this is the employees at google are called Googlers and new recruits are called nooglers, this provides a sense of satisfaction, belonging and attachment to the firm, which is in my perspective the first and foremost aspect for which an employee strives for, this creates a mind-set of determination and commitment towards Google.

An endless discussion can take place on this topic incorporating numerous examples and case studies. To conclude and summarize this for now, I would say that an organisation is made up of its employees and therefore it is necessary to ensure the well-being of employees in every sense. This is one of the secrets behind Google’s success and that Google is today the epitome of freely available internet. Organisation should more and more focus upon what their employees want to ensure better efficiency, but the companies which fail to realise so are doomed in every sense, sooner or later.

Contributed by

Marc Kulshrestha

BBA (IInd year)