Impact of Organizational Culture on Job Satisfaction in Sri Lanka
Impact
of Organizational Culture on Job Satisfaction
in Sri Lanka.
This
blog discovers how organizational cultures impact on job satisfaction and
absenteeism, focusing on cultural web elements: symbols, stories and myths,
power structures, organizational structures, control systems and ritual and
routines (Johnson et al., 2012) which shape the “paradigm” or lived experience
of employees in Sri Lanka.
What
is Organizational Culture?
A
system of shared meaning held by and organization’s members that distinguishes
the organization from others (Robbins and Judge, 2022). Organizational culture
embedded with symbols, stories and myths, power structures, organizational
structures, control systems and ritual and routines (Johnson et al., 2012).
1. Stories
and myths
This
includes how the company was founded, how it got tis far, key players and their
actions. In other words, it lightens company’s core values and behaviors
determine worthy demonstrating. So, this encourages employees to follow certain
paths to become a part of company’s history. As a result, employees engaged
more with the company. Because of the recognition of being part of the
organization.
2. Rituals
and Routines
There
are various behaviors which are acceptable in a company and these are
different to each company. For an example what an employee can expect coming to
work every day, being tardy or leaving work. So, they are expected to behave what
constitutes to normal behavior of that particular organization. If an entity
where resilience is a value, employees will be satisfied and act as a citizen
of that particular company.
3. Symbols
It
is the employer/organizational branding and logs. If a company has a locally or
internationally recognized brand image, the counter productivity of that
particular organization is less. Because employees are satisfied with their
jobs and become loyal.
4. Organization
Structures
This
refers the ways in which job tasks are formally divided, grouped and
coordinated (Robbins and Judge, 2022). So, mapping out of both written and
unwritten influences in an organization lead to high job satisfaction and
productivity because conflicts and disagreements are low among employees and
work flow.
5. Control
Systems
Employees
of an organization work for achieving of common goal. So, in that perspective,
performance management (how they work, how they are succeeded in their various
roles and how employees are graded) is vital. As a result, employees got to
know how they will receive financial and non-financial benefits. So, they tend
to be less absent from work and try to achieve their given targets with a
positive mindset.
6. Power
Structures
The
capacity, discretion and means to enforce one’s will over others (Robbins and
Judge, 2022). If an organization stresses on how the opinions dictate strategic
direction with fair practices, then job satisfaction of employees will be high
and productivity goes up.
Conclusion
Supportive
or strong culture is one that empowers employees to do their best in their work
which makes a team feel safe and encourage employee participation and
ultimately productivity of the whole organization rise-up.
References
Daft,
R.L. (2014). New era of management. 11th ed. S.L.: South-Western
Cengage Learning.
Personio
(2020). How Do You Use the Cultural Web Model to Define Corporate
Culture? [online] PERSONIO. Available at:
https://www.personio.com/hr-lexicon/cultural-web-model/.
Robbins,
S., Judge, T., Edwards, M., Sandiford, P., Fitzgerald, M. and Hunt, J.
(2019). Organizational Behavior. 9th ed. S.L.: Pearson Education
Australia.
This is a clear and insightful blog of how different elements of organizational culture impact job satisfaction and absenteeism, emphasizing the importance of a supportive culture in enhancing employee engagement and productivity.
ReplyDeleteIn Sri Lankan workplaces, enhancing job satisfaction can be achieved through small, cost-effective changes that align with local cultural values. Research indicates that organizational culture traits such as involvement, adaptability, and mission positively influence employee job satisfaction, while consistency does not show a significant impact . Implementing strategies like recognizing employee contributions, fostering open communication, and providing opportunities for skill development can create a supportive work environment. These approaches not only improve job satisfaction but also contribute to reduced absenteeism and increased employee retention. By focusing on these culturally resonant practices, organizations can effectively enhance employee engagement and performance.
DeleteWoow its Great analysis of how organizational culture influences job satisfaction! You've effectively highlighted key cultural elements shaping employee experiences. Strengthening a positive culture can be a game-changer. A question to consider: How can organizations in Sri Lanka adapt their cultural elements to retain top talent in a competitive job market?
ReplyDeleteTo retain top talent in Sri Lanka's competitive job market, organizations can adapt their cultural elements by integrating traditional values with modern HR practices. Emphasizing employee recognition, as demonstrated by companies like MAS Holdings and Dialog Axiata, fosters a sense of belonging and appreciation, which is crucial in Sri Lankan culture . Additionally, offering flexible work arrangements, such as remote work options, can accommodate family commitments and reduce stress, aligning with local expectations . Investing in career development through mentorship programs and structured training, as seen in organizations like John Keells Holdings, ensures employees feel valued and see a clear path for growth within the company . By blending cultural sensitivity with progressive HR strategies, organizations can create an environment that attracts and retains top talent.
DeleteThis is an insightful blog that clearly connects cultural elements to employee satisfaction in the Sri Lankan context. The breakdown using Johnson’s cultural web is especially effective. To build further, it might be helpful to include a real example of a local company that has successfully improved job satisfaction through culture reform such as MAS Holdings or Dialog Axiata. It would make the discussion even more relatable and impactful
ReplyDeleteThank you for your feedback. Including a real-life example like MAS Holdings or Dialog Axiata is a great suggestion—it would definitely enhance the relevance and practical impact of the discussion on culture and employee satisfaction in Sri Lanka.
DeleteGreat! Employee engagement and overall productivity are genuinely supported by a positive corporate culture. Employees are far more likely to take initiative, work well with others, and make significant contributions to company objectives when they feel empowered, safe, and appreciated. In addition to enhancing individual performance, establishing such a culture promotes a feeling of community and propels long-term success for the whole company. I appreciate you bringing attention to this important facet of corporate culture.
ReplyDeleteThank you for your thoughtful response. You're absolutely right—a positive corporate culture not only boosts individual performance but also fosters collaboration, initiative, and long-term organizational success.
DeleteThis article does a great job highlighting the powerful link between organizational culture and job satisfaction. The examples and context related to Sri Lankan workplaces make the insights especially relatable. A valuable read for anyone in HR or management—well done!
ReplyDeleteThank you! I'm glad the Sri Lankan context made the insights more relatable, and I appreciate your recognition of the link between culture and job satisfaction.
Delete