Organizational Culture Employee Growth Or Over Dependency

â€Å"Culture can be both an asset and a liability to an organization† Culture is the shared principles and traditions that influence the ways its member perform. Culture within a business organization can be the difference between a good and a great company, this essay will discuss both positives and negatives of a strong culture then make a final decision about each aspect. The topics that will be covered in this essay are; Consistency or Inertia?, Strong company or flexible company? Easier hiring practices or dangerous homogeneity? Employee growth or over dependency? In a nutshell, the most prominent asset of organizational culture is employee unity, this means the culture strongly influences how employees interact with each other and†¦show more content†¦Measures such as this has been an integral part of maintaining the cultural consistency of the company. (McFarland, K. 2012) Inversely, this consistency can act as a liability in times of necessary change due to the amount of work required to implement change in the short term. A rapidly evolving external environment means organisations have to adapt their cultural practices to keep up with socio-political reform, legislation, competitive innovation and new management best practices preferred by the labor market. Socio-political issues have become a major staple in society, heavily contributing to the public perception of an organization. This in turn, can have dire consequences on an organization’s recruitment prospect, customer base and partnerships. Socio-political reform translates into anti-discrimination legislation regarding cultural practices and protection for certain demographics in the job market. Cultural Adaptation regarding these factors mean a fundamental change in the way employees think and behave. A consistent culture usually means having key senior employees, these employees may b e resistant as it may threaten their position or beliefs. In some cases, change directly threatens the roles of key employees positions. The emphasis on flatter management structures mean middle managers are now seen as redundant because of the trend freely