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Multiple studies have proved the importance of culture and social values within an organization. Among the main advantages of these aspects is success in achieving the set goals, a healthy working atmosphere, competitiveness, and friendly relations in the team. Thus, leaders and managers working in companies must constantly improve their knowledge and train staff to maintain positive dynamics within the organization. Structural and human resource frames can help in gaining awareness about culture and social norms. The first focuses on aspects that shape the company’s activities, such as goals, roles, and relationships, while the second focuses on personnel. These concepts provide a unique perspective on the problems inside and outside the company, which will positively affect its productivity and efficiency. In addition, culture and social values will help to manage personnel relations and ones with partners and other organizations. Considering the above factors, it is essential for leaders and managers of companies to create a healthy and thoughtful culture and social values.
In any modern organization, culture and values form the core of its activities. These aspects become the main drivers, the establishment of which helps to achieve the best results. Moreover, the benefits of gaining an understanding of the importance of the company’s culture and values help to improve the workplace environment and the relationships between employees and between staff and managers. Thus, this work sets itself the task of considering the importance of organizational culture and social value orientations within the organization and how the structural frame and the frame of human resources can help in the study of these aspects.
Therefore, first of all, it is necessary to consider the concept of frames, which can assist in the process of gaining awareness about culture and values. Structural and human resource frames help leaders understand how a company functions from the inside and how a particular behavior is formed. In addition, it shows under the influence of which factors the acceptability of the previously mentioned aspects is best (Bolman & Deal, 2017). Thus, the analysis and interpretation of the information obtained during the examination are valuable as they can assist in the creation of the most productive and effective strategies and policies to strengthen social and cultural values. Another advantage of frames is that they make it possible to look at the problem from different points of view. The joint interpretation of these opinions will help to gain a better understanding of the direction in which the organization should develop in order to increase its effectiveness.
Furthermore, leaders of organizations need to gain an accurate understanding of the concepts of structural and human resource frames. Thus, the first one is an emphasis on the architecture of the organization. In other words, this frame takes into account the main aspects of which the company is built, that is, goals, roles, and relationships. Leaders, who function within this aspect, set themselves the task of correctly defining the goals of the organization. These include working and social aims that company sets for itself. Moreover, they are engaged in ensuring healthy and comfortable relationships between employees and make sure that all roles are performed correctly and consistently. Further, it can be said that the structural framework is focused on task-oriented activities. In addition, Anderson (2018) pointed out “without a well-designed change process plan, a likely outcome will be a false start, resistance, and/or eventual failure” (p. 2). Previous case study has shown that the support of senior leaders and proper planning plays a great role in leadership.
The second but no less critical framework becomes human resource one. It follows from the name of this concept that it draws attention to such an essential component of the organization as its employees. They directly affect how quickly and efficiently the company achieves its goals and objectives, the preservation of a competitive place, and the state of the internal climate. Taking into account this frame has a unique role since culture and social values are in close relationship with it. In addition, it is worth emphasizing that the human resource frame and the leaders who work within it pay attention to the needs of the staff, the feelings and professional skills, and the abilities of the staff (Bolman & Deal, 2017). Hence, they should develop strategies that would help develop the organization’s employees in terms of work and as individuals to ensure the strengthening of culture and social values. Thus, it is worth emphasizing that the structural and human resource frame help to gain a better understanding of what an organization should do to achieve the most productive results of its activities.
Further, this research work can proceed to the consideration the importance of establishing a culture and social values within the organization. First of all, culture occupies one of the top places in the company, especially with the development and widespread introduction of the concepts of diversity and inclusion. Leaders should be able to properly organize the work process, in which each employee has his own culture, worldview, traditions, and faith. For example, according to Uzialko (2018), “In Italy, business is often personal, and relationship-driven, so expect to spend a significant amount of time getting to know your Italian business partners and developing a relationship with them” (p. 5). Therefore, cultural values influence success inside the organization and outside when interacting with stakeholders and partners.
Culture forms concepts and awareness about how employees and managers should behave in order to achieve the desired outcomes. This implies the construction of values and postulates that must be conveyed to every person and constantly followed. This is the primary task of leaders who are responsible for spreading awareness and spreading various kinds of training and encouragement related to compliance with the rules set. Henceforth, the culture within the company is the basis for the formation of all other concepts, including social values.
Social values are closely related to the human resource frame since both of these phenomena are engaged in the study and reinforcement of the human component. Moreover, this aspect takes into account the opinion of the public and forms a set of core beliefs that must be observed by all company personnel. Thus, social values help to shape the company’s image and gain competitiveness in the market. This is due to the fact that they determine how the company makes decisions to limit various kinds of internal and external problems.
In conclusion, culture and social values represent one of the foundations that should be in any successful company. They help to set priorities correctly, ensure compliance with the principles of diversity and inclusion and contribute to the achievement of any goals and objectives. Structural and human resource frames can help leaders achieve understanding and spread awareness about these aspects. Despite the fact that they look at the problem from their own prism, finding this point of view helps in considering the problem from different sides. Therefore, the central inquiry questions that I am now left with as a result of the analysis is how over frames influence the understanding of culture and social values in the organization.
References
Anderson, L.A. (2018). 5 reasons why organizational change fails. Being First. Web.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership (6th ed.). Wiley Professional Development.
Uzialko, A., C. (2018). 15 International business customs that could make or break a deal. Business News Daily. Web.
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