Strong vs. Weak Organizational Culture: Assessing the Impact on Employee MotivationThokozani S B Maseko*
International Centers for AIDS Care and Treatment Programs, Research Unit, Swaziland
- *Corresponding Author:
- Thokozani SBM
International Centers for AIDS Care and Treatment Programs
Research Unit, Swaziland
E-mail: [email protected]
Received Date: November 14, 2016; Accepted Date: January 24, 2017; Published Date: February 04, 2017
Citation: Thokozani SBM (2017) Strong vs. Weak Organizational Culture: Assessing the Impact on Employee Motivation. Arabian J Bus Manag Review 7: 287. doi: 10.4172/2223-5833.1000287
Copyright: © 2017 Thokozani SBM. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.
Organizational culture and motivation are crucial variables in every Organization. This is due to the general recognition that these variables do not only influence the individual employee’s performance but the whole Organization’s effectiveness, performance and sustenance. The interest in Organizational culture stems from the belief that culture influences behavior, decision-making, Organizational strategies, individual motivation and Organizational performance. Employees are conscious of Organizational culture, and they learn it in their life at workplace, then align their professional goals with the Organization’s goals. The extent to which they learn and embrace the Organizational culture varies and is determined, partly, by the Organization’s culture being either weak or strong. Non-motivated employees, generally portray a dissatisfied attitude at work, hence are less committed, and are more likely to quit the Organizational. The purpose of this review was to compare the impact of strong and weak Organizational culture on employee motivation.