Every organisation has its own culture. Organisation culture comprises of values, beliefs and norms that describes the interaction between the superiors and subordinates. However, organisations do not focus on the culture. This creates problems for students in their organisational culture assessment answers. If you are one such student, then My Assignment Services is there for you.

According to our management help experts, a study by deloitte found that many organisations are not successful developing a great culture for their employees. The organisation culture represents the psychological and social environment of the company.

Importance Of Organisation Culture In Organisational Culture Assessment Answers

According to our management assignment help experts, Organisation culture plays an important role because of the following reasons:


The employee should be motivated by the leaders in the organisation. When the employees are motivated they try to give their best. The motivation is an important factor as it helps to improve the performance of every employee. This element can be achieved only when the company has strong culture.

Customer satisfaction

The employees represent the company and they are ones who interact with the customer on daily basis. Moreover, there is direct relation between the company culture and customer satisfaction. But the major thing is that there are many employees who have no idea about the factor which differentiate their company from the competitors. So the organisation should work towards fulfilling the needs of the employees and customers.


A strong culture in the workplace gives more independence to the employees. As a result they start working towards fulfilling the goals and objectives of the company. In a strong culture, the employee shows more confident in the organisation as compared to the weak culture.

Employee retention

In today’s scenario employees are focusing on finding the companies which focuses on proving the positive culture to the employees. The company culture should focus on knowledge sharing environment as it helps to increase the employee job satisfaction.

Company image

The strong and rich culture should be adopted by the company as it helps to attract the employees. If the employee is satisfied with his company then he will recommend it to another employee.

The organisation culture is divided into four pares which includes the Adhocracy culture, clan culture, hierarchy culture and market culture.

Clan culture

In the clan culture the organisation promotes participation and teamwork. The company provides a friendly work environment. The superior’s works as a mentors and guides the employees at every level.

Adhocracy culture

In this culture the organisation promotes the employee freedom and initiatives. The goal of the company is to develop new ideas and concepts for the product and service development.

Hierarchy culture

This is a structured and formal work environment. All the procedures are done by following the policies and procedures of the company. The company works in a systematic ways.

Market culture

In this culture the organisation focuses on competitors activities. The organisation develops the strategies to cope up with the dynamic environment.

These are the things which are imperative for every organisational culture assessment answer.

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About the Author

Charles Hill

Charles Hill

Charles writes blogs and articles for students who are facing problems with their management assignments. His articles have been featured on several websites. He has contributed to the academic enhancement of students from the University of New South Wales, Central Queensland University, Edith Cowan University, etc. He joined the team of My Assignment Services as a consulting expert and now is a full-time academic help provider. His expertise in the field of management covers topics like leadership management, human resource management, business management and several others. His blogs focus on solving the most complex of the queries and simplifying the processes.


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