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Introduction
Any business has goals and objectives that must be carried out as efficiently as possible. However, the main resource of entrepreneurship is the specialists who do the work. To achieve high results, employees must perform the necessary functions with high quality and competence. It is necessary to consider this mechanism in detail, as well as, use the example of the activities of Kevin OLeary, to identify why this is relevant and in demand.
Organizational Culture Theory
Within the framework of management theory, organizational culture is seen as a powerful tool that allows all departments of the organization and individuals to be oriented toward achieving common goals. It is necessary to indicate that the process approach considers the functions of an enterprise as a single set, built with the help of relationships (Animut, 2020). In this context, management is an independent process, which, however, has a direct impact on other functions of the enterprise, therefore it is not designated as a one-time action. Thus, it makes sense to note that multi-stage management is continuous action (Animut, 2020). Canadian entrepreneur OLeary is closely associated with this theory, as the application of the principles in his corporation is established. (Wisner et al., 2018). With the help of his leadership qualities, the entrepreneur introduced to his organization ideas about the close relationship of all processes.
Specific Rituals
Canadian businessman and entrepreneur Kevin OLeary had his own Softkey corporation. Interestingly, OLeary is guided by the theory of organizational culture, it is noticeable in his actions and innovations. The entrepreneur pays special attention to the specialists working in his organization (Emerge Americas, 2022). OLeary himself believes that ideas that are generated by people should be the unified source of income and corporate efficiency (Boone et al., 2019). Based on this, he introduced special rituals that became widespread in Softkey (Wisner et al., 2018). For example, when voicing an idea and its partial implementation, the employee received applause from other employees and a bonus (Boone et al., 2019). It is important that it was the applause of colleagues that was introduced by Kevin himself since this not only motivates professionals but also makes them not afraid to express their positions (Boone et al., 2019). Such a ritual is beneficial for the culture of the organization since it performs several tasks at once.
Socialization
Another aspect of the theory of organizational culture is the socialization of workers, that is, the creation of a single society within the corporation, where everyone is equal to others. At the same time, it is worth highlighting communication and warm friendly relations between colleagues, which creates a productive atmosphere and inspires love and loyalty to work (Emary et al., 2020). In the offices of Softkey, there were places for rest everywhere, and the employees themselves were not forbidden to talk, go to lunch together, and collectively implement tasks (MacQueen, 2019). Kevin OLeary must take a leadership position here, as a person who understands all the intricacies of his own business and strives to improve the quality of life of employees as much as possible (Bashford, 2019). In a case where the leader plays the role of a warden or a punisher, and the atmosphere is tense, people are afraid to speak out and try new ideas.
Conclusion
Summing up all of the above, it is worth noting that organizational culture is one of the most effective tools for business development. The fact is that employees, as the main resource for achieving goals, are extremely dependent on the atmosphere in the team and the attitude towards them. It is for these two aspects that the organizational culture is responsible, which is improved with the help of different technologies. The Canadian entrepreneur OLeary, with the help of the socialization of specialists and the introduction of work rituals, increased the efficiency of the business and the team several times. This clearly illustrates the importance and effectiveness of a developed organizational culture in a corporation.
References
Animut, A. (2020). The effect of organizational culture on customer satisfaction. GRIN Verlag.
Bashford, K. (2019). Culture shift. A practical guide to managing organizational culture. Bloomsbury Publishing.
Boone, L. E., Kurtz, D. L., Khan, M. H. & Canzer, B. (2019). Contemporary business. Wiley.
Emary, I. M. M., Brzozowska, A. & Bubel, D. (2020). Management of organizational culture as a stabilizer of changes. CRC Press.
Emerge Americas. (2022). Kevin OLeary. Web.
MacQueen, J. (2019). The flow of organizational culture. New thinking and theory for better understanding and process. Springer International Publishing.
Wisner, J. D., Tan, K. C., & Leong, G. K. (2018). Principles of supply chain management: A balanced approach. Cengage Learning.
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