Organizational Culture

1245 Words3 Pages

Organizational culture Culture is something that encompasses all of us. It helps us to understand how things are created, acknowledged, developed and managed. In this context, culture helps to define and understand an organisation and how it works and manages. Organizational culture is a shared value system derived over time that guides members as they solve problems, adapts to the external environment, and manage relationship (Schein in Wooten and Crane 2003, Vol. 21(6), p.276). Organisational culture is about how things get done subtly without people watching so that the organisation runs smoothly. Organisational culture is needed so that company can run without hiccups and run efficiently. It shows organisation structural stability and patterning and integration (Schein 1997). Organisation culture also determines the type of leadership. There are different types of culture. Three types of culture are constructive or positive, passive or defensive culture and aggressive or defensive culture (Cooke and Lafferty in Sullivan, Decker, Jamerson, 2001). Constructive or positive culture involves self-actualization, humanism, affiliation, and achievement of the organisation staff, passive or defensive culture is where the focus is on staff approval, dependence, convention, and avoidance and aggressive/defensive where is on competition, perfectionist, power and opposition of staff (Cooke and Lafferty in Sullivan, Decker, Jamerson, 2001). There are three layers that comprises of an organisational culture. There are layer 1, Layer 2 and Layer 3 to an organisational culture. Layer 1involves shared underlying assumptions and core values of a group. These parts are stable and unchanging (Neuhauser, Bender and Stromberg 2000 p... ... middle of paper ... ...s (Schein 1997) also play a part in creating culture. Rules help authority to deal with their peers. Rules pave the way for the different levels of management to deal with each other. They cover the way how staff should treat each other, communicate with one another and treat our environment in the organisation. Developing rules in management helps to create culture in an organisation. Allocating rewards and punishment helps to create organisational culture. Rewards and punishment are allocated according to employee performance in the organisation. Allocation can also be done according to the number of years of employment, educational level of staff and performance of the department that the employee belong to rather than the employee’s individual performance. By allocating rewards and punishment according o various factors, culture is created in an organisation.

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This, in turn, enhances their level of motivation and causes the employees to be more committed to their company. Culture is a sense-making device for organization members. It provides a way for employees to interpret the meaning of organizational events and reinforces the values in the organization. Culture also serves as a control mechanism for
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Culture is the unique way to act and think within a people from a certain place. It’s the way the people hold their beliefs, what they hold valuable, how they speak and even how they write. Culture is how people relate and act with one another within a certain space. Culture can vary from place to place such as city, state, country or continent.
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1302 Words | 3 Pages
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
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1459 Words | 3 Pages
...nd education about the culture are important in order for it to be noticeable and respected by all members. If the corporate culture finds resistance, then the company should let go of those who don’t share the core values. To encourage practice among all members the company should apply a reward strategy that celebrates success, which could be measure by setting expectations with anticipation.
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2435 Words | 5 Pages
This essay gives a basic idea of what organizational culture is, and emphasis on the controversial issues of managing organizational cultures. As there are various definitions for organizational culture, and none of them are universally agreed. Therefore, for an easier understanding by readers, the definition of organizational culture given in this essay focusing on levels of culture, and will be discussed t together with Schein's(1983) framework. Before talking about managing organizational cultures, the types will be introduced first. Because, there are some descriptions about managing different types of organizational cultures, in the following content.
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2859 Words | 6 Pages
Richard L.D considers that organisation was a clear goal, a well-designed structure and coordinating the activities of the system, social entities associated with the external environment. Along with the development of the economy, organisational culture's influence on employee behavior is the most used more and more big, in general, organisational culture is refers to the organisation in long-term survival and development for the organisation which is formed by the holdings of members and is said to follow the value of the system. Organisational structure refers to all members of the organisation to achieve organisational goals and the division of writing, the scope of duties, responsibilities, rights, etc formed by the structure of the system. Developing the ideas of Harrison , Handy describes four main type of organisational cultures: the power culture; Role culture and task culture, and the person culture.
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Culture can be defined as “A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and therefore to be taught to the new members as the correct way to perceive, think and feel in relation to those problems”. Schein (1988). Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and feelings or climates. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization closer together, and enhance their performance.
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2396 Words | 5 Pages
These above ingredients of culture are gained from birth which means anyone is much influenced by their family, religion, school, and workplace and from friends. Culture mainly stands for supporting role for almost overall success of organization not only that but also it reflects in the outcomes of an organization such as, quality and productivity, obligation and performance. Organizational culture has always been a question for everyone on how the culture and power are associated to an organization.
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1176 Words | 3 Pages
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
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1241 Words | 3 Pages
Developing efficient and effective communications throughout an organization is not an easy proposition. It requires information to flow both laterally and vertically through the chain of command and in a myriad of other directions across departments and through teams. Many companies utilize a system of rules and reward programs to streamline communication and motivate workers. According to Conrad & Poole (2012), pg. 78. 89.
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Organisational culture is a system of values and beliefs shared by a common group of people. It develops within an organisation and guides the behaviour of its members to maintain consistent patterns of social systems. It forms integrated behavioural traits used to survive in the ever-changing environment (Denison, 1990; Schein, 1992) Organisational structure is a hierarchal arrangement of authority, it determines how the power, roles and responsibilities are controlled, assigned and coordinated, and how information within an organisation flows from one area of management to
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1246 Words | 3 Pages
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
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Culture has five basic characteristics: It is learned, shared, based on symbols, integrated, and dynamic (http://home.eartlink.net/~youngturck/Chapter8.htm).
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1077 Words | 3 Pages
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
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Theory Of Organizational Culture
739 Words | 2 Pages
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
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Organizational Culture

Comparison Of Northwest Airlines And American Airlines

Mexican American Culture: The Center Of Social Life

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