Understanding Organizational Culture and its Impact on Commitment

1.1 ORGANIZATIONAL CULTURE AND COMMITMENT Organizational culture and commitment have considerable importance in industrial and organizational environment. Culture is a coherent system of assumptions and basic values, which distinguish one group to another and familiarizes its choices. Hence, organizational culture implies 'a pattern of basic assumptions that invented, discovered and developed by a given group as it learns from external and internal adoption. It has worked well enough to be considered valid and to be taught a new members as the correct way to perceive, think, and feel in relation to the work environment. Organizational culture understands as a critical element in the creation of high performance workplaces. A company's

Interpreting and understanding organizational culture is an important activity for managers and leaders because it affects strategic development, productivity and learning at all aspects. Organizational culture may be referred as a shared assumptions, beliefs, values and norms, actions as well as artifacts and language patterns in an organization. It is also referred as an acquired body of knowledge about how to behave, shared meanings and symbols, which facilitate everyone's interpretation and understanding in the organization. 'Culture is the unique whole, the heart and soul that determines how a group of people will behave. Cultures are collective beliefs that in turn shape behavior of the personnel in the organization. Pettigrew (1990) and Ritchie (2000) viewed organizational culture might as 'a means of stabilizing behaviour. They considered organizational culture as the glue that holds organizations together - a means by which participants communicate and co-ordinate their efforts - and incidentally a ring fence separating insiders from outsiders. In 'an allegorical view of organizational culture', a group of organizational researchers noted that 'an organization's culture has to do with shared assumptions, priorities, meanings and values - with patterns of beliefs among people in

The first step in using this resource wisely is to understand where a company is on the cultural condition. For companies that are relatively satisfied with their corporate culture can go with, rather than, against the current flow. Corporate facilities renovations, moves and additions are obvious examples of where this alignment is important. Architecture, interiors, and furniture can support both how an organization functions as well as how it express itself to its employees and to the world. In addition, even in cases where the built environment is seemingly satisfactory, it might be possible to improve culture environment alignment through deliberate consideration.

There are several models in defining the dimensions of organizational commitment. This model has three dimensions:

1. Organizational identification (is applicable to the employees’ sense of pride because his belonging to the organization).

2. Organizational involvement (is reflected in the desire and willingness of the employee to make additional efforts to fulfill the goals of the