Organizational Culture in the Workplace

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Introduction Organizational culture is becoming increasingly understood as an important element in the establishment of high performance workspaces (Carroll, 2010). The organization’s prevailing behaviors, artifacts, beliefs, attitudes, as well as values all make up its culture and help in creation of a sense of commitment, continuity, and order. Culture applies to the organization as a whole as well as numerous subcultures within the departments. Development of a diagnostic instrument with demonstrated reliability and validity has been done to classify organizations into different cultural types. The four types of organizational culture developed are collaborate (clan), control (hierarchy), compete (market), and create (adhocracy). Each has different characteristics when it comes to operation, which correlates with different qualities and features of the organization’s environment. Assessing the culture and subcultures of an organization provides the designers and planners of the workplace with a foundation on which they can structure an environment that supports its expression and function. The role of culture in the educational sector is to determine the effectiveness of institutions within the sector (Carroll, 2010). An appropriate, unique, and strong culture is able accomplish several things for the institution. First, it reduces uncertainty of institutional performance through creation of a common way of interpreting issues and events. Second, it creates a sense of order, where members are aware of what is expected of them. Third, it creates a sense of continuity. Fourth, it provides a unity of commitment and a common identity. Finally, it provides vision for the future behind which, the company can rally. The first step ... ... middle of paper ... ...s. CNCS has an opportunity to invest more in effective local initiatives, supporting evidence-based programs, increasing the number of Americans in service, and leveraging partnerships between the public and private sectors. Conclusion The current organizational culture at CNCS serves to advance the mission and vision of the organization in addressing a variety of needs within the society. Equal opportunity is a concern for everyone, from the volunteers to the beneficiaries in society (Eisner & Grimm Jr et al., 2009). The culture of appreciating diversity and equality at CNCS leads to efficiency in executing different programs aimed at community development. This organizational culture helps to address some of the challenges faced by CNCS such as willingness of volunteers by making them feel included in the noble cause of championing equality and human rights.

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