Culture And Values And Importance Of Organizational Culture

Organizational culture is the summation of the underlying organizational values manifesting as collective assumptions, attitudes, beliefs, expectations and norms.  Grounded in the customs and

Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

Organizational culture is the heart of the organization performance it is critical for organizational success. It is a culture in which the core values are intensely and widely shared among the employees and stake holders.

What is organizational culture? By definition, organizational culture is a “set of shared, taken-for-granted implicit assumptions that a company holds and that determines how it perceives, thinks about and reacts to its various environments” (Chapter 16 PowerPoint, slide 2,). Nowadays, most companies in any industry have a level of organizational culture for their company. Culture is very important in a company because it shows how employee engages and how they perform in their daily job. “Growing a culture requires a good storyteller.

Organization culture is the matter that holds a company intact. This is what makes each

Organizational culture are the belief and values that gives away a company’s identity, and it can be spread to its employees by communicating with each other. There are four components on how an organizations culture is shaped founder’s value, business environment, national culture, and the senior leader’s vision (Zimmerman, 2015, CH 6 PPT, Slide 4). It is important to remember that an organizational culture sets its structure and how everything is conducted. Understanding the concept of an organizational culture is important when job hunting and trying to find a career. It is important that you know the organization you want to work for and understand its values and how the organization functions. I believe that by knowing this you will have a very easy time fitting into the organization.

Organizational culture defines not only who we are as a business entity, but is also foundation or the blood line for the organization. Management

Organizational culture is “a system of shared assumptions, values, and beliefs”, which direct how people perform in an organization. This culture has a strong influence on people’s behavior including how they dress, act, and perform their jobs. It also provides guidelines and boundaries for the behavior of the members of the organization.

What is organizational culture? It is what forms the organization, the people that work for the organizations and other organizations that they

Culture is usually long-term, strategic, and difficult to change. It is rooted in beliefs and values. An organizational culture also represents the shared sense of the way we do things around here, a critical factor guiding day-to-day behavior and shaping a future course of action.

Above all there is a need to recognize the right culture for any organization to achieve excellence. Peters and Waterman (1982) clearly described organizational culture as the human side of an organization with managers’ key role being to shape culture by making meaning for employees out of the confusing place that some organization can be. It is no doubt one of the absolute function of any

Organizational culture is a vital aspect of any successful business or organization. A positive culture can help attract and retain loyal and committed employees, which, in turn, can strengthen relationships with customers and other partners. Just like any other asset, organizational culture must be monitored and nurtured to ensure that it reflects the organization and its

Generally, it is good for a manager to understand the culture of the organization so the manager can gauge the organizational and occupational commitment, which includes job fulfillment and turnover (Claiborne et al., 2011). An employee can have occupational commitment, but not organizational commitment, or vice versa. The ability to understand both concepts will allows managers to better supervise employees and volunteers using administrative, educational, and supportive supervision. In addition, managers will be able to develop leadership skills because they will understand the potential and limits of their employees and volunteers (Patti, 2008).

A positive organizational culture emphasizes on employee strengths, rewards more than punishments and it give emphasis to individual vitality and growth.