Different Cultures And Structures Of The Organization Essay

Culture is the transmission of ideas and technologies across generations. Unlike genetics humans are not born with culture, they learn it from the people around them and their environment. A society's language, food, arts, clothes, religion, beliefs, and tools all fall under the umbrella of culture. Thus, accounting for the differences found between people. However, just like biology, culture cannot account for all human behavior.

As mentioned earlier, the assumptions that underpin ‘organisational culture’ as a concept are widely different between researchers. A number of scholars have

The main idea behind the concept of organisational culture is a set of shared assumptions and values, the working life and the relationships. Organisational culture in a layman’s words would simply mean, ‘way things get done’. It is an informal way of working. It is these values that influences the way people behave with their customers or with each other. This also influence the way they relate their work. I would like to contextualise this with two examples:

Organisational culture, which is defined by Handy (1993) as the concepts and ideas which govern the behaviour of people and organisations, has a significant impact on the effectiveness of an organisation. Handy listed over sixty different variables which contribute towards an organisation’s culture including the style of leadership evident, the systems and structures which support the organisation and how the different sub groups within the organisation relate and work

Every business has its own organisational culture. It is very significant to the organisation because well-developed culture will guide the successful business model. According to Tharp (2009, p.2) claims that “for some, culture is considered the “glue” that holds an organisation together and for others, the “compass” that provides directions”. The organisational culture is the system of shared actions, values, beliefs, norms, working language, systems, symbols and habits that develops and guides human behaviour in the organisation (Shermerhorn et al., 2012). According to Mullins (2010) states, that organisational culture is developing through long-term

This is reinforced by Keyton (2005), who describes organisational culture as a set of artifacts, values and assumptions that emerge from the interaction of organisation members. This could be expressed as the collective way which the organisation does things, which could develop from a shared system of perceptions, beliefs and the way the members have perceived events (Mullins, 2010).

Organisational culture is that strong unique component of culture that is created by an organisation that bears a distinct atmosphere that brings either a sense of belonging, can make someone what to be associated/identified with the organisation or vice versa.

Organizational culture is probably difficult to define. Some of the definitions of general concepts and some specific meaning are defined. Organizational culture can be defined as the shared, basic assumptions that an organization learnt while coping with the environment and solving problems of external adaptation and internal integration that are taught to new members as the correct way to solve those problems (Park et al., 2004). Each organization has its unique culture, which develops overtime to reflect the organization’s identity in two dimensions: visible and invisible. The visible dimension of culture is reflected in the espoused values, philosophy and mission of the firm while the invisible dimension lies in the unspoken set of values that guide employees’ actions and perceptions in the organization (McDermott and O’Dell, 2001).

Organisational Culture is defined as basic assumptions developed by a group of people in an organisation as it copes with its external and internal integration, that has proven valid and is therefore passed on to new members as the best way to think and feel about problems faced. These shared assumptions or values have a strong influence on the people in the organisation and maintains a unique culture that provides boundaries and guides for the behaviour of the members.

APPLICATION OF A THEORETICAL FRAMEWORK USED IN THE STUDY OF ORGANISATIONAL CULTURE TO CONDUCT AN ANALYSIS OF AN ORGANISATION’S CULTURE

In order to further support my answer, this essay will explain and discuss the models and theories of organisational culture. This essay will also link these models and theories to two UK based companies to authenticate the models and theories.

The following essay examines the meaning of organizational culture and discuss factors associated with understanding an organization 's culture, with examples presented to show my discussion points. This essay will therefore discuss some of the main reasons why it is important for organisation and when it should be changed.

It is needless to say that the ultimate success of an organisation is heavily dependent on the performance of the people in the organisations. However, it is seen that different organisations share different cultures and behavioral pattern among the people in the organisation. In that case, the organisations’ behavior and culture can be differentiated from each others’ in terms of the behavior, ethics and the organisational hierarchy etc (Robbins and Coulter, 2005). In this assignment, the organisational structure, peoples’ behavior and other dimensions of the organisations in terms of the behavioral pattern, values and the styles of the people and managers in the organisations have been addressed choosing some organisations to show the scenario.

Fard, Rostamy and Taghiloo (2009) states that organisation culture is assumed worldwide as a gadget that is utilized by management to frame and deal with the beliefs, prespective and behaviour of people and taking into account that the organisation can attain to their vision and their mission.

Organisation usually develops standard behaviour settings that differentiate its members from other organisations. Organisational Culture (O.C) is defined as fundamental design of values and hypothesis that manage how employees in an organisation behave when dealing with complications and prospects thus forming a basis of socio-psychological atmosphere in an organisation. These Standards pave the way for social and conceptual environment of an organization. It is centred on mutual outlooks, principles, duties, and recorded and unrecorded guidelines established over time and are reflected in the organisation’s activities. (Smith & Dugan, 1996).Original Values and beliefs are guidelines which function underneath the