Different Views Of Organizational Culture

“Culture consists of the symbols, rituals, language, and social dramas that highlight organizational life, including myths, stories, and jargon. It includes the shared meanings associated with the symbols, rituals, and language. Culture combines the philosophy of the firm with beliefs, expectations, and values shared by members. It contains the stories and myths about the company's founder and its current leading figures. Organizational culture consists of a set of shared meanings and values held by a set of members in an organization that distinguish the organization from other organizations. An organization's culture determines how it perceives and reacts to the larger environment (Becker, 1982; Schein, 1996). Culture determines the nature

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.

Organizational culture is not a new concept in the world of organizational behavior. Yet despite its age, it still has many varied definitions as well as philosophies on its importance and impact to the success of a company. One definition is that organizational culture is a cognitive framework consisting of attitudes, values, behavioral norms, and expectations shared by members of an organization (Greenberg, 2013, p. 368). Greenberg (2013) further explains organizational culture through an analogy of a tree. Organizational culture are similar to the roots of a tree.

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 creates a unique identity that diversifies an organization from its opposition. Ogbonna & Lloyd (p, 32, 2002) defines organizational culture as “the collective sum of beliefs, values, meanings and assumptions that are shared by a social group and that

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.

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 a feeling or climate conveyed. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together, and enhance their performance.

An organizational culture is a system of shared beliefs and values that are establised to help motivate and coordinate employees in the achievement of meeting the organization’s goals (Kinicki, 2012, p.229). The four types of organizational cultures are: clan, adhocracy, market, and hierarchy. By a company choosing what kind of culture and structure they will plan lays out the design of how an organization will function which gives an the organizational identity, it facilitates collective commitment, promotes stability, and shapes the workplace behavior by helping employees to understand the purpose and goals of the company, and how they intend to accomplish their goals (Kinicki, 2012).

A culture is a set of values that are adopted by people who co-habit any place. It consists of shared traits and lifestyles. Within an organization, culture refers to values and norms that are prevalent throughout the workplace and amongst the employees. This includes their mannerisms, attitudes, and work ethic. Culture within an organization exerts control over the behavior of people. Growth and success of a company depends largely on the type of culture which is prevalent within an organization.

Organizational culture is the lived experience of organizational members that consist of values, beliefs, and ways of behaving and communicating (Dainton and Zelley). According to Michael D. Watkins in his article, “What is Organizational Culture? And Why Should We Care?” he explains that while every one knows that Organizational culture exist “there is little consensus on what organizational culture actually is, never mind how it influences behavior and whether it is something leaders can change” (Watkins). Watkins started a discussion on LinkedIn to see what people believed organizational culture was. Some responses consisted of “Culture is how organizations do things” and “Organizational culture is the sum of values and rituals which serve as ‘glue’ to integrate the members of the organization”. As a senior at Suffolk I have seen many ways in which our school tries to promote organizational culture but unfortunately in reality it fail’s to do so.

An organization’s culture shapes the attitudes and behaviors of its employees by defining boundaries, providing a sense of identity and stability. It also establishes a standard in regards to what employees should say and do. Culture can be transmitted via stories, rituals, material symbols and language. Culture within an organization is no exception.

Organizational culture can be described as shared values and beliefs amongst the population of employees. Basic assumptions exist to inform a group or an individual on what to pay attention to, what things mean, how to react emotionally to what is going on in front of them, and what actions are required to take in various situations. Culture can further be broken down further into three levels. The first level is artifacts, which includes all instances that you would see, hear, and feel in an organization. The second level is espoused beliefs and values, which reflects an individual’s original beliefs and values.

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

Organizational culture is a set of shared values, the unwritten rules which are often taken for granted, that guide the employees towards acceptable and rewarding behavior.