Organisational Culture

 What is the workplace culture like in relation to WHS Is it something that is viewed as being important by

According to Mclean and Marshall (1993) organisational culture is defined as the collection of traditions, values, policies, beliefs and attitudes that contribute a pervasive context for everything we do and think in an organisation. (ie) this means that these factors actually determine how we think as well as act and react not only to people from within the same organisation but also to anybody on the outside who has some sort of interaction with the organisation. As can be seen with the part-structure in Figure 1, this organisation (WHD) has various levels of management. There is quite

A number of studies have shown that organisational culture does make difference with respect to long-term performance. For this to happen, the culture must be rare, adaptable

The culture of an organization is like a river. It can be fluid, strong and consistent, serving as lubricant while guiding its members in the right direction. In contrast a river can become stale and toxic, silently killing those who drink at its shore.1

Organisational culture can be defined as a collection of beliefs and norms shared by individuals and groups in an organisation. It is those norms that control the way they do things and the way they relate with themselves and with their customers. The culture of an organisation can be perceived and felt but, may not be easily explained. Culture is developed and transferred in conscious ways and unconscious ways from one generation to another.

The dictionary definition of a culture is “the ideas, customs, and social behaviour of a particular group of people or a society”. An organisation is made up of individuals and the culture of an organization defines how things are done in an organisation and what behaviour and actions are considered as acceptable or not acceptable. Hofstede defines culture as the collective programming of the mind that distinguishes

Effectiveness is regarded as the most suitable factor to measure the success of any organization. Besides this, there are certain things due to which this effectiveness can be achieved and culture is one of them. A good organizational culture is a key factor in achieving effectiveness. However, on the other hand, some of the researchers are opposed to this fact and according to them; there is no impact of culture on organizational effectiveness.

The culture of an organization sets the tone for any work environment. Human resources and organizational culture works best together when an organization realizes if a potential employee is the best fit for the organization’s culture. However, the prospective employee must understand and realize if they are the best fit for the organization’s culture. Organizational culture relies on practices of the organization and how it affects the employee; it is the environment of the workplace. “Leaders first create culture when they create groups and organizations; once culture exists, they determine the criteria for leadership roles and from there, will determine who is capable of being leaders” (Schein, 2004, p. 311). Business professor, David

In my company, new employees get a computer, which stays at the office at all times. This computer will have all the newest software on it, ensuring that the employee can do the tasks effectively without any discomfort.

In accordance with the Business Dictionary, organizational culture (similarly entitled Corporate Culture) is the standards and conducts which subsidize to the distinctive communal and the psychosomatic atmosphere of an establishment. Organizational culture incorporates an establishment 's expectancies, knowledges, perspective, and principles which sustain it, collectively, and is articulated in its individual-representation, internal workings, collaborations with the external domain, and impending expectancies. (Business Dictionary, 2016)

To greet each other in Tibet, you stick out your tongue and put your hands together in front of your chest. In Japan, it is only polite if you bow to each other when greeting. There are hundreds of different ethnic groups in the world and they all have their own customs and traditions that stemmed out from their underlying culture. Similar to these ethnic groups, each organization also have their own unique culture that guides how people behave and what people believe in within the organization.

The term organizational culture is related to the study and understanding of the dynamics involved at a personal as well as a group level in work settings. The term also deals with the nature of the work as well (Kudisch et al. 1995). There are several factors that come into play when people interact in works. Understanding organizational culture is becoming increasingly important since the work is becoming a global village and people with diverse background and culture have to interact and work effectively in any work.

Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act and perform their jobs. Many would ask how culture shapes an organization; in the following paragraph I will explain different views of organizational culture of various people. Culture is powerfully shaped by incentives. The best predictor of what people will do is what they are incentivized to do. Culture is a process of “sense-making” in organizations. Sense-making has been defined as “a collaborative process of creating shared awareness and understanding out of different individuals’ perspectives and

Edgar Schein: a pattern of shared basic assumptions that the group has learned as it solved its problems that has worked well enough to be considered as valid and is passed on to the new members as the correct way to perceive, think and feel in relation to these problems.

According to Kummerow and Kirby (2013), organizational culture is patterns of shared values, beliefs and assumptions developed by an organization as it looks for ways to cope with issues of internal integration and external adaptation. Consequently, it will govern how individual behave within the organization and the culture is tough to any new member of the organization so that they know the correct way to think, feel and perceive issues within the organization. Culture is an important part of any company, it provides and controls the way staff members behave in