Organizational Contextual Dimension "Culture"

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.

Culture can be defined as “a set of basic tacit assumptions about how the world is and ought to be that a group of people share and that determines their perceptions, thoughts, feelings, and, to some degree, their overt behaviour” (Schein, 1996). Organizational culture is depend on differences in norms and shared values which are learned in workplace and to direct behaviour of members in the particular organisation. (Cabrera, Cabrera& Barajas 2001) Organisational culture was built on its shared beliefs and values which was the guidance to solve problems.

The third and deepest level of organizational culture posited by Edgar Schein is basic assumptions. Basic or underlying assumptions are the unconscious and intangible mechanisms that become ingrained and provide a sense of security. Often taken for granted, these assumptions are communicated through behavior and non-verbal cues reflecting the enacted values within the organization which may or may not correspond with espoused values expressed by leadership (Nelson & Quick, 2011).

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.

“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” (Baack, 2012). These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Culture plays a huge role in the guiding of the behaviors of employees of an organization. There are three stages of culture that interact with one another to influence the behaviors in the organization. These stages are: observable artifacts, espoused values, and enacted values.

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.

Organizational culture can loosely be defined as the shared assumptions, beliefs, and "normal behaviors" (norms) of a group. These are powerful influences on the way people live and act, and they define what is "normal" and how to sanction those who are not "normal." To a large degree, what we do is determined by our culture.

“organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behaviors” (Tsai, 2011, “Abstract,” para. 1). Yafang Tsai (2011) defines it as “the belief that can guide staff in knowing what to do and what not to do, including practices, values, and assumptions about their work (para. 6). It can even be defined as “glue holding an organization together” (as cited in Tsai, 2011, “Background,” para. 8). It is often considered as a precondition to teamwork (Korner, Wirtz, Bengel, & Goritz, 2015, “Organizational Culture,” para. 1). Teamwork is a major

Organization culture is a system of mutual assumptions, values and beliefs that controls how people are treated in an organization. The values which are shared have powerful impression and influence on the people of organization and provide order, for example, how to dress properly, how to act and perform their duties. Most organizations develop and maintain a special kind of culture. This provides information about rules and regulations as well as restriction of their behaviour (McLaughlin, 2013). Even Organizational culture has such a great impact from last few decades in the better understanding and practice of organizational behaviour. Every organization knows from its culture which depends on its strength and it can also have a

Organizational Culture is a system of assumptions, values and beliefs, which govern people how they have to behave in an organization. These values are having a strong influence on people of the organization how they have to dress, speak, act and perform their jobs in the organization.

Organizational system consists of three aspects: assumptions – the deepest level of organizational culture, based on thoughts and understanding about human nature and reality; values, which define standards and principles of work and artifacts – really existed things, tangible aspects.

The pattern of an organizational culture can be seen at their daily work. The way one walks through their work area, meeting in an office, joining group discussions, or taking food in food area, everything is covered by organization’s culture and it facilitates employees working life. Organization culture is explained by: way of talking, language, sings and symbols, working activities, reference of senior idol employees, decision making and many more..

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 describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization."

The level of artifacts at the surface, Aspect the organization culture that you can see, hear, and feel. Artifacts consist the visible products of the group, such that the architecture of it is physical environment; like technology, language, and products, style, embodied in clothing, manner of address, and emotional displays. Its myths story told about the organization Cultures. It is ceremony, values and observable rituals.