Organizational Culture : An Organization That Drives The Values, Standards, And Beliefs

The first step is to ask the right questions to workers and managers alike, such as: How competent is the person to recognize cultural differences around him or her? How respectful are the employees in regards to the differences in culture identified? How well does the person reconcile differences in cultures identified? Lastly, is the person competent enough to identify what actions are needed to reconcile cultural differences?

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 stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

Change in culture and approach: culture should be supportive for team work and participative management practices. There should be ethnocentric perspective involved for considering the needs of customers. Dynamic and flexible culture should be formulated and employees should have collectivist approach than individual approach that is aligned towards achieving organizational goals. Attitude survey of

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.

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.

* discusses the questions that need to be asked to ensure that policies and learning activities appropriate to that culture are applied consistently and effectively

Provide books, articles, or training that honestly addresses the process of culture change within organizations. Ask him to develop a plan to best infuse his core values and purpose into the group he leads.

When the company is facing barriers, employees that are not accepting of the culture need to be dealt with individually, whether it be through additional training or termination (Faucheaux, 2009; Johnson, 2013).

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 is the key values, beliefs and attitudes shared by the members of an organization. Organizational culture includes an organization 's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and expectations for the future. A key source of organizational culture is usually its founder. It can be sustained by creating and spreading organizational stories and organizational heroes.

It can be best understood as “the way we do things around here”. Approaches like appraisal, training and career development could reinforce the culture.

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.

* Culture and behavioural changes: Does the staff have the correct culture and skills to change the culture and behavioural changes. An example of this is that a staff member from K-Mart does not have the same culture as a staff member working in a boutique store. The boutique store offers services to make you look your best, where a K-Mart employee culture is more operations based, to ensure that stock is plentiful for the customer.