Review Of Related Literature And Studies

Culture is an observable, powerful force in any organization. “Made up of its members’ shared values, beliefs, symbols, and behaviors, culture guides individual decisions and actions at the unconscious level. As a result, it can have a potent effect on a company’s well-being and success” (One Page, n.d.).

Shaping attitudes and behaviors within an organization, culture is the underlying values, beliefs, assumptions, and norms that contribute to a unique organizational social structure where members interact, work with each other, and accomplish goals (Daft, 2016; Sergui, 2015).

All Organisations posses a distinct form of culture with some having more than a single culture. This culture is usually very difficult to measure, change and most especially change.

In this paper you will learn the process of research. Anyone can research but in order to research correctly, one must know the language and process. As always when researching the reason one is researching to find new information. This is when one will familiarize their self with new research terminology as well as knowledge. When one describes the research process it should contain; the new terminology found, how the terminology and knowledge apply to the research, explain how not knowing the proper terminology can affect the research and as well as why knowing the correct terminology helps. When researching one must

*  People Shape the Culture. Personalities and experiences of employees create the culture of an organization. For example, if most of the people in an organization are very outgoing, the culture is likely to be open and sociable. If many artifacts depicting the company’s history and values are in evidence throughout the company, people value their history and culture. If doors are open, and few closed door meetings are held, the culture is unguarded. If negativity about supervision and the company is widespread and complained about by employees, a culture of negativity, that is difficult to overcome, will take hold.

The background and significance of this study are properly presented in the introduction. The research question is presented at the end of the

The purpose of this review is to narrate and provide the details of published academic studies about the

Within organizations, large and small, there exists a sense of identity among its members that separates it from other organizations. This sense of identity is known as organizational culture. All over, managers seek to influence and change this into something that can be beneficial for the organization. In his article, “The Six Levers for Managing Organizational Culture”, Professor David W. Young defines the different elements that can influence and change the culture within the organization and how the reader can use these “levers” to their advantage. While the author does present a decent explanation for changing the culture of an organization, he leaves many questions unanswered that leaves his argument incomplete.

In a recent article, Michael Hyatt discusses several steps on developing and influence a different approach on culture being changed within organizations. Hyatt has a unique view on several steps, he’s deemed a way of improving a broken culture. The six step process offers six different perspectives on culture changing techniques. (1) Become aware of the culture in this phase, it allow shared values that allow everyone to gaining a valuable understanding of failures and success of individual. (2) Assess your current culture; this will create a list on options, which will give a sensible direction. (3) Envision a new culture; this becomes a part of

In today’s dynamic business environment leadership must understand the value and importance of their organizations’ culture. While it may never be formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter’s clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create and maintain a healthy culture.

It is important to mention at this stage that a research study presented by a researcher may not give complete information about the selected topic. There can be certain limitations of methodology and the new researchers may criticise it for being incomplete. As research is a circular process in which ideas can be added and extracted by researchers anytime, the application of the presented ideas by one researcher are tested and verified.

Organizational culture has been described as shared values and beliefs that underline a company’s identity. A strong culture that encourages employees from the top to the bottom in adaptation and change can increase organizational performance by energizing and motivating employees, shape behaviors, unify personnel in the goals / objectives and align employee’s actions with the priorities of the company (Daft, R., 2013). Creating a constructive culture should be a manager’s top priority because the right culture will propel a company into a top performer in its industry.

The research has made use of a number of academic sources so as to get some historical and current information concerning the topic. The importance of using the academic sources is that they are reliable and contain information that has been gathered by many writers thus making the research very successful. The

The methodology of the research is qualitative hence secondary resources such books, reference materials, on line articles on BI, IT journals on PDF served as the basis of discussion. Five people were also interviewed to solicit their personal views

Existing culture can in times be very hard to continue with because of the change in the growth or in the strategic change in the organisation. At such appropriate web of culture is important to be identified or that can be a problem in the progress of the organisation. These identified elements will give organisation a bigger picture of what was going wrong and how can they change it towards betterment of the organisation.