Introduction
An organisation’s culture can be described as a collection shared experiences over time, by resolution of problems faced in both an external and internal environment (Schein 1990, p.1100). Although, organisational culture is considered a modern concept, a historical viewpoint is explored, to provide evidence of the long held value of this concept to communities, . Furthermore, the formational factors, processes and drivers that develop culture in an organisation, whether positive or negative, will be explored.
The effects of culture on an organisation will be investigated, with a case study on the Fédération Internationale de Football Association (FIFA), by analysing its management structure and dubious ethical standards, as
…show more content…
Finally, a summary of important issues and any suggestions on organisational impacts will be made.
Background
An investigation into organisational culture presents long standing examples of this philosophical vision throughout history (Ritchie et al. 2012,p.1099). Modern strategic management can be compared to ancient versions, in the Hebrew Old Testament. The leadership of the nation of Israel shared striking similarities to the modern concepts of organisational culture, along with other business theories considered contemporary (Ritchie et al. 2012,p.1100). The moral code within the ‘ten commandments’, suggests a strong presence, in Israel, of both deep cultural beliefs and assimilation. Comparatively, modern organisational culture introduces the advantage gained from the empowerment of individuals, improving employee commitment, increasing workforce stability and developing a comprehension of overall strategies by employees (Ritchie et al. 2012, p.1106-1007). Although, it is relatively modern concept, and despite some uncertainty regarding its definition amongst academics, a generally accepted interpretation of organisational culture has developed.
Organisational Culture An organisation’s culture was described earlier, as a collection shared experiences over time, by resolution of problems faced in both an external and internal environment. Additionally, to this perception , three main characteristics fundamental to the organisational
Culture is defined as all of humans’ perception, knowledge, opinions, worth and sensation studied through joining in any cultural system (Nanda & Warms, 2011). In other word, human is the represent of culture (O’Donnell & Boyle,2008, pp.4-14). The dimension of culture is the centre in all aspects of organizational life, especially in business (Nanda & Warms, 2011). For example, the way employer of a company act, think or feel is controlled by their naturally cultural belief (REF). Values of an organisation can be changed effectively by organisational culture (REF).
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.
Coined as “the way we do things around here” (Deal and Kennedy, 1983, p. 501), culture encompasses how an organisation is run, its “personality”, and the norms, values, beliefs and attitudes (Armstrong, 2010) that reflect the organisation’s mission, aims and goals.
There are many definitions of organisational culture available in the literature, many of which are based on the fact that culture consists of values, beliefs, and assumptions shared by the majority of members of an organisation. These characteristics and shared views are then translated into common and repeated patterns of behaviour. Although it is difficult to come up with a single definition that would cover
There is no single way to describe culture, rather there are numerous. According to Schein (p. 12, 1992), Organizational culture is defined as “a pattern of shared basic assumptions learned by a group as it solves its problems of external adaptation and internal integration which has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceived, think, and feel in relation to those problems.” Another way to describe this concept is that it is “a system of assumptions, beliefs, values and behavioural norms which have been developed and adopted by
Within the field of management, the success and failure of the modern business organisation has been largely depicted by the intricate concept of culture. Organisational culture, a concept borrowed from borrowed mostly from anthropology typically is defined as a complex set of values, beliefs, assumptions and symbols that define the way in which an organisation conducts and manages its business (Barney 1986). Management is not just an act of change, but the responsibility for and control of a company or similar organisation (Willmott 1983). It is the management of organisational culture that merely drives the
An organisation’s culture relates to a set of shared beliefs and values that has been agreedby the entire group and thus representing the company’s unique identity. They reflect theorganisation’s core values which are learned, re-learned and passed on to new members.These include the way people communicate with one another, how information isexchanged, the procedures and processes followed etc. Roger Harrison defined four typesof organisational culture depending on the level of centralisation and formalisation. Thisis indicated in the figure
In the 1980’s business experts began to realize the root to organizational success or failure is through its culture. The culture of an organization is the belief that guides each employee in knowing what to do and what not to do and it also affect the public perception of the organization’s brand. Therefore culture is the shared social knowledge within an organization regarding the rules, norms and values (Colquitt, Lepine, & Wesson, 2012). Although, no two cultures are alike, there are components and characteristics that help business experts to define an organization’s culture.
The culture of an organization is as unique and diverse as the individuals are who live and work within it. In fact, the above definition of organizational culture provided by Schein (1985a) suggests an image of a living, breathing and influential force engaged in a series of reciprocal interactions with its members. Furthermore, the culture of an organization does not simply appear but is one that is constructed and developed over a period of time. For example, Stackman, Pinder and Conner (2000) describe organizational culture as being comprised of a system of layering or as a “deep construct.” The idea being that the culture of an organization is similar to the skin of an onion encompassing layers of values, beliefs, assumptions,
Organisational culture is a set of beliefs and values that effects the behaviour and thinking of organisation members and it can be a starting point for mobility or can create an obstacle to progress. Also, these are the basic areas of change and organisational evolution. (Hill & Gareth R Jones,
Culture is an important aspect of an identity. It is what we believe, how we behave and culture influences an identity’s decision making. Organisational culture is the deep, basic assumptions, beliefs and shared values that define organisational membership. It is also defined as member’s habitual ways of making decisions and presenting themselves and their organisation. In this essay, I will be discussing about organisational culture in the post-bureaucratic era. First of all, I will be talking about how top management and employees related through culture by utilising
As mentioned earlier, the assumptions that underpin ‘organisational culture’ as a concept are widely different between researchers. A number of scholars have
In this report we aim to explore three different theories regarding organisation culture and apply these theories to three businesses with different values and structures. We will go about this by using primary research we have gathered to make informed decisions on what theories suit the different businesses best and why some theories cannot be applied in certain circumstances.
Organisational Culture is defined as basic assumptions developed by a group of people in an organisation as it copes with its external and internal integration, that has proven valid and is therefore passed on to new members as the best way to think and feel about problems faced. These shared assumptions or values have a strong influence on the people in the organisation and maintains a unique culture that provides boundaries and guides for the behaviour of the members.
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.