The Relationship Between Culture And Climate

The term "culture" has been used more and more recently but what exactly does it mean? Some have even regarded culture as "the most central problem of all social science" (Malinowski, 1939). According to Merriam Webster (2016), culture is defined as the arts and other manifestations of human achievements. If culture was as simple as Merriam-Webster defines it then the lives of anthropologists, sociologists, and psychologists would be much easier. As we know, culture varies greatly across religion, countries, and some cases in just states; the difference between the north and the south. We can conclude that culture is a set of shared thoughts, values, and cognitions (Geertz, 1973). With culture in itself varying tremendously based on values and location, then surely organizational culture is no simple concept either. The term "organizational culture" has just recently become to be used more (Barley, 1988). Though there may be disagreements on defining culture universally, researchers tend to agree that culture is of vital importance in an organizational context, whether that organization is a company or a government (Kilmann, Saxton, & Serpa, 1986).

Culture is the collective attitude, intellect, and atmosphere that a community creates for itself. This includes values, traditions, and social norms. Specifically, organizational culture is within a community, group, or business that shares values, follows a code of conduct and standards, and holds its members accountable for their contributions. Organizational culture arises from the goals and mission set out by the company. A negligent culture can provoke and encourage inappropriate behavior between employees. As shown with Uber, organizational culture can become dangerous and harmful to its members if proper standards are not established.

“Culture consists of the symbols, rituals, language, and social dramas that highlight organizational life, including myths, stories, and jargon. It includes the shared meanings associated with the symbols, rituals, and language. Culture combines the philosophy of the firm with beliefs, expectations, and values shared by members. It contains the stories and myths about the company's founder and its current leading figures. 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. An organization's culture determines how it perceives and reacts to the larger environment (Becker, 1982; Schein, 1996). Culture determines the nature

Organizational, occupational and social cultures shape people’s values and affect their communications (Lindsay, Robins, & Terrell, 2003). It appears the overlay of school climate, school or student cultures, and professional cultures provide a unique mix that will affect each of the groups at the school in a different way. According to a 2004 Best Practice Briefs publication by the Michigan State University, campus or school culture can be defined as “shared ideas, assumptions, values, and beliefs that give an organization its identity and standard for expected behaviors” (Tableman & Herron, p. 1). Campus culture is different from campus climate in that campus culture is based on past experience which provides a template for future action on “how we do things in this organization” (p. 1). The Campus Climate Network Group (2002) reported that campus or school climate can be defined..." as the atmosphere or ambience of an organization as perceived by its members" (p. 1).

Culture can be defined as a set of shared values, shared beliefs and customary ways of thinking doing things, which shape and guides the ways of organisational members. Culture is therefore very crucial as it has the ability to influence the processes or the activities of employees and the functioning of the organisation without necessarily imposing measures and control.

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 climate is the feeling of the overall organization. Glisson (2015) refers to leadership as meeting the need of its members play a huge role in the climate. The leadership behavior determines all staff and the culture of the organization. Also, the organizational climate plays a role in relationships among staff. If the leaders within the organization have discord than it will reflect in all staff (Hemmelgarn, 2006). Task oriented jobs play role in both retention and how one feel regarding the organization. If the climate of the organization is not designed to allow the DCW to be involved in the decision making process of patient care, it will decrease motivation, job satisfaction, and increase retention (Riggs & Rantz, 2001).

Organisational culture describes the values, beliefs and behaviours which provide norms for the environment of an organisation (Anon., 2012). The culture of an organisation sets out to provide structure for employees within a business and often culture shows to be a strong factor in certain organisations. Edgar Schein, a culture theorist explains that the definition of organizational culture must be general otherwise factors may be eliminated which may contribute to culture within a business. (Anon., 2007). Culture impacts on the working procedures in which a business performs and effects the way in which the organisation is run on a daily basis.

1- Based on the definition of Ricky W. Griffin, Michael W. Pustay in their book international business a managerial perspective in chapter four they defined culture in saying, culture is the collection of attitudes, beliefs, values, customs, and behaviors that distinguish one society from another. A society’s culture decides the rules that govern how firms operate in the society. many characteristics of culture are worth noting for their relevance to international business.

It is the ability to develop a climate conducive to building a positive attitude in the organization.

Culture within an organisation is a system of shared values, beliefs and norms of individuals in the organisation and how the value consensus creates a way in which people behave. The shared values have a strong influence on the individuals in the organisation and dictates how a person acts, dresses and performs in their job. A unique culture is developed and maintained by an organisation which provides guidelines and boundaries, through informal means, for the behaviour of the people within the organisation.

In the United States culture and environmental factors rather psychology and personal characteristics. The nature of religion, belief, practice, and values, collectively describe lives, religion assist with explanation of life and provides salvation human existence and during inequalities. It will remain strong featured because it supply power, peace, fulfillment, prepare, protects strengthen, promote, build and restore family, relationships, and marriage. It’s also been a moral conscious awareness of emotion, language, and cosmology. I disagree when people with a belief or religion undermined nonbelievers or atheist by condemnation. I believe historical religion and prophecy. I’m positive that religion will remain because mental, physically

Geography influences culture in many ways. A civilizations geography determines what kind of god(s) they believe in as well as influences from other cultures. These features provide a stepping stone for cultures that are solely based on geography.

Group climate consists of the overall sentiment that is displayed within a group. This includes the aspects of honesty, openness, consistency and respect according to “Teamwork” by Lefasto and Larson. When evaluating the characteristics of group climate in a team, the most prevalent component to examine is trust. Trust yields respect, acknowledgement, cohesiveness, a bridge between cultural differences and above all else, sensitivity to ideas being expressed so a consensus can be reached. However, as pointed out by “Teamwork”, trust is extremely fragile. If trust can be maintained and not breached, a team has defeated one of the few obstacles that inhibit the team from attaining their ultimate goal. This is because trust

Hofstede (2003) defined culture as "the collective programming of the mind that distinguishes the members of one group or category of people from another". Corporate culture refers to the intangible aspects of companies, including the interactions at an interpersonal level, and values, morals and ethics which permeate the way that decisions are made and polices are implemented (Buchanan & Huczynski, 2011). Just as when one undertakes international travel, and sees different cultures where there are different attitudes and traditions, one can also observe different