What Is Organizational Culture And Discuss Factors Associated With Understanding An Organization Is Its Success

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 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,

Knowing the Type of personnel as tool of self assessment for leader is very important because by determining what characteristics will make for effective job performance, it can aid in personnel selections by increasing understanding of how personality and job characteristics interact it can result in better hiring, promotion decision and by providing insights into personality development it can help to anticipate, recognize and prevent to operate costly defenses by organizational members.

Organizational behavior entails the study of individual and also group performance and their interactions and ability to work in groups. It aims at identifying major problems that affects performance within the teams to work together, in a bid to develop a more efficient business operation (Hiriyappa, 2009). It relies heavily on organizational cultures since they reflect how organizations behave

Organizational culture comprises the fundamental values, assumptions, and beliefs held in common by members of an organization (O’Hagan, & Persaud, 2009). What is known is that employees often impart the organizational culture to their colleagues whereupon the culture effects how employees relate to one another and their work environment. What can be said is that the development of an organization’s culture is dependent on elements such as structure, change and policies (Urrabazo, 2006). Furthermore, according to Griffin, Moorhead and Gregory (2009), it is recognized that employee’s behaviours and attitudes can be influenced in a

Personality traits reflect people’s characteristic patterns of thoughts, feelings, and behaviors. Motivation is a factor that is highly dependent upon personality and because of this, managers must be able to recognize and respond to the different traits. Personality has been studied extensively throughout the years and researchers have found five distinct personality traits that are most relevant to organization; agreeableness, conscientiousness, neuroticism, extraversion and openness. Because of the way personality influences a person’s performance, these are

Organizational culture is the lived experience of organizational members that consist of values, beliefs, and ways of behaving and communicating (Dainton and Zelley). According to Michael D. Watkins in his article, “What is Organizational Culture? And Why Should We Care?” he explains that while every one knows that Organizational culture exist “there is little consensus on what organizational culture actually is, never mind how it influences behavior and whether it is something leaders can change” (Watkins). Watkins started a discussion on LinkedIn to see what people believed organizational culture was. Some responses consisted of “Culture is how organizations do things” and “Organizational culture is the sum of values and rituals which serve as ‘glue’ to integrate the members of the organization”. As a senior at Suffolk I have seen many ways in which our school tries to promote organizational culture but unfortunately in reality it fail’s to do so.

Organizational cultures develop over time thus the need to adopt and integrate valuable components towards realization of effective and efficient development of the organizational cultures. Understanding of the organizational culture is an essential aspect towards the achievement of quality culture with the aim of enhancing the output and development of the teams. In understanding organizational culture, it is critical to evaluate factors affecting the development of organizational culture within the context of an organization. Some of the critical factors influencing the development of organizational culture include purpose, processes, history, goals, objectives, size, social, and economic factors.

Behavior is a key factor in the performance and effectiveness of a team in the workplace. The ability to detect warning signs of conflicting personalities is beneficial in a strong team. Business owners should work with an employee's personality and behavior to promote a positive and profitable work environment. Creating a focused, directed, and engaged team will build the connection between communication and personality styles instead of working against it. Once a successful team is built, owners should learn how to cultivate them and develop strategies to best combine different personalities to maximize productivity.

This is a problem, because without a reliable definition (or definitions) of culture, we cannot understand its connections to other key elements of the organization. Nor can we develop adequate approaches to analyzing, preserving and molding cultures. If we can define what organizational culture is, it gives us an understanding on how to help solve problems and even to create and evolve better cultures

In this assignment we introduce the idea that the organizational culture is the personality of an organization which can be defined, measured, sustained and changed and have an important impact on an organization's effectiveness.

Each of us has its own unique personality. Personality is individual differences in characteristic patterns of thinking, feeling and behaving. Personality can be affected by our genes, environment and upbringing. Our behavior is greatly affected by our personality.

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.

The study of organisational culture is important and significant because it helps shape right decisions for the organisation and outlines the behavioural expectations from employees and also helps them interact with each other. Organisational culture also helps individual employees, groups and the organisation as a whole to manage the assigned work and tasks and meet deadlines. The attitude of stake holders towards the organisation, the organisations ability to accept change and the efficiency of work within the organisation is well understood with the study of organisational culture (Kenneth Desson & Joseph Clouthier, 2010)

Judge et al. (2008) in the article, the contribution of personality to organizational behavior and psychology, points out four areas that need more attention in terms of future research. He claims that we can be victims of the success that we achieve. He observes the success of researchers in studying the major personality traits and expresses that it could be a stumbling block to further studies concerning narrower and broader personality traits. He acknowledges that it may be hard to establish whether such research would be useful in