Premium Essay

Define an Organizational Culture. How Can an Organizational Culture Formed? Is It Strong Culture Necessarily Good? Are There Any Effective Ways to Develop an Organizational Culture?

In: Business and Management

Submitted By aaacat
Words 1242
Pages 5
Organizational culture is about the values, principles, behavior and attitudes that the leaders act and advice is trying to affect the employees at the same way. As long as the policies permeate into the workplace and the employees get used to it, it means that what everyone is doing is the same, sharing the same belief and having the same aim as well in order to build up the organization’s essential being and assumption.

Organizational culture can be formed by three parts which is behavior, values and beliefs and assumptions. Yet, heroes, stories and slogans have also played the important roles in this three parts.

To begin with, behavior is about what kind of actions that people are taking. Before using policies to limit employees’ action, the must be two important parts which is heroes and stories to influence workers’ behavior first. For example, the founder of Facebook- Mark Zuckerberg, the first aim of creating the Facebook was just wanted to provide a friends-making-platform for the students. So, we can see that Facebook becomes the most popular friends-making website is an accident. As the founder and mainly users of Facebook are teenagers, the employees must be creative and open minded in order to keep updating, changing and giving surprises so as what the founder did. On the other hand, policies can affect the employees’ action directly. For instance, every chain companies have their own dress code for the employees to follow, there are rules that workers must keep an eye on and so on. These are most common policies that can affect workers’ behavior and unite the action.

Values and beliefs are the second level of forming the organizational culture. It means that each individual’s membership in the workplace should have the same faith and value. So, the slogan can always remind the key values to the employees. Let’s take the slogan of Apple- think…...

Similar Documents

Premium Essay

Organizational Culture

...C H A P T E R Organizational Culture Learning Objectives After reading this chapter, you should be able to: • Describe the elements of organizational culture. • Discuss the importance of organizational subcultures. • List four categories of artifacts through which corporate culture is communicated. • Identify three functions of organizational culture. • Discuss the conditions under which cultural strength improves corporate performance. • Discuss the effect of organizational culture on business ethics. • Compare and contrast four strategies for merging organizational cultures. • Identify five strategies to strengthen an organization’s culture. 16 S I X T E E N 496 T o an outsider, PeopleSoft is one of the loopiest places on the planet. The Pleasanton, California, business management software company has nerf ball shootouts and minigolf tournaments in the hallways. Dress-down day is every day of the week. A white collar is usually a T-shirt. The bagels and gourmet coffee are free. Having fun is so ingrained that many employees—called PeoplePeople—say it’s the best place to have a bad day. PeopleSoft also values egalitarianism— treating everyone with respect and minimal status differences. Executives don’t have secretaries, special perks, or grandiose offices. “Don’t kiss up and slap down,” PeopleSoft cofounder Dave Duffield reminds everyone. In other words, give the bagel delivery guy the same respect as the company president. PeopleSoft is also extreme......

Words: 12145 - Pages: 49

Premium Essay

Organizational Culture

...Types of the Organizational Culture There are the four types of organizational culture. Most companies will fall into one of the following categories. Understanding these organizational types will help in analyzing each company and the organizational culture appropriate for each one. One type of organizational culture is the "tough-guy culture" or "macho culture." One of the most common aspects of the tough-guy or macho culture is the quick feedback and high rewards. The pace can be break neck at times, but the obvious reward of the action is seen very quickly. From a corporate stand point, this type of organizational culture will be most often associated with really fast financial activities, such as currency trading, and brokerage. This can also apply to organizations such as a police force, or an individual athlete on a sports team. If a receiver catches a touchdown pass, you see the impact right away. This tends to be a stressful type of organizational culture that requires a certain mentality to thrive and succeed (Management Heaven, 2007). Another type of organizational culture is the "work hard/play hard" organizational culture. This type of an organizational culture that doesn't take a lot of risks, but it does take a few, and all receive fast feedback. This is something most likely to be seen in a very large company which is dependent on strong customer service. This type of organizational culture is often characterized by multiple team meetings (Management Heaven...

Words: 1208 - Pages: 5

Premium Essay

Organizational Culture

...Organizational culture is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Ravasi and Schultz (2006) state that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. At the same time although a company may have "own unique culture", in larger organizations, there is a diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team. The organizational culture may also have negative and positive aspects. Hofstede (1980) looked for global differences between over 100,000 of IBM's employees in 50 different countries and three regions of the world, in an attempt to find aspects of culture that might influence business behavior. He suggested about cultural differences existing in regions and nations, and the importance of international awareness and multiculturalism for the own cultural introspection. Cultural differences reflect differences in......

Words: 1628 - Pages: 7

Premium Essay

Organizational Culture

...Organizational Culture is the set of shared values and beliefs that underlie a company’s identity. It is basically the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments. The organizational culture being followed at any organization is a picture of how and what their leaders are doing. The leadership style determines the type of organizational culture. Under different leadership styles we have got different organizational cultures. Fashion Inc fostered an open culture and by large it has succeeded in doing so. All employees were well integrated into the system and each individual and his/her thoughts were considered important. It promoted a rational approach to work where there are proper guidelines and procedures. Any problem with the employee be it work related or personal was listened to and the boss tried their best to give solution to the problem. Top management encouraged a supportive culture to provide a satisfying work environment for employees so they can deliver their best. Employees were delegated through their work and the boss worked with the employees side by side. Managers often fail to appreciate how profoundly the organizational climate can influence financial results. It can account for a nearly third of financial performance. Organizational climate in turn is, influenced by leadership style- by the way managers motivate direct reports,......

Words: 1723 - Pages: 7

Premium Essay

Organizational Culture

...Letter of Transmittal 14th August, 2011 Abdullah-Al Jamil Lecturer of Southeast University, Bangladesh Subject: Letter of Transmittal   Sir, It is great pleasure to submit an assignment on “Organizational Culture in Prime Bank" as the fulfillment of the partial requirement of our course Organizational Theory. This assignment is done to find how organizational culture operating in Bangladesh. We are working on bank we find how employee maintains, protect and stay in the culture. This assignment has helped us to find Prime Bank employees are happy with their culture. We sincerely hope that you will enjoy reading this assignment as much as we enjoyed it writing. If you need any further clarification interpreting our analysis please feel free to ask. Md. Mashfiqul Alam (2008010000192) Sharmin Akter (2008010000135) Mehbuba Sultana (2008010000201) Kh.Tajibul Haque Naeem (2008010000187) Shayan Md. Reza (2007010000200) Southeast University. [pic] “We dedicate our assignment efforts to our respectable teachers who taught and hold our hands on several occasions to complete such complicated and lengthy assignment”. Acknowledgement We would like to express gratitude to the almighty Allah for special blessing in completing it. We would like to thank Mr. Abdullah-Al Jamil our faculty who has supported us, assisted us and guided us through the preparation of this assignment. He has been patient and understanding of...

Words: 6065 - Pages: 25

Premium Essay

Organizational Culture

...Organizational Culture Danielle Patton Organizational Behavior Introduction Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members.   It includes routine behaviors, norms, dominant values, and a feeling or climate conveyed.   The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together, and enhance their performance. There seems to be a widely held misconception that throughout an organization or within a specific division there is only one uniform culture that exists. This definition does not seem adequate because it fails to recognize that in many organizations there are quite often groups that are unique of the dominant culture.   They may have values that are not consistent, or outwardly reject the culture as a whole, yet at the same time they are still able to maintain their position within the firm. In addition, it has been a personal experience that in many organizations strong organizational culture can in fact be negative, and in fact actually damage the performance of their employees.   The perception is due to the fact that in many organizations the culture can act as a barrier to the employee to gain status within the organization.   Types of Organization Culture Clan Culture: Clan cultures are more successful when the business environment......

Words: 699 - Pages: 3

Free Essay

Culture and Organizational

...Organizational Culture and Leadership Defined California University of Management and Sciences Part III Case Study Professor Victor Hernandez MBA Chih-Min Liao 2014/8/29 Table of content CH.12 HOW CULTURE EMERGES IN NEW GROUPS------------------------------------------3 Introduction---------------------------------------------------------------------------------------3 Group Formation through Originating and Marker Events--------------------------------3 Stages of Group Evolution----------------------------------------------------------------------5 Conclusions---------------------------------------------------------------------------------------6 Ch.13 How Founders/Leaders Create Organizational Cultures------------------------------------7 Introduction --------------------------------------------------------------------------------------7 Culture Beginnings through Founder/Leader------------------------------------------------7 Example of Culture Evolution------------------------------------------------------------------9 Conclusions--------------------------------------------------------------------------------------13 CH14. How Leaders Embed and Transmit Culture--------------------------------------------------14 Primary Embedding Mechanisms--------------------------------------------------------------15 What Leaders Pay Attention to, Measure, and Control-------------------------------------15 Leader Reactions to Critical Incidents......

Words: 9701 - Pages: 39

Premium Essay

Organizational Culture

...Organizational culture is a system of shared beliefs & attitudes that develop within an organization & guides the behavior of its members. It is also known as "corporate culture", & has a major impact on the performance of organization & especially on the quality of work life experienced by the employees. Organizational culture "consists of the norms, values & rules of conduct of an organization as well as management styles, priorities, beliefs & inter-personal behaviors. Together they create a climate that influences how well people communicate, plan & make decisions". CONCEPT OF ORGANIZATIONAL CULTURE: - Culture consists of beliefs & behavior. It is cultivated behavior in the sense that it is learnt from the other members of the society. Organizational culture is the totality of beliefs, customs, traditions & values shared by the members of the organization. Organizational culture stress on sharing of norms & values that guide the organizational members' behavior. These norms & values are clear guidelines as to how employees are to behave within the organization& their expected code of conduct outside the organization. NATURE OF ORGANIZATIONAL CULTURE:- The main features of organizational culture are as follows:- 1. Like an individual, every organization has its own personality. 2. The personality of the organization defines the internal environment of an organization. 3. It differentiates an organization from the others. 4. It is relatively enduring......

Words: 3378 - Pages: 14

Premium Essay

Organizational Culture

...Organizational culture (OC) is a noticeable force in any organization. Created by the employees shared values, beliefs, work habits, and actions. The organizational culture (OC) leads individual decisions and actions unconsciously. As a result, it can have a powerful effect on a company’s well-being and success. There are three insights for organizational cultures that can affect the outcome of the organization in question. Among these insights are passive/defensive culture, constructive culture, and the aggressive/defensive culture. According to (Hunt , Osborn & Schermerhorn, 2008) “Among these three types of organizational cultures, the constructive culture would be most associated with high-performance organizations. In constructive cultures, researchers find that people tend to work with greater motivation, satisfaction, teamwork, and performance. In passive/defensive and aggressive/defensive cultures, motivation tends to be lower and work attitudes less positive.” Many believe that culture creates a common ground for team members to relate to. Organizational culture creates a common ground for team members. This culture provides a sense of direction so that all team members know what is expected. It contributes to a sense of teamwork and unity. A culture can be a trademark and vision that a company can relate to. “Organizational behavior (OB) is the study of human behavior in organizations. It is an academic discipline devoted to understanding individual...

Words: 825 - Pages: 4

Premium Essay

Organizational Culture

...“Term Paper on Organizational Culture” Submitted to: Mr. Madan Lal Pradhan Course Instructor Organization Behavior Submitted by: Pratik Shrestha 4th Trimester, Section B Email Address: pratik.sth@gmail.com Date: September 5th, 2014 Organizational culture is a widely used term but one that seems to give rise to a degree of ambiguity. Watson (2006) emphasizes that the concept of culture originally derived from a metaphor of the organization as ‘something cultivated’. For the past number of decades, most academics and practitioners studying organizations suggest the concept of culture is the climate and practices that organizations develop around their handling of people, or to the promoted values and statement of beliefs of an organization (Schein, 2004). Culture gives organizations a sense of identity and determines, through the organization’s legends, rituals, beliefs, meanings, values, norms and language, the way in which ‘things are done around here’. An organizations’ culture encapsulates what it has been good at and what has worked in the past. These practices can often be accepted without question by long-serving members of an organization. One of the first things a new employee learns is some of the organization’s legends. Legends can stay with an organization and become part of the established way of doing things. Over time the organization will develop ‘norms’ i.e. established (normal) expected behavior patterns within the organization. A norm......

Words: 2476 - Pages: 10

Free Essay

Organizational Culture

...government bodies among others. Every organization may have a culture, what varies is what type of culture the organization in question has (Davidson & Goldberg 2009). The culture may either be good or bad depending also on the organizational objectives and aim. The educational institution in context can be described to be having more of a good culture to happy staffs or employees. The culture depicted by the organization enables it to achieve its mission and visions. Its culture goes along with a number of criteria which it has adopted in order to achieve its aim. These criteria includes, being strategically relevant as the first point. It also is very strong so as to give the employees and the employers the culture to have the morale that is going to spearhead better performance. Other than the already mentioned, the organization in question in respect to its culture also has got an intrinsic ability that enables to adapt to the various changing circumstances. It should be considered that culture in itself impacts most of the organizational life even if we go out to other organizations like the examples that were mentioned in the first paragraphs. The subject organization has got a culture that has a close eye or a close watch when it comes to decision making process. It is very keen on who makes the decision and who the decision is made to, so as to ensure that it does not fail on its mandate in any way. In order for any organization to have success in its......

Words: 1614 - Pages: 7

Premium Essay

Organizational Culture

...Essay Topic: What is Organizational Culture? Discuss the advantages and disadvantages of having a strong culture. Introduction: Organizational culture is a system of shared ideas, values and beliefs, is a widely used term for an uncertainty in terms of estimating the nature of its effectiveness on change variables in an organization. Previously for like decades, nearly all academics and practitioners studying organizations put forward the thought of culture, as the climate and practices that any organizations build up around to deal or handle their people (Schein, 2004). An essential trend in managerial thinking in recent years has been giving confidence to managers to try to create strong organizational cultures (Watson, 2006). Schein (2004) propose that culture and leadership are conceptually intertwined. ‘Statements of values, codes of conduct, principles of public service management and so on set out in rules and regulation are simply rhetoric - or what we now call aspiration statements. Without leadership that is what they will ever be rhetoric. It is our job as administrators, managers and leaders to turn them into reality’ (O’Farrell, 2006. p.8) This study explains why managing culture is vital to successfully boost both organization performances and the public service modernization programmed. More effectively managing culture along with the issues to be addressed in terms of its useful commitment and handle in the public service are delineated. The most......

Words: 1808 - Pages: 8

Free Essay

Organizational Culture

...paper examines the growing phenomenon of organizational culture. What is it? Why is it important? How has it changed and why? How can an organization establish or change their culture? I hope to answer all of these questions and leave people with a better understanding of the concept and what factors create a strong organizational culture in today’s workforce. What is Organizational Culture? Organizational culture is not a new concept. It has been in existence since the emergence of the business world. However, it is only relatively recently that it has been identified, and executives have taken notice and made it a priority. The culture of an organization can be compared to the personality of a human being (Chegini, 2010). Culture is the essence of what an organization represents, who they are, what they stand for, what they believe in, and what is important to them. One of the better, and simpler, definitions of organizational culture I found is “the shared values and assumptions that guide behavior in an organization” (Çakar, 2010). The fundamentals of corporate culture can include a company’s values, employee expectations, customs, factual or mythical organizational history, language, climate, etc. In some cases, organizational culture is designed and employees are encouraged and expected to achieve it. On the other hand, culture may also develop over time from the attitudes and mentalities of employees. An organizational vision and mission statement may......

Words: 3663 - Pages: 15

Free Essay

Organizational Culture

...Organizational Theory and Behavior Organizational Culture & Employee Productivity At most basic level a company’s culture reflects the image that the owner of said company wants the public to view the company as. Workers who genuinely enjoy going to [and/or being at] work are bound to be far more productive and management experience a much lower turnover rate than that of their less than satisfactory work experience counterparts. The previous statement is not only common sense but has been proven to simply be good business sense as well. That entire premise is the backbone behind the theory of organizational culture. In order for one to fully understand how or why one would option to apply the methods of organizational culture in their business one must first understand how the theory of organizational culture works. A corporation’s public image differs from view point to view point. At a company’s most basic level a company’s culture reflects the image that the owner of said company wants the public to view the company. Organizational culture is defines as a system of beliefs and/or mutual vision/thinking that are, not only, shared by members of an organization but new members are indoctrinated in as well. (Daft, 2009). However organizational culture is more than just ideas joted down for a business plan or transferred goals ona mission statement. Organizational culture acts like a central nervous system of a...

Words: 1471 - Pages: 6

Premium Essay

Communication in a Strong Organizational Culture

...successful companies today. It has a strong and positive workplace culture that promotes open communication, teamwork, and excellent customer service. Its mission statement states that the company is “committed to provide our Employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer” (Southwest Airlines, 1988). In his greeting on the company’s website, Gary Kelly, Chairman, President, and CEO of the organization writes that this is what differentiates Southwest from other airlines, and is the major reason for his company’s success. He states that Southwest is defined by its culture, not by its business plan; therefore the attention to the culture must always be maintained (Kelly, 2011). He then continues (2011), “Strong culture is the responsibility of every employee, no matter his or her work title. Culture needs support from Leadership and the Frontline Employees. Without both, it will surely wither” (para. 2). The culture at Southwest Airlines is maintained by “system wide Culture Committee, which comprises representatives from each major work location. They meet quarterly to share ideas on how to keep [the] Culture vibrant and strong” (Kelly, 2011). Also......

Words: 972 - Pages: 4