Organizational
Culture and its Themes
Organizational Culture,
There
are so many definitions and defined many different ways in the literature about
organizational culture.
According
to Lundy and cowling (1996) organizational culture is manifested in the typical
characteristics of the organization. in other words, organizational culture
should be regarded as the right way in which things are done or problems should
be understood in the organization. It is widely accepted that organizational
culture is defined as the deeply rooted values and beliefs that are shared by
personnel in an organization. Commonly known as “the way we do things around
here”
According
to Ogbonnaya (1992) organizational culture is the interweaving of an individual
into a community and the collective programming of the mind that distinguishes
members, it is the values, norms, beliefs, and customs that an individual holds
in common with other members of a social unit or group.
At
the basically culture may be defined as “The way we do things around here “or
“the way we think about things around here”(Williams et al., 1994)
According
to Robert E. Quinn and Kin S. Cameron, the organizational culture is learning
about a group of four parameters,
1.
The Clan culture – The main part is collaboration. Teamwork, communication, and
consensus are the main values of the clan culture.
2. The Adhocracy culture – energy and
creativity is based on this culture. Employees are take risk and leaders are
seen as inventors and entrepreneurs. The core values are based on change and
agility.
3.
The Market culture – the main focus is goal-oriented, with leaders who are
tough and demanding. The main values are market share and profitability.
4.
The Hierarchy culture – these are based on structure and control. The values
include consistency and uniformity.
Cultural Themes,
Cultural Themes,
According
to the British authors Maull Brown and cliff (2001), they have identified four
main themes by taking literature perspective, which are address as follows,
1. Culture is learned entity –
Williams et al., (1994)
2. Culture is viewed as a belief
system – Davids (1984)
3. Culture is seen as a strategy – Bate
(1995)
4. Culture as mental programming – Hofstede
(1980)
References,
References,
Ogbonna, E. (1992).
Managing Organisational Culture: Fantasy or Reality?. Journal of Human Resource Management. Volume 3, Number 2, pp. 42-54.
Williams, A., Dobson,
P. & Walters, M. (1994). Changing Culture: New Organisational Approaches.
(2nd ed). Cromwell Press, Wiltshire.
Williams, A., Dobson,
P. & Walters, M. (1994). Changing Culture: New Organisational Approaches.
(2nd ed). Cromwell Press, Wiltshire.
Runmeetly.com. (2019). The Four Types of
Organizational Culture | Meetly. [online] Available at: https://www.runmeetly.com/four-types-organizational-culture.
Maull,
R., Brown, P. & Cliffe, R. (2001). Organisational culture and quality
improvement. International Journal of Operations & Production Management,
Vol. 21, No. 3, pp. 302-326.
Davis, S.M.
(1984). Managing Corporate Culture. Ballinger, Cambridge, MA.
Bate, P. (1995). Strategies for Cultural Change.
Butterworth-Heinemann, Oxford.
Hofstede, G. (1984). Cultural Consequences:
International Differences in Work Values. Sage, Beverly Hills.
Video Link - https://youtu.be/4cBN8xH-5Qw
Organizational culture is a system of shared values, norms, and assumptions that guides members’ attitudes and behaviors and influences how they perceive and react to their environment. These assumptions are usually taken for granted by organizational members, and are taught to new members as they are socialized into the group. An organization’s culture is reflected in how it gets work done and how employees interact with each other. It takes a long time for a culture to evolve, and a long time to change it. When culture supports business strategy, the firm can become high performing.
ReplyDeleteYour article briefly enumerates the organizational culture theory part. What we would appreciate is application of your basics into the context of your trade.It should open our eyes for new dimensions of HRM.
ReplyDeleteTypes of identified cultures were briefly explained. The challenge here is implementing a better organizational culture to gain a competitive advantage towards an organizational success. The values shared by the employees will play a major role there. Discussion of implementing the theory in a relevant trade would be useful.
ReplyDeleteOrganizational culture in short & sweet.
ReplyDeleteOrganizational culture is manifested in the typical characteristics of the organization, in other words,
ReplyDeleteorganizational culture should be regarded as the right way in which things are done or problems should be understood in
the organization.
During past decades the concepts of organisational culture have been changed significantly, in the modern world , it is emphasized to maintain highly professional culture for the organisation with innovative and attractive trends to retain employees
ReplyDeleteOrganizational culture is very important to any organization & it can clearly effects to organizational performance.
ReplyDelete