Organizational Culture Shapes And Controls Behavior Within The Organization

Organizational culture shapes and reinforces certain employee attitudes and behaviors by creating a system of control over employees.

According to The Journal for Quality and Participation, "a company's culture is embedded in its DNA." With that being said, establishing a productive organizational culture is a crucial component to the success of the company, even before they are in business. In a nutshell, "organizational culture is a system of shared assumptions....which governs how people how people behave in a culture." When employees of a company are aware of what is expected and accepted, they are more likely to perform their jobs according to those set standards. Whether it be how they dress, speak, or respond to diversity, each area in an organization is highly affected by the culture. Due to the fact that organizational culture is what ultimately

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,

The impact of culture is very important when it comes to attempting and achieving personal goals and business goals. Organizational cultures are the characteristics that are based on morals, values, traditions and personnel behavior. Values are very important because people act out upon his or her values, and values channel behavior. Saying and doing the right thing are two different things and if managers are trying to set the culture they have to set the example. Physical manifestations such as ethical codes or written rules are some ways the organization reflects its values. General Electric, Lockheed Martin, Haliburton Company, Corporate Express, ACH Foods and Whole Foods are corporations that strive to

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.

An organization’s culture shapes the attitudes and behaviors of its employees by defining boundaries, providing a sense of identity and stability. It also establishes a standard in regards to what employees should say and do. Culture can be transmitted via stories, rituals, material symbols and language. Culture within an organization is no exception.

Culture plays an important role in any organization, as it impacts the way it is run. This includes how employees and managers interact with each other and with customers (Mats, 2002, pg.

OPENNESS. Openness can be defined as a spontaneous expression of feelings and thoughts, and the sharing of these without defensiveness. Openness is in both directions, receiving and giving. Both these may relate to ideas (including suggestions), feedback (including criticism), and feelings. For example, openness means receiving without reservation, and taking steps to encourage more feedback and suggestions from customers, colleagues and others. Similarly, it means giving, without hesitation, ideas, information, feedback, feelings, etc. Openness may also mean spatial openness, in terms of accessibility. Installing internal E-mailing may be a step in this direction: everyone having a computer terminal has access to information which he may

The culture of an organization sets the tone for any work environment. Human resources and organizational culture works best together when an organization realizes if a potential employee is the best fit for the organization’s culture. However, the prospective employee must understand and realize if they are the best fit for the organization’s culture. Organizational culture relies on practices of the organization and how it affects the employee; it is the environment of the workplace. “Leaders first create culture when they create groups and organizations; once culture exists, they determine the criteria for leadership roles and from there, will determine who is capable of being leaders” (Schein, 2004, p. 311). Business professor, David

Intelligent, thoughtful people can form into organizations that are unproductive and ineffective in relation to their stated missions. This happens often and frequently, and there are many reasons why such a case can occur. This essay will discuss two possible reasons for such ineffectiveness and lack of productivity. Firstly, organizations may have an overall structure that is not conducive to success in relation to their mission. Secondly, the organizational culture affects the organization in such a negative way that the mission becomes clouded in the eyes of many employees and managers.

Businesses do not exist in a vacuum. It is hard to even imagine one that is completely isolated from external input. In fact, they are constantly subjected to influence from both the outside and the inside. In open systems, a relationship exists between a business and its surroundings in which awareness of that constant input and output is vital. In order for a startup company like Everyday Indulgence to move forward strategically and become successfully established, its leadership must identify and consider both internal and external environments.

Culture exists in all organisations whether it is in a small organisation or a big multinational organisation. Between organisations, culture may differ based on national cultures and time zones and this is what creates a different identity in each organisation. “Culture always mirrors the mutual perception that comes from the lessons people learn as they adapt and survive together over time. Thousands of interlocking routines interweaved together the fabric of the firm and translate timeless knowledge into timely action on a daily basis” Hooijberg, R., Lane, N. and Lief, C. (2012). The culture of an organization represents predefined policies/practices, which guides the employees on how things are usually done and what to prioritise

Culture of an organization is driven from the upper-management team all the way down to the lowest employees of a company and can typically be derived from a vision and mission statement of a company. When the upper-management team takes the time to come up with and clearly convey the beliefs and values of the company they will be rewarded with strong company cultures; conversely they will have a very negative culture if they do not. Southwest Airlines, for example, has an extremely strong, positive, fun company culture which is very much driven from upper-management members, namely President Colleen Barrett, and this culture is carried on by virtually every employee of the airline. Outsiders easily notice this very powerful culture because it always leaves an excellent, positive impression of the company.

Organizational culture affects corporate performance. Corporate culture is a deeply embedded form of social control that influences employee decisions and behavior. Culture is persistent and operates unintentionally. It is an automatic pilot directing employees in ways that are consistent with organizational expectations. Corporate culture assists the sense-making process. It helps employee understand organizational events. Employee can communicate more efficiently and reach higher level of cooperation with each other because they share common mental models of

An organization’s culture is the foundation of everything that goes on in the company. It is basically the personality of the organization. Culture is built over time and is an important element of an organization’s reputation. Who wants to work for a company whose culture reflects that they do not care about their employees? Fortune 500 companies have the distinction of turning high profits and the distinction of high employee satisfaction.