Research Theme for Buss4 2013

Workplace culture is the way your company operates and the personality it possesses. A Forbes article stated three ways to

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 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.

Task is one of the 4 different types of culture. This is when the businesses focus on smaller projects with smaller teams of their employees

Organizational culture is a way to describe the collective behavior within an organization, the values, norms, language, symbols, status, and beliefs and habits. We can also view organizational behavior as the collection of behaviors within an organization that cause those members to perceive their organization and others. In fact, organizational culture affects the way individuals and groups interact with each other, clients, stakeholders and the public. Because people are so individualistic, it would stand to reason that each organization would have a unique culture, or even group of cultures based on location or department/focus.

Organization culture is a system of mutual assumptions, values and beliefs that controls how people are treated in an organization. The values which are shared have powerful impression and influence on the people of organization and provide order, for example, how to dress properly, how to act and perform their duties. Most organizations develop and maintain a special kind of culture. This provides information about rules and regulations as well as restriction of their behaviour (McLaughlin, 2013). Even Organizational culture has such a great impact from last few decades in the better understanding and practice of organizational behaviour. Every organization knows from its culture which depends on its strength and it can also have a

The CEO shows that her main culture is role culture. This is because her business philosophy is “people matter most”. She believes that the individual and team performance will determine the Company’s success, and improve its future profitability and growth.

Furthermore, there are also some interrelated dimensions and characteristics in culture. There are ten features of behavioral and structural dimension suggested by Robbins (1990). The ten features of organizational culture can be listed as individual initiative, risk tolerance, direction, communication patterns, reward system, control, integration, conflict tolerance, management support and lastly identity. All of these ten features of organizational culture describe specifically how culture among members can be developed from an individual up to the organizational

Organizational culture is an idea in the field of organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization."[1] 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. Although it’s difficult to get consensus about the

Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act and perform their jobs. Many would ask how culture shapes an organization; in the following paragraph I will explain different views of organizational culture of various people. Culture is powerfully shaped by incentives. The best predictor of what people will do is what they are incentivized to do. Culture is a process of “sense-making” in organizations. Sense-making has been defined as “a collaborative process of creating shared awareness and understanding out of different individuals’ perspectives and

Organizational culture, according to Cristian-Liviu, V. (2013) can be defined as a system of shared values, representing the company’s most important elements, and beliefs, representing the way in which thing are done inside the company, that shape the employees, the organizational structure and control systems, in order to produce commonly accepted behavioural norms. Moreover, the way in which people behave is influenced by the ideologies, symbols and core values shared throughout the company.

Culture represents the beliefs, ideologies, policies, practices of an organization. It gives the employees a sense of direction and also controls the way they behave with each other. The work culture brings all the employees on a common platform and unites them at the workplace.

In detail, how organizational culture impacts people and organizational outcomes begins with developing a model of effectiveness. As we have discussed in earlier work, trait theory in leadership, the four traits of organizational cultures are adaptability, consistency, involvement and mission. “Two of the traits, involvement and adaptability, are indicators of flexibility, openness, and responsiveness, and were strong predictors of growth. The other two traits, consistency and mission, are indicators of integration, direction, and vision, and were better predictors of profitability. Each of the four traits were also significant predictors of other effectiveness criteria such as quality, employee satisfaction, and overall performance.” (Banto). These traits represent the culture that breed’s success for an organization; As stated above each trait plays a significant role in organizations; beginning with a mission- it informs a collective identity that influences the group to communicate and understand the goal for the organization. Next, adaptability, which prescribes behavior that is made cleared to each group member the “do’s and don’ts” by knowing the policies for the situation at hand. As we continue, consistency, which helps the group, work together to meet the vision of the direction of the organization. Lastly, involvement, being accountable for the role given, it provides structure with in-group that creates trust and develops motivation with each person to

* Organizational Culture is the 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

The organizational culture helps to keep their workers motivated and engaged in different working tasks. This keeps the employees loyal and sincere to their companies. When the workers consider themselves an important part of the company and consider their work crucial then they feel loyal and sincere towards their company and they feel urged to contribute their role in the company’s success. The sense of accomplishment further motivates them to play a role in organization success.