Workplace Culture

Organizational culture is the “values and beliefs that people have about an organization and provides expectations to people about the appropriate way to behave” (Kinicki, 2013, slide 3). Corporates can change Changing organizational culture can be a process using one or more of the eleven strategies, (1) formal statements, (2) slogans & sayings, (3) stories, legend, & myths, (4) leader reactions crises, (5) role modeling, training, & coaching, (6) physical design, (7) rewards, titles, promotions, & bonuses, (8) organizational goals & performance criteria, (9) measurable & controllable activities, (10) organizational structure, and (11) organizational systems & procedures (Kinicki & Williams, 2013, p. 236-137). Like stated before organizations

Culture is an observable, powerful force in any organization. “Made up of its members’ shared values, beliefs, symbols, and behaviors, culture guides individual decisions and actions at the unconscious level. As a result, it can have a potent effect on a company’s well-being and success” (One Page, n.d.).

Shaping attitudes and behaviors within an organization, culture is the underlying values, beliefs, assumptions, and norms that contribute to a unique organizational social structure where members interact, work with each other, and accomplish goals (Daft, 2016; Sergui, 2015).

The culture of a company develops over time through shared experience (Schein, 2004, p. 17) or management attempts to dictate the culture, but the employees must embrace the culture for it to be effective. Interestingly, when describing a culture there are many ways to define how things feel within the company, however, this is not an objective evaluation but instead subjective. “Culture is not primarily ‘inside’ people’s heads, but somewhere ‘between’ the heads of a group of people where symbols and meanings are publicly expressed (Alvesson, 2002, p. 4).” Some might describe the company’s climate, philosophy, values, or habits, although no hard and fast method of evaluation pins down a company’s culture by impartial means (Robbins & Judge, 2009, p. 554). Just as companies grow, so can their culture; what began, as an innovative, individualist, growth driven environment, may become a team based, highly skilled, ritualized environment as changes in the company dictate shifts in management and employees.

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

Culture within an organisation is a system of shared values, beliefs and norms of individuals in the organisation and how the value consensus creates a way in which people behave. The shared values have a strong influence on the individuals in the organisation and dictates how a person acts, dresses and performs in their job. A unique culture is developed and maintained by an organisation which provides guidelines and boundaries, through informal means, for the behaviour of the people within the organisation.

Culture is the values, understanding and norms that members of an organization share. Nobody in a leadership position goes in with the attitude that they want build a negative environment, but sometimes underlining issues can derail good intentions.

Organizational culture can be values, beliefs and norms which define how members think, feel and behave. More specifically, organizational culture is defined as shared philosophies, ideologies, beliefs, feelings, assumptions, expectations, attitudes, norms, and values (Schein, 2011). It is important to understand organizational culture has tremendous influence on its members, their views of the workplace, their efforts and their productivity. Culture is created by leaders, members and the environment in which the organization finds itself in. However, I believe it is primary the leadership’s responsibility to uphold the standards of a positive culture. As leaders, we must understand the culture we’ve created and how to maintain it or improve it. The Debra Woog McGinty and Nicole C. Moss corporate survey exhibited I’m in an Established/Stable culture.

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.

Organizational culture is “a system of shared assumptions, values, and beliefs”, which direct how people perform in an organization. This culture has a strong influence on people’s behavior including how they dress, act, and perform their jobs. It also provides guidelines and boundaries for the behavior of the members of the organization.

Every organization operates and functions in a different way. Rather it be the employees, the structure, or the products and services they provide, each organization will have their own unique way of performing tasks and reaching their goals. All organizations have a set of values and norms by which they go by, which sets them apart from other organizations. These values and norms are part of an organization’s culture. According to the textbook, organizational culture is “the set of shared values and norms that control organizational members’ interactions with each other and with suppliers, customers, and other people outside the organization” (pg. 179). Culture is one of the key ways an organization can increase its effectiveness. Organizational culture shapes and controls behavior within the organization. It influences how people respond to a situation and how they interpret the environment surrounding the organization. Therefore, an organization’s culture directly affects its performance and position within the competitive environment. With that being said, an organization with a well-established culture will tend to be more successful than an organization with a poor culture. Employees often spend 40 hours or more per week at their work place, which means organizational culture not only affects their work lives, but their personal lives as well. In attempt to better understand organizational culture, I will take a look at Chick-fil-A, a fast food restaurant

Many different types of culture exist in businesses today. Certain cultures encourage employees to work and grow together as a family—thereby creating unity. Others may place emphasis on higher ranking employees, which leaves those at the

As a leader and a follower, I believe that in order to promote organizational culture change, three essentials should be kept in mind. First, culture change should be tied to organizational business goals and, going forward, be linked to key organizational strategies. Second, throughout the process, the use of feedback mechanisms provides information to evaluate what is working and what needs to be improved. Third, by communicating regular updates to management and employees about the progress and benefits of the organizational change initiative, Human Resource's can continue to keep the workforce engaged throughout the cultural

As the organization 's culture matures, employees will learn the pivotal values and norms from the organization 's formal socialization practices and from the signs, symbols, stories, rites, ceremonies and organizational language that develop informally. Organizational culture is shaped by the interaction of four main factors: the personal and professional characteristics of people within the organization, organizational ethics, the nature of employment relationship, and the design of its organizational structure. These factors work together to produce different cultures in different organizations and cause changes in culture over time.

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.