Culture is defined as “the customs, the ideas and social behaviour of a particular people or society” (Oxford, 2012). An organization is composed of members from different cultures, societies, religion, beliefs, values and ideas. Thus we can say that culture is a part of organization or an organization has culture in it. Organizational culture is an attribute of any organization, comprising of its member’s “shared values, beliefs, symbols and decision”. (Buchanan and Huczynski, 2010).It influences inter as well as the intra behaviour of the members, clients and stakeholders. Organizational culture can be viewed as the contingent interest of a group of people or organization itself or can be viewed as something within each individual. The principle study of culture by executives can foster them with advance tool of control over the organization. An executive should possess the knowledge of principles and practices that influence the culture, so as to manage the organizational culture or to have influential role. If an executive has a good control over the organizational culture, it would consequently result in generating revenues for the organization. As organizational culture, work performance and job satisfaction are inter-related. Organizational Culture
There are mainly four types of organizational culture according to (Harrison 1987) which are basically based on Hofstede’s works on national cultures (Hofstede’s 1980), which also can be linked with the management style (Pheysey, 1993). The first being Role culture, in this the employees perform their job as a loyalty towards the organization. Second being, Power Culture, call it the fear of a powerful person or penalty that leads to the performance of the work by the employees of the organization. Third being, Achievement Culture, it is a reward system that motivates the employees to achieve the target. And the last being Support Culture, in this the...
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