Organizational culture is the distinctive norms , beliefs, principles and ways of behaving that combine to give each organization its distince character. The different definition of organizational culture a “system of shared meaning held by members, distinguishing the organization from other organization. These two definition suggest that organisal culture distinguishes one organization from another organization. Therefore organizational culture is to an organization what personality is to an individual (Johnson,1990). We have found different type of culture:
POWER CULTURE DIMENSION
Power –oriented culture is a dimension of the organizational culture model. In any given organization there is a need to use power in order to exercise control and influence behavior. Harrison and Stokes define power-oriental structure as “organizational culture that is based on inequality of acces to resources”. This type is characterized by high centralization and law formalization models of operation. ROLE CULTURE DIMENSION
Role –oriented culture “substituting a system of structures and procedures for the naked power of the leader”(Harrison and Stokes). This type focuses mainly on job description and specialization. In other words, work is controlled by procedures and rules that spell out the job description, which is more important than the person who fills the position. ACHIEVEMENT CULTURE DIMENSION
Harrison and Stoke definie this culture as “the aligned culture which lines people up behind a common vision or purpose”. Achievement culture is often referred to task culture ,which entails that organizational members focust on realizing the set purpose and goals of the organization. SUPPORT CULTURE DIMENSION
Harrison and Stokes definie support oriented organizational culture as an “organizational climate that is based on mutual trust between the individual and organization”...