Attempts to build models of organizational culture inevitably throw up the issue of how to bring meaning to the concept of culture itself
(i) Outline your understanding of the concept
Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. In general terms, organizational culture is the collective behavior of humans that are part of an organization. It is also formed by the organization values, visions, norms, working language, systems, and symbols, and it includes 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 interact with each other, with clients, and with stakeholders. From the definition, we can identify the characteristics of organizational culture. Firstly, culture of an organization is always unique and special. Different organizations are formed by different people; all the people have their own working ways and their own behaviors. Even a same group of people would form different organizations, their thinking are also changed by the time and environment. Therefore, the culture of different organizations will not be the same. Secondly, organizational culture can be inherited. New organizational members may not have the same behavior and thinking with his or her senior members, but if the new one would like to survive in the organization, he must force himself to get used to the new environment and new system. Otherwise, he will be isolated and supplanted from the organization. In the long run, if new members get used to the culture, they will be loyal guards of the culture too. Ravasi and Schultz (2006) stated that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. At the same time, although a company may have its "own unique culture", in larger organizations, there is a diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team. The organizational culture may also have negative and positive aspects. Why an organization should have its own culture? We believe that the same sense of worth can make every member in the organization achieve their self-worth, and be motivated to contribute more to the origination. Organizational culture can also help to define the goal of organization, and direct every member in the organization to achieve the goal. Besides that, organization culture is also a good tool to keep everyone in the organization within bounds. The boundaries must be obeyed by both management and employees, and it helps the management to control and manage the organization easily. Lastly, organizational culture can make all the members cohesive. Due to the same behavior and standard of conduct, everyone in the organization can take the organization as their own business. Moreover, a good culture can make everybody treat each other as their family member.
(ii) Indicate your views on the creation and development of culture (Song Chun Hui) On behalf of Robbins and Judge (2012), culture creation occurs in three ways. Firstly, founders hire and keep only employees who think and feel the same way they do. Secondly, they indoctrinate and socialize these employees to their way of thinking and feeling. And finally, the founders’ own behavior encourages employees to identify with them and internalize their beliefs, values, and assumptions. When the organization succeeds, the founder’s personality becomes embedded in the culture. Every individual in an organization has his or her own way to solve problems. When we work together with others, we must find some common points we have, so that we can have a good team work, and reduce the conflicts with others. In the...
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