Organisation Culture - Important Determinant of Organisation Success

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Culture encompasses the values, beliefs, attitudes and behaviour of an organisation. Culture is how things get done in organisations. It is an intangible asset and a 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.

Here, organizational values are beliefs and ideas, about, what kinds of goals members of an organization should pursue and the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develops organizational norms, guidelines or expectations that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another.

Culture as learning
'A pattern of shared basic assumptions that a group learned as it solved it problems of basic adaptation and integration that has worked well enough to be considered valid and therefore to be taught to new members as the best way to percieve , think and feel in relation to those problems'

-It is also a well-known factthat an organisation’s culture shapes its learning orientation. It is therefore important to understand the cultural aspects of the organisation.

Organisation culture as an important determinant of organisation sucess:

Organizational culture is possibly the most critical factor determining an organization's capacity, effectiveness, and longevity. It also contributes significantly to the organization's brand image and brand promise.Organizational Culture creates energy and momentum. The energy will permeate the organization and create a new momentum for success.The above-mentioned relevance of organizational culture supports the proposition that, in this competitive and globalized corporate scenario, there is huge need of organizational development strategy at various workforce departments, as...
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