August 26, 2010
Organizational Culture and Communication
According to Robbins and Judge, authors of Organizational Behavior textbook, there are seven primary characteristics which combine and summarize the real meaning of an organizational culture: innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability. Organizational culture main course is how employees comprehend the characteristics “not with whether or not they like them” (Robbins & Judge, 2007). Another argument in differentiation among the organizational cultures would be strong versus weak where strong cultures have superior influence on employees’ behavior. The study shows that strong organizational culture has is more productive than weak in growth, profitability, and employee satisfaction. Furthermore, culture within an organization is a social attachment which helps organization to stay together by supplying apposite principles “for what employees should say and do” (Robbins & Judge, 2007). Organizational culture is a control mechanism which forms and directs standpoints and performance of employees. On the contrary, new employees who are fully unfamiliar with organizational culture are expected to disrupt the attitude and norms of organization. To this matter, organization will help new employees to adapt to new culture which is called socialization. A process of going through changes which new employees might experience is called metamorphosis stage. And, when new employee is committed then the outcomes are productivity, commitment, and turnover. I find all the outcomes beneficial to the organizational culture which invests time and effort adapting and to obeying new employee to its own culture. However, no group or organization can exist without communication which must include devolution and the comprehension of...