There are many different definitions of organizational culture. Most of them suggest basically the same principle, that the organization’s culture is the shared values, beliefs and assumptions of how the members should behave. The purpose of the culture is to understand how organizations function and gives meaning to the organizations way of doing things. Culture helps to foster internal integration, bring employees from all levels of the organization much closer together, increases moral, and enhances their performance. Just as personality shapes an individual, organizational culture shapes its members and defines what the organization is willing to do. The goal of the organization should not only emphasize on being profitable but also to ensure that its members are working in a healthy organizational culture. Culture
“Culture generally refers to patterns of human activity and the symbolic structures that give such activities significance and importance”(Culture, n.d.). Culture, formally defined, is “a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way you perceive, think, and feel in relation to those problems”(Schein, 2004). Culture within an organization is formed as the group learns and adapts to its internal and external environment, adopting standard operating procedures (SOP’s), values, beliefs, and assumptions. The responsibility lies with the manager to lead their organization in a way that promotes a positive working culture.
Roles and Responsibilities
There are five key behaviors that can satisfy both what people want, and what organizations need from their leaders to maintain a healthy culture. Leaders must challenge, inspire, enable, model, and encourage their workers. One of the most important things a leader can do for the organizations is to...
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