The Effectiveness of Organizational Culture

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The Effectiveness of Organizational Culture

Abstract

Discuss the effectiveness of organizational behavior in organization. Data was collected from secondary data management book, magazines and management journal research by researchers regarding organization behavior.

1.0Introduction
Organizational culture is complex and complicated it has a significant influence on the performance of an organization. Organization culture also has significantly affected the process and operation of organization. This term paper discuss in deep about “the effectiveness of organizational culture” in organization. Organizational culture can improve organization performance and in the same time make it different than others organization. This term paper focus on culture strength and organization performance, organization culture support company, mission, strategy and policies, strong culture and organizational culture influence organizational change. To shed light on this topic data was collected from secondary data management book, magazines and management journal research by researchers regarding organization behavior.

1.1Organizational Cultural

Culture has been defined as 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 to perceive, think, and feel in relation to those problems (Schein, 1992). The set of important assumptions (often unstated) that members of a community share in common (Sathe, 1985). The sum total of all the shared, taken-for-granted assumptions that a group has learned throughout its history. It is the residue of success (Schein, 1999). Culture has been characterized by many authors as “something to do with the people and unique quality and style of organization” (Kilman et al., 1985), “the way we do things around here” (Deal and Kennedy, 1982), or the “expressive non-rational qualities of an organization”. Organizational culture or corporate culture comprises the attitudes, experiences, beliefs and values of an organization. It has been defined as "the 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. Organizational values are beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develop 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. The beginnings of formal writing on the concept of organizational culture started with Pettigrew (1979). He introduced the anthropological concept of culture and showed how related concepts like “symbolism”, “myth” and “rituals” can be used in organizational analysis. Dandridge et al. (1980) showed how the study of these myths and symbols aid in revealing the “deep structure” of an organization. More recent researchers include Denison and Mishra (1995), Schein (1985a, b), Siehl and Martin (1988, 1990) and Wallach (1983), who have introduced various definitions of the culture concept. This plethora of research definitions is due to the different research framework adopted by the various authors. Smircich (1983) identified four scientific lenses through which the body of culture research can be viewed. This includes the view of culture first as an external variable, led by proponents like Ouchi (1981) and Pascale and Anthony (1981). Culture can also be viewed as an internal variable of an organization, which is the most common definition used by researchers like Collins and Porras (1994) and...
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