A single definition of organizational culture has proven to be very elusive. No one definition of organizational culture has emerged in the literature. One of the issues involving culture is that is defined both in terms of its causes and effect. For example, these are the two ways in which cultures often defined.
Defining culture as a manifest pattern of behavior- Many people use the term culture to describe patterns of cross individual behavioral consistency (CIBC). For example, when people say that culture is “The way we do things around here,” they are defining consistent way is in which people perform tasks, solve problems, resolve conflicts, treat customers, and treat employees.
Defining culture as a set of mechanisms creating cross individual behavioral consistency- In this case culture is defined as the informal values, norms, and beliefs that control how individuals and groups in an organization interact with each other and with people outside the organization.
Both of these approaches are relevant to understanding culture. It is important to know on what types of behavior culture has greatest impact (outcomes) and how culture works to control the behavior of organizational members. We will address these two questions later in the module.
Functions of organizational culture
Like all social mechanisms, an organization 's culture performs certain social functions, some or them intended and some of them unintended. Like organizational structure, culture is difficult to observe measure or map. In some cases, culture supports or reinforces structure, in others it conflicts with structure. In yet other situations, cultures acts as a functional alternative to reducing behavioral variability in organizations. These are the most commonly discussed functions of organizational culture
Most systems of social
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