Mgt 321 Mjb

Topics: Organizational culture, Organizational studies, Culture Pages: 18 (5667 words) Published: April 30, 2013
Abstract Summery

The values and behaviors that contribute to the unique social and psychological environment of an organization are called organizational culture. Organizational culture includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid. Also called corporate culture, it's shown in 1. The ways the organization conducts its business, treats its employees, customers, and the wider community, 2. The extent to which freedom is allowed in decision making, developing new ideas, and personal expression, 3. How power and information flow through its hierarchy, and 4. How committed employees are towards collective objectives. It affects the organization's productivity and performance, and provides guidelines on customer care and service, product quality and safety, attendance and punctuality, and concern for the environment. It also extends to production-methods, marketing and advertising practices, and to new product creation. Organizational culture is unique for every organization and one of the hardest things to change.

Every organization holds its own exceptional culture. Some organizations are known for their flexible and fast approach and some are known for their steady evolution, longevity and their dependable values. It is important to understand organizational culture because everything that goes on in an organization is based on it such as decision making, procedure that would be implemented in that organization and result that is expected from the organization. Through the culture of organization, its organization personality can be reveled and judge. Organizational culture is the collective behavior of humans that are part of an organization, it is also formed by the organization values, visions, norms, working language, systems, and symbols, it includes beliefs and habits. This contributes to the unique social and psychological environment of an organization. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Also called corporate culture, it manifests in the ways the organization conducts its business, treats its employees, customers, and the wider community, the extent to which autonomy and freedom is allowed in decision making, developing new ideas, and personal expression, how power and information flow through its hierarchy, and the strength of employee commitment towards collective objectives. Although a company may have "own unique culture", in larger organizations, there is a diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team. The organizational culture may also have negative and positive aspects.

Elements of Organizational Culture:
Use our experience; expertise and objectivity to accurately and efficiently define the elements of your organization's culture. There are five elements that combine to form an organization's culture. Articulating each of these elements for your company will define your organization's culture. 1. Core Beliefs: These are the foundation of all organizational cultures. They are a set of beliefs about what makes the organization successful and unsuccessful. They are developed over time and through experience. Eventually they combine to form the organization's “success formula.”For example, an organization may notice than whenever someone takes personal responsibility for a new product it tends to succeed. When a new product lacks this ownership it tends to...

References: * Aspinwall, L.G. & Staudinger, U.M. (2003). A Psychology of Human Strengths: Fundamental Questions and Future Directions for a Positive Psychology. Washington. American Psychological Association.
* David, FR. (1999). Strategic Management: Concepts. 7th Edition. New Jersey. Prentice-Hall.
* Department of Social Welfare. (1997). White paper on Social Welfare. Pretoria. Government Printers.
* DuBrin , A.J. (2002). Fundamentals of Organizational Behaviour. USA. Thomson Learning.
* Friedman, R.R. (1991). The Child Care Worker and The Organization. In Knowledge Utilization in Residential Child and Youth Care Practice . Washington. Child Welfare League of America.
* Hellreigel, D. , Jackson, S.E., Slocum, J., Straude, G. & Associates. (2001). Management. South Africa. Oxford University Press.
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Mgt 321 Essay
  • incomplete mgt notes Essay
  • mgt 521 Essay
  • mgt 262 Essay
  • mgt 599 Essay
  • Assignment 6 fin 321 Essay
  • Week 1 MGT/311 Essay
  • MGT 3100 Project 2 Essay

Become a StudyMode Member

Sign Up - It's Free