Organizational culture
PYC 4810
AssigNment 02
Unique number:
Table of Contents
Introduction Organizational culture is an important part of any organization, for this is the principles a company stand for. Without a strong, stable culture, an organization is sure to fail sooner than later. I will now discuss the subjects briefly mentioned in assignment 1.
1. The organizational culture of the organization where I work:
1.1. A) Definition of Organizational culture and 4 types of cultures.
Organizational culture refers to the shared values, norms, visions, symbols, beliefs, habit, working language between people sharing a working environment.
There are, according to (Greenberg, 2011) four types of organizational cultures that exist.
(Control) Hierarchy culture: These are typically large, bureaucratic corporations where smooth production, without wasted time is important. Stability, control, internal focus, standardization and integration are key principles to this system. Leaders in such a system should organize, monitor and coordinate the people and process thoroughly.
(Compete) Market culture: These organizations are also concerned with stability and control, but rather than focusing on internal factors, they focus on external. This system is concerned with competition. They look at all the other organizations competing in the same market and then focus on their relationships- or transactions with suppliers, customers, contractors, unions, legislators, consultants, regulators etc. They believe that they’ll achieve success by focusing on effective relations (external).
(Collaborate) Clan culture: Inward focus is important, same as the hierarchy system, however clan cultures emphasizes flexibility rather than control and rigidness. At such organizations, the well-being of workers comes first. It is said that people working in a clan-cultural environment feel related to their co-workers due to the warm, friendly nature.
(Create) Adhocracy: This culture
AssigNment 02
Unique number:
Table of Contents
Introduction Organizational culture is an important part of any organization, for this is the principles a company stand for. Without a strong, stable culture, an organization is sure to fail sooner than later. I will now discuss the subjects briefly mentioned in assignment 1.
1. The organizational culture of the organization where I work:
1.1. A) Definition of Organizational culture and 4 types of cultures.
Organizational culture refers to the shared values, norms, visions, symbols, beliefs, habit, working language between people sharing a working environment.
There are, according to (Greenberg, 2011) four types of organizational cultures that exist.
(Control) Hierarchy culture: These are typically large, bureaucratic corporations where smooth production, without wasted time is important. Stability, control, internal focus, standardization and integration are key principles to this system. Leaders in such a system should organize, monitor and coordinate the people and process thoroughly.
(Compete) Market culture: These organizations are also concerned with stability and control, but rather than focusing on internal factors, they focus on external. This system is concerned with competition. They look at all the other organizations competing in the same market and then focus on their relationships- or transactions with suppliers, customers, contractors, unions, legislators, consultants, regulators etc. They believe that they’ll achieve success by focusing on effective relations (external).
(Collaborate) Clan culture: Inward focus is important, same as the hierarchy system, however clan cultures emphasizes flexibility rather than control and rigidness. At such organizations, the well-being of workers comes first. It is said that people working in a clan-cultural environment feel related to their co-workers due to the warm, friendly nature.
(Create) Adhocracy: This culture
Bibliography: Carroll, P. (1993). Big blues: The unmaking of IBM. New York: Crown. Denison, R (1990). Corporate culture and organizational effectiveness (3rd ed.) Oxford, England: John Wiley & Sons. Greenberg, J (2011). Behavior in Organizations. Martin, J. (1982). Stories and scripts in organizational settings. In A. Hastorf & A. Isen (Eds.), Cognitive social psychology (pp 255-306). New York: Elsevier-North Holland. Ornstein, S.L.(1986). Organizational symbols: A study of their meanings and influences on perceived psychological climate. In J. Greenberg, Behavior in Organizations (p 520). London: Pearson Publications. Parker, M (1993). Postmodernism and organizations. Sage Publications ltd.