ABOUT ORGANIZATION CULTURE.

DEFINITION OF ORGANIZATINAL CULTURE

Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Every organization develops and maintains a unique culture, which provides guidelines and boundaries for the behavior of the members of the organization.


ORGANIZATIONAL CULTURE INSTITUTIONALIZATION.

SEVEN PRIMARY CHARACTERICTIC

UNIFORM CULTURE IN ORAGNIZATION

Organizational culture represents a common perception held by the organization members: 

• Dominant culture expresses the core values that are shared by a majority of the organization’s members.

• Subcultures are “minicultures” which tend to develop in large organizations to reflect common problems, situations, or experiences. These usually are defined by department or geographical separations.

• Core Values or dominant (primary) values are accepted throughout the organization

• Strong vs. Weak Cultures   

• Strong = cultures in which the core values are intensely held and widely shared

• Culture vs. Formalization

·        Often, rules and regulations re: performance are transmitted through culture – they do NOT need to be formally (explicitly) written in order to function.  Thus, culture can act like formalization in some ways.

• Org Culture vs. National Culture

·        National culture has more influence on employees than org culture – so, for multinational orgs, the goal could be to hire applicants who fit the organizational (dominant) culture