Aspects For Team Effectiveness

There is no perfect book definition for Organization Culture. It is a term that has a generic definition and has a different meaning in different organizations. Every organization has a different culture based on its products and business and the people working in it, in order to be successful. Informally we can coin the term saying ‘the way we do things around here’ that would make the organization look ‘hip’ and ‘cool’.

Organizational culture is the summation of the underlying organizational values manifesting as collective assumptions, attitudes, beliefs, expectations and norms.  Grounded in the customs and

Organisational culture describes the values, beliefs and behaviours which provide norms for the environment of an organisation (Anon., 2012). The culture of an organisation sets out to provide structure for employees within a business and often culture shows to be a strong factor in certain organisations. Edgar Schein, a culture theorist explains that the definition of organizational culture must be general otherwise factors may be eliminated which may contribute to culture within a business. (Anon., 2007). Culture impacts on the working procedures in which a business performs and effects the way in which the organisation is run on a daily basis.

Organizational culture is not a new concept in the world of organizational behavior. Yet despite its age, it still has many varied definitions as well as philosophies on its importance and impact to the success of a company. One definition is that organizational culture is a cognitive framework consisting of attitudes, values, behavioral norms, and expectations shared by members of an organization (Greenberg, 2013, p. 368). Greenberg (2013) further explains organizational culture through an analogy of a tree. Organizational culture are similar to the roots of a tree.

Organizational culture is the stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

Basically, organizational culture is the personality of the organization. It is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different from that of a hospital, which is in turn quite different from of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. -- similar to what you can use to get a feeling about someone's personality.

Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear.

Organizational culture can be defined as the system of attitudes, beliefs and values that are collectively expressed in support of organizational structure. Organizational culture is a pattern of shared basic assumptions that dictate the behavior of individuals within an organization. Culture determines which practices are appropriate and which are not, effectively developing standards, guidelines, and expectations for individuals within an organization. Although they work hand in hand, there is a definite distinction in the beliefs and the values that make up organizational culture. The beliefs of an organization are assumptions of the way things are, while values are an assumption about the way things should be. By that definition,

Studying personality is important because it brings a person's psychological qualities to light example what makes a person tick, a person’s feelings, motivations, thoughts and how the person deals with the environment around him/her are influenced personality. Every adult human being has a combination of temperaments and personal history, culture and their childhood (Kagan 2010). Personality is studied as it affects academic and job performance, social and political attitudes, the quality and stability of social relationships, physical, health and morality and also the risk of mental disorder (De Young

Organizational Culture is the key values, beliefs and attitudes shared by the members of an organization. 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 expectations for the future. A key source of organizational culture is usually its founder. It can be sustained by creating and spreading organizational stories and organizational heroes.

This paper will explore some ways to effectively create and manage a team. There are many differing styles, so I will try and focus on the ones that I would chose personally; and match my style. With my style being eclectic, this is a pretty broad statement. I like to take, what I feel are the best ideas, and transform them into my own. I like to think that if given a team, I would be a great manager; being able to bring out the best is my workers. No matter what style you take on, you have to be ready to adapt at a moments notice. This paper will look at ideas and ways to accomplish this task.

Personality can be defined as representing the overall profile, or a combination of characteristics that captures the unique nature of a person. Using the Big Five Model of Personality, a trait approach to personality which deals with the variation of a scale. I will be reflecting on how personality affected the work behaviour of the team. The theory consists of five key dimensions of personality, openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. I scored highly on the conscientiousness scale. Those who are highly conscientious are commonly very responsible, reliable, organised, self-directed and successful, but can have controlling tendencies. Due to being highly conscientious, I took the lead on many of the smaller tasks and kept the team working efficiently, because

The definition of 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. Google’s organizational culture is made up of innovation, aggressiveness, outcome oriented, stable, people oriented, team oriented, and detail oriented people.

Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and a feeling or climate conveyed. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together, and enhance their performance.

In order to create an effective dialogue about organizational culture and its facets, so that learning and change can later be implement if necessary, culture must first be defined in some appreciable means. For the purpose of this analysis, organizational culture will refer to “a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins & Judge, 1993).