Organizational Culture Essay

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.

What is organizational culture? By definition, organizational culture is a “set of shared, taken-for-granted implicit assumptions that a company holds and that determines how it perceives, thinks about and reacts to its various environments” (Chapter 16 PowerPoint, slide 2,). Nowadays, most companies in any industry have a level of organizational culture for their company. Culture is very important in a company because it shows how employee engages and how they perform in their daily job. “Growing a culture requires a good storyteller.

Organization culture is the matter that holds a company intact. This is what makes each

“Organizational culture consists of a set of shared meanings and values held by a set of members in an organization that distinguish the organization from other organizations” (Baack, 2012). These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Culture plays a huge role in the guiding of the behaviors of employees of an organization. There are three stages of culture that interact with one another to influence the behaviors in the organization. These stages are: observable artifacts, espoused values, and enacted values.

All Organisations posses a distinct form of culture with some having more than a single culture. This culture is usually very difficult to measure, change and most especially change.

This paper will examine organizational structures, organizational systems and how organizational culture influences both structure and systems. Throughout this paper, there will an analogy to the human body to help further the understanding of the concepts of structure and systems in an organization. This analogy is based on the academic work of Goold and Campbell (Goold & Campbell, 2002). The first part of this paper will review different organizational structures. The second part will look at various organizational systems and how they may be

Specific Purpose: By the end of my speech, my audience will make rational and informed decisions about life altering events.

Organization culture is the matter that holds a company intact. This is what makes each

The history between Rome and Carthage is one filled with passion and rivalry. Two distinct nations with different hearts and minds out to conquer a region with lots of territories but yet find themselves at war with each other. Intelligence, skill and cunning are all factors that are forge in the heat of battle of which the mighty empire of Rome shows just how much heart it takes to procure a legacy.

A working environment is constituted by co-workers and managers,, who operate in the same workplace. The three dimensional approach can be easily linked to the work environment. The three-dimensional approaches constitute of the structure, culture and craft, (Lynn and Hill, 2008). The structure is made up of the supervisors and managers, who are tasked with the responsibility of delegating duties and overseeing projects within the workplace. Culture is mainly represented by an employee or

New legislation regarding drunk driving is constantly being drawn up, debated, and passed in the United States. Many states are working to make the penalties for drunk driving much harsher, especially for repeat offenders (Xavier). Currently, in every state, the minimum punishment for convicted drunk drivers involves the automatic loss of their licenses for a period of time determined by the state (Xavier). An offender’s driver’s license should be automatically suspended or revoked after a drunk driving conviction and do away with the possibility of an implied consent hearing. An implied consent hearing is an administrative hearing conducted by an administrative law judge to determine if the suspension legal under all applicable statutes. By law, a person who drives a motor vehicle is deemed to have given his or her consent to chemical testing of his or her blood or breath for the purpose of determining the alcoholic content of his or her blood, if lawfully arrested for driving under the influence. Just by driving a motor vehicle, the motorist has consented to giving a sample.

Organisational Culture is defined as what the employees perceive and how this perception creates a pattern of beliefs, values and, expectations. Organisational culture differs from organizational climate. Climate refers to more temporary attitudes, feelings and perceptions of individuals (Schneider, 1990). Culture on the other hand is an enduring, slow to change, core characteristic of organisations which is an implicit often indiscernible aspects of organisations, climate refers to more overt, observable attributes of organisations.. Organisational culture is “the way things are” in the organisation rather that people’s transitory attitudes about them

In this paper I will discuss the effects and responsibilities leaders have on an organizational culture. I believe leaders have an enormous effect on the well-being of an organizational culture. Leaders must take an active role within their organization's culture. Whether positive or negative, in an organization, things tend to follow suit "down hill." A leader has the power and influence to maintain, create, or repair an organizational culture. However, this can prove to be a delicate and challenging task.

Edgar Schein, a famous theorists dealing with organizational culture, provides the following definition for the term: "A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems." (organizationalculture101) However, organizational culture is more than sharing assumptions used by a group to solve problems; it is the combination of the points of view, ineffectual processes, education, backgrounds of all the staff which are part of an organization way of doing things. Corporation culture should uncover from the board of the directors to the rest of

The shared characteristics and, in some cases, perception of employees create what is known as organizational culture. A strong culture constructs a unified employee atmosphere, whereas a weak culture lacks a shared sense of distinction between employees. An employee’s heritage or individual culture, although different than, affects the overall organizational culture of companies. Like society, sub-cultures exist within organizations. Formed by departmental function, geographical location, and/or the personalities of employees, sub-cultures include employees who continue to adhere to the organizations’ overall culture, but have additional independent characteristics. Employees’ individual heritage, along with the culture and