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How culture influences behaviour
An organizations culture may be hard to define but it has a major impact on the behavior of individuals in an organization
Culture and human behavior
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Organizational Culture Organizations have personalities like individuals and like individuals, they have enduring and stable traits that help us predict their attitudes and behaviors. An organization’s culture may be hard to define but it has a major impact on the behavior of individuals in the organization. To understand one’s behavior in an organizational culture it helps to understand the dominant culture in an organization and to figure out how individuals come to learn that culture and how the culture affects them. Defining Organizational Culture (7 Characteristics) There seems to be wide agreement that organizational culture refers to a system of' shared meaning held by members that distinguishes the organization from other organizations. This system of shared meaning is, on closer examination, a set of key characteristics that the organization values. Recent research suggests that seven primary characteristics, in aggregate, capture the essence of an organization's culture. 1. Innovation and risk taking-The degree to which employees are encouraged to be innovative and take risks 2. Attention to detail-The degree to which employees are expected to exhibit precision, analysis, and attention to detail 3. Outcome orientation-The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve those outcomes 4. People orientation-The degree to which management decisions take into consideration the effect of' outcomes oil people within the organization 5. Team orientation-The degree to which work activities are organized around teams rather than individuals 6. Aggressiveness-The degree to which people are aggressive and competitive rather than easygo... ... middle of paper ... ...s the consistency of employee behavior. These clearly are benefits to an organization. From an employee's standpoint, culture is valuable because it reduces ambiguity. It tells employees how things are done and what's important. But we shouldn't ignore the potentially dysfunctional aspects of culture, especially a strong culture. Culture is a liability when the shared values do not agree with those that will further the organization's effectiveness. This situation is most likely to occur when the, organization's environment is dynamic. When the environment is undergoing rapid change, the organization's entrenched culture may no longer be appropriate. Consistency of behavior is an asset to an organization in a stable environment.. It may, however, burden the organization and hinder its ability to respond to changes in the environment.
Just as there are cultures in larger human society, there seem to be cultures within organizations. These cultures are similar to societal cultures. They are shared, communicated through symbols, and passed down from generation to generation of employees. Many definitions of organizational culture have been proposed. Most of them agree that there are several levels of culture and that these levels differ in terms of their visibility and their ability to be changed.
Successful organizations recognize the impacts of organizational culture and its influence on many facets of business. Strong culture serves to support a business’ structure and furthers its efficiencies by keeping the focus where it belongs. Organizational structure uses the company’s culture as a moral and visionary compass. Both organizational culture and organizational structure play significant roles in a company’s resulting ethics, job performances, and retention rates.
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
1) Autonomy: The desire to be self-directed (Pink, 2013). This skill inspires more engagement in an employee’s work instead of focusing purely on conformity of the staff member. An example of how this is when people are able to work from wherever they desire and whenever they want as long as they get the work done. This opens them up to more opportunities, which makes them more loyal to the job that gave them this opportunity so they will therefore work harder for the company.
Organizational culture is imperative to the success of the organization. The strength and core values of the organization is supported by the organizational culture. This allows for organization to operate in a specific manner that is specific to that organization and can pave the path for success. Company founders are passionate about their vision and mission and they elude that passion into their employees. When that passion and mission is successfully implied to the employees the company strives in it 's path to success.
Culture can be defined as “A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and therefore to be taught to the new members as the correct way to perceive, think and feel in relation to those problems”. Schein (1988). 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 feelings or climates. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization closer together, and enhance their performance.
These above ingredients of culture are gained from birth which means anyone is much influenced by their family, religion, school, and workplace and from friends. Culture mainly stands for supporting role for almost overall success of organization not only that but also it reflects in the outcomes of an organization such as, quality and productivity, obligation and performance. Organizational culture has always been a question for everyone on how the culture and power are associated to an organization.
Finding a job with a thriving workplace culture can be a challenge, but the payout is worth it in the end. Jobs where the employees are happy and thriving are going to be the best options for the employee obviously but as well as the employer. If the employer is able to keep their employees happy, they will be more productive which in turn will boost profits for the company. Workplace culture is the basically the values, traditions, attitudes, beliefs and interactions of a company. Workplace culture is very important as it attracts talent, encourages employees to stay with the company, and is the basis on moral in the organization.
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
To begin with, according to King & Lawley (2013), “A popular way of understanding and trying to change an organization’s culture is to use a cultural classification, also known as a typology”. Typologies are useful to create an outstanding image of the company (King & Lawley, p.203, 2013). “Deal and Kennedy argued that an organization’s culture is a product of the environment in which they operate” (King & Lawley, p.203, 2013). There are two main factors of this theory, which are the level of risk and speed of feedback. To clarify, the degree of risk has a great impact on the organization because when it come to lowering risk, people tend to be more comfortable to handle the risk. On the other hand, when the risk is high, people are feeling
Corporate culture is the shared values and meanings that members hold in common and that are practiced by an organization’s leaders. Corporate culture is a powerful force that affects individuals in very real ways. In this paper I will explain the concept of corporate culture, apply the concept towards my employer, and analyze the validity of this concept. Research As Sackmann's Iceberg model demonstrates, culture is a series of visible and invisible characteristics that influence the behavior of members of organizations. Organizational and corporate cultures are formal and informal. They can be studied by observation, by listening and interacting with people in the culture, by reading what the company says about its own culture, by understanding career path progressions, and by observing stories about the company. As R. Solomon stated, “Corporate culture is related to ethics through the values and leadership styles that the leaders practice; the company model, the rituals and symbols that organizations value, and the way organizational executives and members communicate among themselves and with stakeholders. As a culture, the corporation defines not only jobs and roles; it also sets goals and establishes what counts as success” (Solomon, 1997, p.138). Corporate values are used to define corporate culture and drive operations found in “strong” corporate cultures. Boeing, Johnson & Johnson, and Bonar Group, the engineering firm I work for, all exemplify “strong” cultures. They all have a shared philosophy, they value the importance of people, they all have heroes that symbolize the success of the company, and they celebrate rituals, which provide opportunities for caring and sharing, for developing a spiri...
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
Stephen P. Robbins and Timothy A. Judge in "Organizational Behavior", 12th ed. Upper Saddle River, New Jersey, 2005, p. 407
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
John R. Schermerhorn, James G. Hunt, Richard N. Osborn (2008). Organizational Behavior 10th ED. Retrieved November 12, 2010 from Academic Search