Organizational Culture

735 Words3 Pages
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 employees. Although there are many fundamentals of an organizational culture, the organizational values, beliefs and norms are the key basis of organizational culture. Organizational Core Values reflect the guiding principles for corporate behavioral, they are normally stated in the corporation guidelines these days they are accessible on any company’s website. Organizational Beliefs includes the theory use in a corporation that explain the way things are done and their internal policies to inspire employees to be more productive and work towards the corporation’s goals. The norms are a combination of the values and beliefs plus those accepted behaviors in a business. Within the norms companies may present how a company expects individuals to behave, perform their jobs, ways of proper communication and leadership styles. The organizational culture of a corporation starts with the founder’s vision of creating a business and believing in their ideas. As the first leaders in an organization th... ... middle of paper ... companies more focus on the implementation of subcultures in an organization than the proper core values and the normative of the corporation. In the process of getting all involved in organizational culture many entities are holding regular meetings within the executive team in order getting them engage in informing their personal of the entity’s vision, mission and goals and how could each individual contribute to those objectives. Yearly surveys and meeting to discuss results are good alternatives to foster the trust among employees. Getting management more involve in the daily processes and interaction with the employees is another excellent way to inspire cultural behavior. Trainings in understanding corporate behavior, diversity and proper communications within the corporation always motivate the members of an organization to have better relationships.

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