Organizational Culture Essay

In the following paper, I will establish the way culture shapes an organization, how organizational culture is transmitted to employees, what the functions of an organizational culture, and what is done to an organizations culture to increase its economic performance. 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. Organizational Culture is transmitted to employees in various ways, which include stories, rituals, material symbols, and language. You may ask what the functions of an organizational culture are, and the main functions

Organizational 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. Many would ask how culture shapes an organization; in the following paragraph I will explain different views of organizational culture of various people. Culture is powerfully shaped by incentives. The best predictor of what people will do is what they are incentivized to do. Culture is a process of “sense-making” in organizations. Sense-making has been defined as “a collaborative process of creating shared awareness and understanding out of different individuals’ perspectives and varied interests.” Culture is a form of protection that has evolved from situational pressures. It prevents “wrong thinking” and “wrong people” from entering the organization in the first place. Organizational culture functions much like the human immune system in preventing viruses and bacteria from taking hold and damaging the body. The problem, of course, is that organizational

With managing external adaption you establish a mission and strategy, which establishes shared understanding of primary goals. Goals, which are derived from the mission. Means are how the goals should be achieved. Measurement is determining how well the group is doing, and correction which helps remediate and repair strategies. With managing internal integration, you create a common language and conceptual categories. You also establish and define group boundaries and criteria for inclusion and exclusion. You distribute power and statue, and you help develop norms of intimacy, friendship, love. Two more ways you incorporate internal integration, you define and allocate rewards and punishments, and you explain the unexplainable, which is ideology and religion. With Cultural embedding mechanisms, with your primary mechanisms, it establishes what leaders pay attention to, measure, and control on a regular basis, and how leaders should react to critical incidents and crises. It also establishes the observed criteria by which leaders allocate scarce resources, how they deliberate role modeling, coaching and teaching. Using the observed criteria to allocated rewards and status among employees, and the way leaders recruit, promote, retire, and excommunicate organizational members.