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The Importance Of Organisational Culture

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A definition I came across for culture was “The attitude, traits and behavioural patterns which govern the way an individual interacts with others is termed as culture.” - Management Study Guide (-, 2016) and their definition of organisational culture is:- "Organisation culture refers to the beliefs and principles of a particular organisation. The culture followed by the organisation has a deep impact on the employees and their relationship amongst themselves. Every organisation has a unique culture, making it different from the other and giving it a sense of direction the culture of their workplace to adjust well."
My organisation will often say about our provision that it is more about ‘Hearts & Minds’ due to the variety of learners that
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Within the book, it is commented on how the team have to believe in the organisation’s values and have it at the “heart and soul of its culture” .

Your first encounter with an organisation will give you a feeling for their type of setup, is it forward thinking and innovative or old fashioned and therefore slow to change. The type of organisation they are will impact how it is run, commercial, non-commercial, public service, charity etc. Looking at the different definitions of organisational culture seems to have quite an array of different models.

In (Davis, 2014)Quality Management for Organizational Excellence(Footnote 4): two cultures are referred to:
1. ‘Change Orientated’ culture which is where the environment or an organisation changes constantly
2. ‘Don’t-rock-the-boat’ culture where the environment is related to a stable market and where competition is limited.

Charles Handy who created the –Handy model list four types of culture in which an organisation can follow: (-,
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Person Culture – An organisation such as this usually suffers as the individuals within the organisation are more concerned with themselves. Employees tend to be there for their salary and don’t personally invest in the organisation. They don’t tend to be loyal to the organisation and wouldn’t decide on things that would benefit the organisation especially if it was to have a negative impact on themselves. This is obviously the total opposite of what you would want, you want the organisation to come first the people second, however, when you pull in specialist into an organisation on temporary or fixed-term contracts they will usually present within this
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