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Essay on what an organizational culture
The term "organizational culture
The term "organizational culture
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The author Shahrokh Alizdeh writes, the main aim of this study is surviving organizational culture constructs in the development of organizational trust, in Moghan Agro-Industry Company. He states, his methods of study by first using specific dimensions of organizational culture that was a task-oriented culture, support-oriented culture, achievement-oriented culture, and power-oriented culture. The writer adds secondly, a focus on organizational trust according to Colquitt et al (2009). Alizdeh states, the use of informants from Moghan Agro-Industry Company in which he explored dimensions of organizational culture and organizational trust as he tested the hypothesis. The data was collected from 196 employees of Moghan Agro-Industry Company …show more content…
He informs the reader of a number of central aspects of culture as: (1) there is an evaluative element involving social expectations and standards; the values and beliefs that people hold central and that bind organizational groups; (2) Culture is a set of more material elements or artifacts which are the signs and symbols that the organization is recognized by and are the events, behaviors and people that embody culture; and (3) The medium of culture is social interaction, the web of communications that constitute a community. Here a shared language is particularly important in expressing and signifying a distinctive organizational culture, per the study of authors Rahimi and Vazifeh Damirchi (Rahimi and Vazifeh Damirchi, 2012). However, according to social scientists an operational definition of culture is noted as the attitudes, values, beliefs, and behaviors that are shared by a particular group of people that uses identifiable, measurable, and enduring behavioral components. (Deresky. H., 2006; Lee and Yu, 2004; Kessapidou and Varsakelis, …show more content…
His research method consisted of: updating the Organizational Culture of Diana C. Physey (2004) to identify specific dimensions of organizational culture (task-oriented culture, support-oriented culture, achievement-oriented culture, power-oriented culture). Secondly, he focused on organizational trust dimension according to Colquitt et al (2009). He used informants from Moghan Agro- Industry Company to explore dimensions of organizational culture and organizational trust and test their
06). For any leader to be successful, that leader would need to have the trust of their employees. Without that trust, the employees would not be able to believe in the leader and/or their style of leading or whether they are fair, ethically and predictable. Employees need to know that the priorities of the both the company and the leader will have the best interest of the employees. Communication is an important part of trust. Employees like to know what is happening with the company and how they may be affected. This also tells a lot about the leader, are they willing to let the staff know what is happening or are they secretive. Organizational trust is also important to the employees and leaders play a role in that as they show what they pay attention to, how they use resources, dealing with issues of a critical nature, and how they hire, promote, and employee dismissal (Joseph & Winston, 2005, p. 08). The culture of organizational trust
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.
...recognize development of trust within an organization is both an opportunity and ongoing challenge. Trust creates the groundwork for effective communication, employee motivation, and retention. Trusting relationships lead to synergy, interdependence, and respect.
In his article, The Importance of Trust in Leadership, David L. Mineo discusses how trust is essential in a leader and how to gain and build trust. According to Mineo, trust is like glue: it binds the leader and his or her followers. He looks at ways to build trust in employees. Explicitly, he states that “the foundation of a great workplace is… credibility, respect and fairness which form the foundation of trust” (Mineo 2). He then turns his focus to trust and how trust, in effect, helps make employees more effective in the workplace. In one example, an unnamed businesswoman lost the trust of an organization she was working for and, therefore, people were cautious about her decisions and her leadership (Mineo 2-3). As a result, the effectiveness of the company was lessened (Mineo 3). In another
Mishra, A.K. (1996). Organizational Responses to Crisis: The Centrality of Trust. In R.M. Kramer and T.R. Tyler, eds., Trust in Organizations.' Frontiers of Theory and Research. Thousand Oaks, California: Sage, 261-287
The essay will describe the concept of organizational culture and national culture. In the course of trying to describe both types of culture; subcultures and socialization examples will be discussed. A few real world examples will be mentioned in an attempt to further explain the topics in the essay. There are many similarities to how organizations and nations are structured and shaped by culture. The concept of cross-cultured management and multinational corporations are also a concept that organizations use to explain the behavior of their culture. Finally the essay will discuss how organizational and national cultures are interrelated. The interrelationship can be explained in the cultural dimensions and how the influence behavior and management.
O'Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: a
Engendering trust is an important factor for organizational success and the welfare of its employees; however, encouraging and maintaining trust can be difficult and demanding at times. Trust is essential to an effective team. A team lacking trust isn't really a team at all, it's just a group of people who work together. They unsuccessfully communicate with one another effectively, fail to share important information, and they often don't cooperate or work well with one another. As a result, they are not cohesive, nor do they collaborate efficiently as a group.
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.
Culture is “a system of shared beliefs and values that develops within an organisation and guides the behaviour of its members” (Schermerhorn et al. 2011). It plays an important role in any organisation. For instance, in Woolworths we can se...
This essay gives a basic idea of what organizational culture is, and emphasis on the controversial issues of managing organizational cultures. As there are various definitions for organizational culture, and none of them are universally agreed. Therefore, for an easier understanding by readers, the definition of organizational culture given in this essay focusing on levels of culture, and will be discussed t together with Schein's(1983) framework. Before talking about managing organizational cultures, the types will be introduced first. Because, there are some descriptions about managing different types of organizational cultures, in the following content.
It is said that people are the greatest assets to an organization and it is their beliefs, customs, perspectives, attitudes, and values that constitute to the culture that prevails in an organization. Culture, a very common word in today’s world, plays a very vital role in organizations and it not only affects an employee’s professional development but also their personal harmony. Culture gives a sense of belonging to people, a sense of who they are and how productive they are at their work place. It helps in interacting with each other at a work place.
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
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).
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...