Values And Characteristics Of The Organizational Culture Of An Organization

Introduction

The organization is responsible to introduce the organizational culture to its employees that will be helpful for the employees to get familiar with the system of the organization. Management would be willing to introduce employee with norm, values and objectives of the organization which is important to understand the organizational culture. Management must always try to keep a positive, motivating, and, learning environment in the organization. If the organization is properly understood thus it will lead towards the improvement of employees’ performance. As per organizational development is concerned, it depends on the analysis and identification of the factors that conclude the effectiveness of the organization. The organization

It is believed strong if the managers are trying to reduce the gap between them and the employees to develop a strong relationship and to work as a unit. Taking their time and efforts and spend it in what they would consider a mutual fund of sorts. Strong relationship is developed if the organization is taking the employees more important than the rules of the organization. (Deal and Kennedy, 1982)

Week culture of organization is most likely rules that are imposed strictly on employees that create a gap between employees’ objectives and organizational goals. (Deal and Kennedy, 1982)

Characteristics of organizational culture

Dasanayaka and Mahakalanda (2008), the organization should maximize the employee’s values. It is considered as an asset that required a culture to support their logical participation both for individual and organizational learning. Schein (1992) stated that culture of an organization is more important today if compared with the past. Hodgetts and Luthans (2003) defined characteristics of organization as: norms are measured by things such as amount of work, productivity and cooperation between the management and employees of an organization, behavioral regularities.

Dimensions of organizational culture:

Hofstede’s (1980), gathered data from IBM employees more than 40 countries and classified culture of an organization in 4

Conceptualization of organizational culture:

Alvesson (1986) conceptualized the culture of organization on the scale of two extremes:

-Process oriented approach is a permanent response of organizational culture for collective meaning (Roskin, 1986). It is an outline of fundamental hypothesis developed by researchers to study about the specific problem and worked well to consider fit (Schein, 1990). (Schein, 1990) Schein defined culture by 3 levels, behavior, values and shared assumptions.

-classification approach (Rousseau, 1991), organizational culture converse to a range of ideas that can be imitate by two or more variables. Classification approach used quantitative methods to measure organizational culture. Norms and values are invisible but most importantly, is the aspect of the organizational culture.

The concept of performance

Cascio’s (2006) defined performance as the level of productivity at them mission at workplace of an employee that builds up an employee job. Researchers have different thoughts about the study. Mostly, they use the term performance as the measurement of efficiency (Stannack, 1996). (Hefferman and Flood (2000) said that organizational performance can also be used not just to define a problem but also for a solution to the problem. (Daft, 2000) said that achieving the goals of the organization is called organizational