28-08-2014, 11:15 AM
own unique culture
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INTRODUCTION
Organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. At the same time although a company may have "own unique culture", in larger organizations, there is a diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team.
Organizations are located within larger societal cultural contexts, yet almost all organizational cultures are unique to particular organizations. Obviously, there is cultural variation within each society, depending on the region in which a particular organization is located. cultural dimensions are reflected in various forms in the external life of a society or an organization, as well as in the values and beliefs held by its members.
CONCEPT OF ORGANISATIONAL CULTURE
The simplest definition of culture is 'the way we do things round here . It is a combination of values and beliefs, norms of behavior that are acceptable or otherwise, written policies, pressures, and expectations coming down from the top, formal and informal systems, processes and procedures, and networks.
The culture of an organization is a product of history, a variety of external and internal influences, and priorities and values of key people in it. Culture is reflected in the artifacts - rituals, design of space, furniture and ways of dealing with various phenomenons
ROLE OF CULTURE
The role of culture in an organization is to:
• Specify the goals and objectives of the organization;
• Specify the relations that exist within the organization;
• Specify what qualities are valued within organizations such as loyalty. confidentiality,
dynamism, hard work, and so on and
• Specify the wider context within which the organization operates.
DEVELOPING ORGANISATIONAL CULTURE
There are five primary and five secondary cultural development mechanisms. The five primary mechanisms are:
1. What leaders pay attention to, measure, to, and control,
2. Leaders' reactions to critical incidents and organizational crisis.
3. Deliberate role modeling, teaching and coaching.
4. Criteria for allocation of rewards and status.
5. Criteria for recruitment, selection, promotion and retirement employees.
There are five secondary mechanisms by which organizational culture develops. They are:
1. The organization's design and structure.
2. Organizational systems and procedures.
3. Design of physical space. facades and buildings.
4. Stories, legends, myths, and parables about important events and people.
5. Formal statements of organizational philosophy, creeds and charters.