Organizational culture refers to the shared values, norms, and behaviors within an organization. It is passed down through socialization and shapes how members perceive and act. There are observable elements like practices, language, and symbols as well as non-observable elements like assumptions, norms, and values. Socialization is how new members learn the culture through recruitment, training, rewards, and role modeling. Strong cultures can enhance performance by providing clarity and channeling behavior, but socialization must be successful or it can lead to dissatisfaction and low performance.
Organizational culture refers to the shared values, norms, and behaviors within an organization. It is passed down through socialization and shapes how members perceive and act. There are observable elements like practices, language, and symbols as well as non-observable elements like assumptions, norms, and values. Socialization is how new members learn the culture through recruitment, training, rewards, and role modeling. Strong cultures can enhance performance by providing clarity and channeling behavior, but socialization must be successful or it can lead to dissatisfaction and low performance.
Organizational culture refers to the shared values, norms, and behaviors within an organization. It is passed down through socialization and shapes how members perceive and act. There are observable elements like practices, language, and symbols as well as non-observable elements like assumptions, norms, and values. Socialization is how new members learn the culture through recruitment, training, rewards, and role modeling. Strong cultures can enhance performance by providing clarity and channeling behavior, but socialization must be successful or it can lead to dissatisfaction and low performance.
Organizational culture refers to the shared values, norms, and behaviors within an organization. It is passed down through socialization and shapes how members perceive and act. There are observable elements like practices, language, and symbols as well as non-observable elements like assumptions, norms, and values. Socialization is how new members learn the culture through recruitment, training, rewards, and role modeling. Strong cultures can enhance performance by providing clarity and channeling behavior, but socialization must be successful or it can lead to dissatisfaction and low performance.
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ORGANIZATIONAL
CULTURE DEFINITION
• Culture - is an abstraction, yet the forces that are
created in social and organizational situations deriving from culture are powerful. • Oraganizational Culture – is one of the major issues in academic research and education, in organizaton theory as well as in management practice. ELEMENTS FOR CULTURE TO EXIST
1. Shared by the majority of the members of a group or society.
2. Passed on from generation to generation. 3. It must shape behavior and perceptions. OBSERVABLE ELEMENTS OF CULTURE
• Practices – are observable cultural customs such as forbidden behaviours and
ceremonies. • Language – is a shared system of vocal sounds written signs and/or gestures used to convey meaning among members of a culture. • Symbols – is any visble object, act, or event that conveys mening to others such as Clothes, Slogans, Ceremonies and etc. NON-OBSERVABLE ELEMENTS OF CULTURE
• Shared Assumptions – deals with how we perceive, think about, and feel about things. • Norms – implicit standards and values that evolve in a group. • Values – are basic beliefs people hold that specify general preferences and behaviors, and define what is right and wrong. SOCIALIZATION
• Socialization is the process by which people lean values, norms, behaviours and social skills. It is a mean by which new members are brought into a culture. TYPES OF ORGANIZATIONAL CULTURE
1. Bureacratic Culture – the behaviour of employees is governed by formal rules and
standard operating procedures. 2. Clan Culture – the behaviour of individuals are shaped by tradition, loyaty personal commitment, extensive socialization and self-management. 3. Market Culture – the values and norms reflect the significance of achieving measurable and demanding goals mainly concerning those that are financial and maket based. 4. Entrepreneurial Culture – are characterized by high levels of risk taking and creativity. STEPS TO BUILDING A STRONG ORGANIZATIONAL CULTURE - SOCIALIZATION 1. Careful selection. 2. Challenging early work assignments. 3. Training to develop capabilities with culture. 4. Reward and sustain culture. 5. Adoption of cultural value policies. 6. Reinforce culture with ritual, stories, and rites. 7. Role model to sustain culture. OUTCOMES OF SOCIALIZATION PROCESS
• Job Satisfaction • Job Dissatisfaction • Role Clarity • Role Conflict • High Work Performance • Low Performance • Commitment to Oraganization • Low Job Invovement RELATIONSHIP BETWEEN CULTURE AND ORAGANIZATIONAL PERFORMANCE • Organizational culture has the potential to enhance organizational performance, the sense of certainty about how problems should be handled. • Culture serves as a control mechanism to channel behaviour towards desired behaviours and to prevent undesired behaviours.
