A Definition of Organizational Culture Essay

organisational culture refers to a system of shared meaning held by members that distinguishes the arranging from former(a) geological formations. Seven primary characteristics seem to capture the essence of an constitutions culture1.Innovation and risk winningThe grad to which employees are support to be innovative and take risks.2.Attention to detailThe full point to which employees are expect to exhibit precision, analysis and attention to detail.3.Outcome orientationThe degree to which management focuses on results or outcomes kinda than on the techniques and processes used to achieve them.4.People orientationThe degree to which management decisions take into consideration the effect of outcomes on people deep down the establishment.5.Team orientationThe degree to which work activities are organized around teams rather than individuals.6.AggressivenessThe degree to which people are aggressive and competitive rather than easygoing.7.StabilityThe degree to which organis ational activities emphasize maintaining the status quo in contrast to growth.Creating and Sustaining cultivationAn organizations current customs, traditions, and general way of doing things are largely cod to what it has done before and how successful it was in doing it. This leads us to the ultimate beginning of an organizations culture its founders. Free of previous customs or ideologies, founders have a vision of what the organization should be, and the firms short size makes it easy to impose that vision on each members. Culture creation occurs in three ways. First, founders carry and keep only employees who find and feel the same way they do. Second, they indoctrinate and socialize these employees to their way of mentation and feeling. And fin exclusivelyy, the founders own behavior encourages employees to identify with them and internalize their beliefs, set, and assumptions. When the organization succeeds, the founders personality becomes implant in the culture.Keepi ng a Culture AliveOnce a culture is in place, practices within the organization maintain it by vainglorious employees a set of similar experiences. The selection process, performance evaluation criteria, develop and development activities, and promotion procedures ensure those hired fit in with the culture, honor those who support it, and penalize those who challenge it. Three forces play a peculiarly important part in sustaining a culture selection practices, the actions of slip by management, and socialization methods.1.SelectionThe explicit goal of the selection process is to identify and hire individuals with the knowledge, skills, and abilities to perform successfully. The final decision, because its significantly beguiled by the decision manufacturing businesss judgment of how well the candidates will fit into the organization, identifies people whose values are essentially consistent with at least a bully portion of the organizations.2.Top ManagementThe actions of top management also have a major impact on the organizations culture. Through quarrel and behavior, senior executives establish norms that filter through the organization about, for instance, whether risk taking is desirable, how much freedom managers give employees, what is appropriate dress, and what actions earn pay raises, promotions, and otherwise rewards.3.SocializationNo matter how good a job the organization does in recruiting and selection, new employees need help adapting to the prevailing culture. That help is socialization. For example, all Marines must go through boot camp, where they prove their commitment and set the Marine way. New recruits go to an internal Web portal to project about the company and engage in some activities that help them construe the culture of the organization. After they start work, they continue to learn about the organization through an ongoing social networking application that links new workers with to a greater extent established members of the firm and helps ensure that culture is transmitted over time.why is culture important?Culture can affect business outcomes in a number of ways, both positive and negative. For example, cultures that are not line up with bodied strategy can lead to decreased loyalty, a pretermit of motivation, and high employee turnover. Healthy cultures, however, impart pride and a sense of declare oneself to employees, leading to increased productivity and a greater understanding of corporate goals, as with the employee at the car manufacturing plant. Strategy, operational performance, and culture are all strongly related. High-performing companies often view culture as an enabler of strategy and performance, and lack to create a culture that will support and enable employees in achieving those goals.Define and Establish Cultural DiversityA typical organization has an extensive range of people who have ethnic and personal differences. A small business interested in fostering cultural p otpourri among its employees endeavors to create mutual respect for the different cultures, along with enabling strength to clear their full potential. Acknowledging divers(a) cultures enables the organization to positively influence the organizational behavior that, in turn, enhances the performance and image of the organization. The business should portray the cultural form aspect of the organization in the mission statement.The Positive deviate of Cultural Diversity in Organizational Behavior Cultural diversity involves the differences in the composition of members of an organization in terms of nationality, race, color, gender, creed, religion or age, in other words, an array of culture found among people from diverse backgrounds. Organizational behavior refers to the nature of interactions among people and groups within an organization. The positive influence of cultural diversity facilitates members of the organization to build relationships and acknowledge each other r egardless of their differences of origin and background.Transforming Organizational BehaviorThe patterns of behavior in the organization are influenced by the nature of interactions and degree of diversity within the organization. The business, therefore, should look to create an organizational culture that not only enhances the diversity of its workforce composition but also boosts individual performance. The positive influences of cultural diversity not only enable the organization to increase the scope of its reach the business also receives favorable exposure from every sector of the tribe due to its multicultural approach.Sustaining Positive Influence ProgramsPrograms for positive influence should perpetually be adjusted to suit the dynamic nature of interactions among people. Establish steadfast forums and educational programs in which participants are trained to be sensitive to and rate cultural diversity, as well as in maintaining desirable organizational behavior. Regularly post motivational quotes and messages of cultural diversity on common bulletin boards. Concentrate on creating programs that internalize cultural diversity into the organizations behavior.