Quote: "Edgar Schein, a leading researcher in this field, defined 'organizational culture' as comprising a number of features, including a shared 'pattern of basic assumptions'."
The shared values, beliefs, and behaviors that shape the identity and functioning of an organization.
Definition of Organizational Culture: This topic involves understanding what organizational culture is and how it affects the behavior and mindset of employees at different levels.
Heritage: This topic constitutes the earlier days and formative years of the organization, which includes the values, vision, and mission that drive the organization.
Climate: This topic includes the prevailing atmosphere in the organization and how the employees perceive the work environment.
Ethics: This topic pertains to the ethical code of the organization and how it is reflected in policies and the general behavior of employees.
Leadership: This topic involves analyzing the role of leadership in shaping organizational culture and building a positive culture that aligns with the organization's objectives.
Communication: This topic focuses on the type of communication that exists among employees, including the flow of information, interpersonal communication, and formal communication channels.
Employee engagement: This topic covers the factors that influence employees' level of involvement, motivation, and commitment to the organization.
Diversity and inclusion: This topic pertains to the importance of creating a culture that is inclusive of all employees, irrespective of gender, race, color, religion, or national origin.
Organizational structure: This topic focuses on the various methods and systems by which the organization is structured, including hierarchies, teams, and cross-functional collaboration.
Change management: This topic entails managing change in a manner that aligns with the organization's culture and values, without disrupting operations and affecting employee morale.
Innovation: This topic pertains to the role of organizational culture in fostering creativity and innovation among employees.
Performance management: This topic entails measuring employee performance, including goal setting, feedback, and recognition, to foster a positive organizational culture.
Rewards and recognition: This topic deals with how the organization rewards and recognizes employees for their efforts, including salary, benefits, bonuses, promotions, and other incentives.
Training and development: This topic includes the importance of continuous employee learning, including the relevance of training, mentoring, and coaching programs.
Team building: This topic involves building strong work teams that are cohesive, collaborative, and aligned with the organization's culture and goals.
Work-life balance: This topic pertains to the importance of work-life balance in creating a healthy organizational culture, including flexible work arrangements, paid time off, and wellness programs.
Employee satisfaction: This topic involves assessing the level of employee satisfaction with the organization, including job satisfaction, and job-related stress.
Organizational change and transformation: This topic includes strategies to manage organizational change and transformation, including mergers, acquisitions, restructuring, and downsizing.
Organizational culture assessment: This topic deals with evaluating the current organizational culture, including the identification of strengths, weaknesses, and opportunities for improvement.
Human resource policies and practices: This topic pertains to the various policies and practices that the organization has in place that guide how employees are managed, promoted, compensated and terminated.
Clan Culture: This type of organizational culture is like a family where the leaders act as mentors, and employees are encouraged to have a sense of belongingness. It focuses on teamwork, collaboration, and employee development.
Adhocracy Culture: Adhocracy culture is characterized by risk-taking, innovation, and entrepreneurship. This type of culture encourages employees to take risks and experiment with new ideas and methods.
Market Culture: Market culture is driven by competition and emphasizes on winning and achieving objectives. Employees are encouraged to work hard, take risks, and be highly goal-oriented.
Hierarchy Culture: This type of culture is structured and hierarchical, like a military organization. It follows a strict chain of command, and power is centralized with the top-level management.
Bureaucratic Culture: Bureaucratic culture is highly rule-based and centralized. It is characterized by a rigid system of policies and procedures that govern every aspect of the organization.
Collaborative Culture: Collaborative culture is driven by cooperation and mutual support, emphasizing equitable distribution of work, equal opportunity, and equal contribution, where everyone works towards a shared set of goals.
Customer-Centric Culture: This type of culture places the customer at the center of the organization. Customer feedback is highly valued, and employees are encouraged to go above and beyond to meet the needs of clients.
Innovative Culture: Innovative culture is characterized by creativity, flexibility, experimentation, and the ability to adapt to change. Employees are encouraged to take risks and think outside the box.
Transparent Culture: This type of culture values honesty and openness, emphasizing a culture of trust, openness, and integrity.
Diversity and Inclusion Culture: Diversity and inclusion culture values diversity and seeks to promote an inclusive culture that embraces individual differences and encourages acceptance and respect for all.
Quote: "Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book The Changing Culture of a Factory."
Quote: "The study concerned itself with the description, analysis, and development of corporate group behaviors."
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "Flamholtz and Randle (2011) suggest that one can view organizational culture as 'corporate personality'."
Quote: "They define it as consisting of the values, beliefs, and norms which influence the behavior of people as members of an organization."
Quote: "It may also be influenced by factors such as history, type of product, market, technology, strategy, type of employees, management style, and national culture."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."
No specific quote provided.
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."