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 different types or classifications of organizational culture, such as clan, adhocracy, market, and hierarchical cultures.
Definition of Organizational Culture: Understanding what organizational culture is and the importance of organizational culture within the workplace.
Types of Organizational Culture: Understanding different types of organizational culture such as Clan, Adhocracy, Market, and Hierarchy, and their characteristics.
Cultural Dimensions: Understanding cultural dimensions such as Power Distance, Individualism vs. Collectivism, Masculinity vs. Femininity, and Uncertainty Avoidance, and their impact on organizational culture.
Norms and Values: Understanding the norms and values that drive organizational culture and their implications for the organization.
Organizational Socialization: Understanding the process of how new employees are socialized into organizational culture, and the impact this has on organizational culture.
Leadership's Role in Organizational Culture: Understanding how leaders influence organizational culture and how to develop a positive organizational culture through strong leadership.
Cultural Change and Transformation: Understanding how to initiate and manage cultural change, and how to evaluate the success of cultural transformation efforts.
Organizational Behavior: Understanding how behavior is influenced by organizational culture, and how behavior can influence and shape organizational culture.
Communication: Understanding the important role that communication plays in shaping and maintaining organizational culture.
Diversity and Inclusion: Understanding how diversity and inclusion impact organizational culture, and how to develop an inclusive culture.
Artifacts and Symbols: Understanding the visible and tangible elements of organizational culture such as dress code, office layout, and language, and their impact on organizational culture.
Employee Engagement: Understanding how organizational culture impacts employee engagement and satisfaction, and how to create a culture that promotes engagement.
Organizational Structure: Understanding how organizational structure impacts and is impacted by organizational culture.
Organizational Ethics: Understanding how ethical considerations impact organizational culture, and how to develop an ethical culture within the organization.
Performance Management: Understanding how organizational culture impacts performance management practices and how to align performance management with organizational values and norms.
Clan Culture: A family-like culture that focuses on employee development, teamwork, and collaboration. Employees are seen as "members" of the organization and their needs and opinions are valued.
Adhocracy Culture: A dynamic and innovative culture that focuses on creativity, risk-taking, and experimentation. Employees are encouraged to take risks and try new things.
Market Culture: A competitive culture that focuses on achieving key performance indicators, beating industry benchmarks, gaining market share, and increasing profitability. Success is measured by results and performance.
Hierarchy Culture: A structured and stable culture that focuses on rules, procedures, and bureaucracy. Employees are expected to follow established processes and protocols.
Network Culture: A culture that focuses on building external relationships, partnerships, and collaborations. The organization values social capital and networking.
Collaborative Culture: A culture that focuses on working together closely as a team to achieve goals. This culture places communication, cooperation, creativity, and consensus building at its core.
Entrepreneurial Culture: A risk-taking and innovative culture that focuses on growth and expansion. This culture prioritizes disruptive thinking, and employees are given significant autonomy to make decisions.
Learning Culture: A culture that values continuous learning and personal development. This culture invests in employee education and fosters a culture of continuous improvement.
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."