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, attitudes and behaviors that characterize an organization.
Hofstede's Cultural Dimensions: This framework categorizes cultural differences into six dimensions, including power distance, individualism vs collectivism, uncertainty avoidance, masculinity vs femininity, long-term vs short-term orientation, and indulgence vs restraint.
Cross-Cultural Communication: Describes the exchange of information and ideas between people from different cultural backgrounds, and how to navigate differences in communication style, norms and customs.
Cultural Intelligence: The ability to adapt to different cultural contexts, understand and respect cultural differences, and effectively communicate across cultures.
Cultural Diversity: The extent to which people from different cultural backgrounds are represented in the workplace, and how to create an inclusive environment.
Organizational Culture: The shared values, beliefs, and practices of an organization, and how they impact behavior and performance.
Cultural Sensitivity: An appreciation for cultural differences and the ability to adjust one's behavior accordingly.
Intercultural Competence: The ability to effectively interact with people from different cultural backgrounds, engage in cross-cultural communication, and navigate cultural differences.
Ethnocentrism: The belief that one's own culture is superior to others, and how to avoid ethnocentric biases.
Multiculturalism: A policy or practice of promoting a diverse and inclusive workplace culture, and how to manage diversity effectively.
Cultural Adaptation: The process of adjusting to and integrating into a new cultural environment.
Cultural Shock: The disorientation, anxiety and confusion that can occur when entering a new cultural environment, and how to manage its effects.
Stereotypes: The oversimplified beliefs and attitudes about a group of people, and how to avoid and overcome them.
Cultural Competence Training: Educational programs designed to improve cultural sensitivity and promote intercultural competence.
Cultural Barriers: Any obstacle that prevents effective communication or interaction between people from different cultural backgrounds.
Emotional Intelligence: The ability to understand and manage one's own emotions as well as those of others, and how emotional intelligence can be used to navigate cultural differences.
Globalization: The increasing interconnectedness of people and organizations across national and cultural boundaries, and its impact on organizational culture and behavior.
Human Resource Management: The policies and practices that determine how an organization manages its human capital, including recruitment, selection, training and development, compensation and benefits, and diversity and inclusion initiatives.
Clan Culture: This type of culture is family-like and focuses on employee development and engagement. It is characterized by a friendly and supportive environment.
Adhocracy Culture: This type of culture revolves around innovation and creativity. It focuses on risk-taking and experimentation to achieve its goals.
Market Culture: This type of culture is results-oriented and values competitiveness. It seeks to achieve goals through accomplishment and measurable results.
Hierarchy Culture: This type of culture is characterized by structure and a well-defined chain of command. It values stability and security in the workplace.
The Learning Culture: This type of culture focuses on growth and continuous learning. It encourages employees to acquire new knowledge, develop new skills, and apply them to their work.
Innovation Culture: This type of culture fosters creativity and innovative thinking. It encourages employees to take risks, experiment, and pursue new ideas.
Competitive Culture: This type of culture is results-oriented and focused on achieving goals. It values competitiveness and success in the marketplace.
Collaborative Culture: This type of culture emphasizes teamwork and cooperation. It fosters a spirit of partnership and values working together towards common goals.
Customer-oriented Culture: This type of culture is focused on meeting the needs of the customer by providing quality products and services. It values customer satisfaction and loyalty.
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."