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 define an organization and its working environment.
Purpose and Values: The underlying beliefs and inspiration that guides a company's direction and decision-making.
Diversity, Equity, and Inclusion: Creating an environment where all employees feel respected and valued regardless of their diverse backgrounds or experiences.
Communication: How information flows up, down, and through the organization to ensure clarity of goals, strategies, and expectations.
Leadership: The qualities necessary to create a positive and successful workplace culture, including inspirational and effective communication skills, emotional intelligence, and problem-solving skills.
Employee Engagement: Developing strategies to boost employee motivation, enthusiasm, and connection to their job, their team, and the company's mission.
Performance Management: Processes and procedures that are used to monitor, review, and improve employee performance.
Learning and Development: Continuous improvement and personal development initiatives that can help employees grow and advance within their organization.
Work-Life Balance: Encouraging a balanced work and personal life for employees can result in increased productivity and satisfaction.
Health and Wellness: Promoting physical and mental well-being in the workplace through health and wellness programs, healthy eating options, and access to personal support services.
Workplace Environment: Creating a physically comfortable and appealing work environment can create an atmosphere that encourages creativity and collaboration.
Clan culture: This culture is focused on teamwork and collaboration. In a clan culture, employees are treated with love and respect and encouraged to work together to achieve common goals.
Adhocracy culture: This culture is risk-taking and dynamic. In an adhocracy culture, employees are encouraged to be innovative and take risks to achieve success.
Market culture: This culture is focused on results and competition. In a market culture, employees are rewarded based on performance and success is measured by market share and revenue.
Hierarchical culture: This culture values structure and stability. In a hierarchical culture, rules and procedures are strictly followed and decisions are made by those in positions of authority.
Achievement culture: This culture values individual achievement and progress. In an achievement culture, employees are driven by goals and incentives and are constantly striving to improve and succeed.
Collaboration culture: This culture values teamwork and collaboration. In a collaboration culture, employees work together to achieve common goals and are rewarded based on their contributions to the team.
Innovation culture: This culture values creativity and new ideas. In an innovation culture, employees are encouraged to think outside the box and develop new solutions to problems.
Community culture: This culture values social responsibility and making a positive impact. In a community culture, employees are encouraged to get involved in charitable activities and volunteer work.
Control culture: This culture values stability and minimizing risk. In a control culture, rules and procedures are strictly followed, and decisions are made based on risk analysis and cost-benefit analysis.
Customer-focused culture: This culture values providing excellent customer service. In a customer-focused culture, employees are focused on meeting the needs of customers and providing excellent service.
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."