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 assumptions that shape the behavior of an organization and its employees.
Definition and Importance of Organizational Culture: Understanding what organizational culture is and why it is crucial for the success of a company.
Cultural Dimensions: Different cultural aspects of an organization, such as beliefs, values, norms, and customs.
Types of Organizational Culture: Classification of company cultures into several main types, such as clan culture, entrepreneurial culture, and bureaucratic culture.
Organizational Structure: Different structures that organizations can adopt for their operations, such as hierarchical, flat, and matrix structures.
Organizational Design: The process of designing or modifying organizational structures, policies, and procedures to achieve specific goals.
Leadership and Management: The role of leaders and managers in shaping and reinforcing the culture of their organizations.
Workplace Diversity: Strategies for creating an inclusive and diverse work environment that accommodates different cultural backgrounds, experiences, and perspectives.
Communication: The role of effective communication in fostering a positive, collaborative, and productive culture across different teams and departments.
Change Management: The process of managing organizational change, including introducing new technologies, policies, or processes, that can affect culture.
Employee Engagement: Strategies for keeping employees motivated, connected, and committed to the company's goals by fostering a positive culture and work environment.
Human Resources Practices: Building a strong organizational culture through human resources practices such as hiring, developing, and retaining employees.
Performance Management: The process of setting goals, measuring performance, and providing feedback to employees to improve their productivity and overall performance.
Ethics and Compliance: The role of ethical behavior and compliance with laws and regulations in shaping the culture and reputation of an organization.
Organizational Learning: Strategies for creating a culture of continuous learning and improvement in which employees can acquire new skills and knowledge to adapt to organizational changes.
Organizational Behavior: The study of how people and groups behave in organizations, including topics such as motivation, leadership, and communication.
Clan Culture: This type of culture is based on teamwork, consensus, and a family-like environment. The focus is on employee development and satisfaction, and employees are seen as the company's most valuable asset.
Adhocracy Culture: This type of culture is creative, innovative, and risk-taking, where employees are encouraged to take initiatives and think outside the box. The focus is on developing new products or services and constantly evolving to meet the changing market needs.
Market Culture: In a market culture, the focus is on achieving goals and results. Employees are competitive, aggressive, and focused on meeting performance targets. The organization is often focused on sales, profits, and the bottom line.
Hierarchy Culture: This type of culture is characterized by formal procedures, rules, and control mechanisms. Employees are expected to follow clear, defined procedures and do not have much autonomy. Decision-making is centralized, and senior management is in charge.
Network Culture: In a network culture, the organization is decentralized, and employees work in teams or groups that are interconnected. Communication is an essential aspect of collaboration, and employees are expected to work together to achieve common goals.
Bureaucratic Culture: In a bureaucratic culture, procedures are rigid and formal, and employees are expected to follow them without question. The focus is on rules and regulations, and the organization is often slow to adapt to changes in the market.
Entrepreneurial Culture: This type of culture encourages risk-taking, innovation, and creativity. Employees are encouraged to take chances and think outside the box, and the focus is on developing new products, services, and markets.
Team Culture: In a team culture, employees work collaboratively, with a strong emphasis on cooperation and teamwork. The focus is on developing effective teams that can work together to achieve common goals.
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."