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'."
This subfield focuses on the shared values, beliefs, and behaviors that define an organization's culture and shape its identity.
Definition of Organizational Culture: Covers the meaning of organizational culture, its components, and how it is formed.
Cultural Types: Describes the different types of organizational cultures, including clan, adhocracy, market, and hierarchy.
Cultural Dimensions: Examines the various dimensions that influence organizational culture, including power distance, individualism-collectivism, uncertainty avoidance, and masculinity-femininity.
Cultural Change: Explores the importance of organizational culture in facilitating or impeding change, including cultural resistance to change and cultural revitalization.
Cultural Leadership: Focuses on the role of leadership in cultivating and sustaining a strong organizational culture, including the use of symbols, stories, and rituals.
Cultural Fit: Looks at the importance of cultural fit in recruitment, retention, and performance, including cultural alignment, cultural diversity, and cultural conflicts.
Cultural Climate: Discusses the atmosphere created by organizational culture, including the level of employee engagement, satisfaction, and commitment.
Cultural Competence: Covers the knowledge and skills required to navigate and function effectively within different organizational cultures.
Cultural Intelligence: Explores the ability to comprehend and adapt to diverse cultural norms, values, and behaviors.
Cultural Ethics: Examines the ethical considerations and dilemmas that arise within organizational culture, including cultural relativism, ethical leadership, and social responsibility.
Strong Culture: Organizations with strong cultures have a shared set of beliefs, values, and norms that guide behavior and decision-making. This type of culture is often associated with high employee satisfaction and retention.
Weak Culture: In weak cultures, there is less emphasis on shared values and norms, and employees may feel less connected to the organization. This can result in higher turnover rates and lower employee satisfaction.
Innovative Culture: An innovative culture values creativity and innovation, encouraging employees to take risks and think outside of the box. This type of culture is often found in startups and tech firms.
Customer-Focused Culture: Organizations with a customer-focused culture prioritize the needs and wants of their customers, making decisions and policies with their satisfaction in mind. This type of culture is often found in service-oriented industries such as hospitality and retail.
Control Culture: In control cultures, there is a strong emphasis on rules, regulations, and hierarchy, with a focus on maintaining order and stability. This type of culture is often found in government agencies and large corporations.
Collaborative Culture: In a collaborative culture, there is a focus on teamwork and cooperation, with employees working together to achieve common goals. This type of culture is often found in nonprofit organizations and healthcare.
Hierarchical Culture: In a hierarchical culture, employees are expected to follow strict protocols and procedures, with little room for deviation or creativity. This type of culture is often found in military organizations and government agencies.
Performance Culture: In a performance culture, there is a strong emphasis on achieving results and meeting goals, with rewards and recognition given to high-performing employees. This type of culture is often found in sales-driven organizations.
Ethical Culture: An ethical culture places a high value on integrity, honesty, and ethical behavior. This type of culture is often found in nonprofit organizations and socially responsible companies.
Adaptability Culture: In an adaptability culture, employees are encouraged to be flexible and adaptable in the face of change, with a focus on continuous improvement and learning. This type of culture is often found in startups and small businesses.
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."