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'."
An exploration of the shared beliefs, values, and norms that shape the attitudes and behaviors of employees within an organization.
Definition of Organizational culture: This topic provides an overview of organizational culture, covering key concepts and definitions.
Types of Organizational Culture: This topic covers different types of organizational culture such as Clan Culture, Adhocracy Culture, Market Culture, and Hierarchy Culture, and how they affect the organization.
Theoretical Approaches to Organizational Culture: This topic provides an overview of theoretical approaches to organizational culture such as the functionalist approach, interpretive approach, and critical approach.
Culture Creation and Maintenance: This topic covers how organizational culture is created and maintained, including factors that can influence culture, such as leadership style, employee behavior, and organizational structure.
Culture Change and Transformation: This topic covers how organizations can change and transform their culture, including strategies for facilitating change and overcoming resistance to change.
Organizational Culture and Innovation: This topic examines how organizational culture can facilitate or hinder innovation, including the role of leadership, employee behavior, and organizational structure in fostering a culture of innovation.
Organizational Culture and Diversity: This topic explores the relationship between organizational culture and diversity, including how cultural differences can impact organizational culture and how organizations can create a culture that is inclusive of diverse perspectives and backgrounds.
Organizational Culture and Ethics: This topic examines the role of organizational culture in promoting ethical behavior in organizations, including the impact of leadership, employee behavior, and organizational values on ethical decision-making.
Organizational Culture and Performance: This topic covers the relationship between organizational culture and performance, including how culture can impact employee satisfaction, engagement, and productivity.
Organizational Culture and Communication: This topic examines the importance of communication in shaping and maintaining organizational culture, including the role of communication in creating shared values, beliefs, and norms within an organization.
Clan Culture: This type of culture is characterized by teamwork, collaboration, and a sense of belonging. There is a focus on employee development, and the company is often seen as an extended family.
Adhocracy Culture: In this type of culture, organizations are innovative, entrepreneurial, and risk-taking. The focus is on agility and flexibility, and employees are encouraged to take risks and challenge the status quo.
Market Culture: Organizations with this type of culture focus on competition and winning in the marketplace. The goal is to be the best, and employees are often heavily driven by performance metrics.
Hierarchy Culture: In this type of culture, there is a strong focus on structure and control. There is a clear hierarchy of authority and a focus on following rules and procedures.
Bureaucratic Culture: Similar to hierarchy culture, bureaucratic cultures are driven by rules and procedures. However, they are often more rigid and inflexible than hierarchy cultures, and they can be resistant to change.
Entrepreneurial Culture: Entrepreneurial cultures are characterized by risk-taking and innovation. The focus is on creativity and growth, and employees are often encouraged to experiment and try new things.
Collaborative Culture: In this type of culture, teamwork and collaboration are highly valued. There is a focus on building strong relationships and partnerships, and employees are often encouraged to work together to achieve common goals.
Traditional Culture: Traditional cultures are often found in older, established organizations. They are characterized by a focus on stability and continuity, and there is a high degree of respect for tradition and history.
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."