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' which group members have acquired over time as they learn to successfully cope with internal and external organizationally relevant problems."
This subfield focuses on creating a culture of respect and inclusion in the workplace.
Diversity and Inclusion: This topic covers the differences between individuals, such as race, gender, age, and religion, and the importance of respecting them.
Equality: This topic covers the importance of giving equal treatment and opportunities to all individuals, regardless of their background.
Harassment: This topic covers the different types of workplace harassment, including sexual harassment, and the importance of preventing and reporting it.
Communication: This topic covers the importance of effective communication in the workplace, including active listening, respectful language, and constructive feedback.
Collaboration: This topic covers the importance of working collaboratively with colleagues, including sharing ideas and perspectives, respecting differences, and resolving conflicts.
Empathy: This topic covers the ability to understand and empathize with others, which is essential for creating a respectful workplace.
Leadership: This topic covers the importance of leadership in creating a respectful workplace, including setting a positive example, promoting diversity and inclusion, and enforcing policies and procedures.
Training and development: This topic covers the importance of providing ongoing training and development opportunities for employees to enhance their understanding of respectful workplace practices.
Cultural awareness: This topic covers the importance of understanding and respecting different cultures and customs, which can help to create a more inclusive and respectful workplace.
Conflict resolution: This topic covers the importance of resolving conflicts in a respectful and constructive manner, including active listening, compromising, and finding common ground.
Respect for diversity: This is the acknowledgment and acceptance of various differences in the workplace, including race, ethnicity, gender, sexual orientation, abilities, religion, and age. It means treating everyone with dignity and ensuring that everyone has equal opportunities, is listened to and has their views respected.
Respect for inclusion: This means that people feel safe and welcomed in the workplace. It means creating an environment where everyone feels accepted and has a sense of belonging, regardless of their background, experience, or position.
Respect for communication: This is the capacity to understand how to communicate with others in the workplace appropriately. It includes active listening, recognizing and respecting people's different communication styles, and sharing information transparently.
Respect for boundaries: This means that people have personal space and privacy, and their boundaries are not violated. It means respecting the time and commitments of others and not harassing, bullying, belittling, or discriminating against them.
Respect for a positive workplace culture: This is about creating a supportive, caring, and safe working environment that prioritizes employee well-being and growth. It means encouraging collaboration, recognizing achievements, and providing opportunities for development.
Respect for conflict resolution: This involves having procedures and methods in place for resolving conflicts that occur in the workplace. It means promoting honest and respectful communication, a willingness to listen, and finding peaceful resolutions to disagreements.
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: "Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders."
Quote: "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: "Organizational culture represents the collective values, beliefs, and principles of organizational members."
Quote: "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."
Quote: "The organizational culture influences... the resistance they will have towards certain changes."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs, and habits."
Quote: "Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."
Quote: "Group members have acquired [organizational culture] over time."
Quote: "The pattern of such collective behaviors and assumptions [of organizational culture] that are taught to new organizational members as a way of perceiving and even thinking and feeling."
Quote: "In larger organizations, there are sometimes co-existing or conflicting subcultures because each subculture is linked to a different management team."
Quote: "The values, beliefs, and norms [of organizational culture] influence the behavior of people as members of an organization."
Quote: "Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders."
Quote: "Factors such as... national culture" can influence organizational culture.