organizational culture
organizational culture

Organizational culture

Organizational culture is an essential part of an organization. It decides all the things in the organization. Organization crew has to always concern about the culture. The existence of the organization depends on the organization culture.

A system which is shared meanings and customary beliefs held by organizational members that determine, during an outsized degree how they act towards each other that called as corporate culture. We do things around here. They are values, symbols, rituals, myths and practices. From those things, we can create an ethical culture in the organization.

What is culture?

Culture is a complex mixture of assumptions, behaviours, stories, myth, metaphors and other ideas that fit together to define what it means to be a member of a particular society. It shapes up the behaviour last in a series of their employees. Every individual has a personality. As well as every organization has a personality. That called as organizational culture. The culture plays a significant part in shaping managerial behaviour. For instances, attitudes, beliefs, language, customs, behaviours and food etc.

Culture levels

There are three culture levels in the management

  • Societal culture
  • Organizational culture
  • Organizational subculture

Societal culture

Societal culture is a complex set of meanings, habits, values and behaviours adopted by one or more social formations. The concept of societal culture is one that’s multi-layered into subcultures like community and faculty culture. Example, Sri Lanka culture and western culture. Example, Sri Lanka culture and western culture.

Organizational culture

Organizational culture could become a system of shared assumptions, values, and beliefs which how to govern people’s behaviour in an organization. These split beliefs have a strong influence on members of the organization. And they give orders on how to dress, act, and perform their roles.

Organizational sub –  culture

Many large organizations also have subcultures. This values and beliefs are unique to each subculture. In the subculture, a group of people within an organization share a common problem or experience which is unique to them.

What do cultures do?

  1. Culture creates distinctions between different organizations.
  2. It conveys a way to identify organizational members.
  3. Increase commitment to the organization mission
  4. It helps new employees to understand what goes inside the organization.
  5. Culture helps management to make correct decisions

Strong culture vs. Weak culture 

Strong culture in which fundamental values are deeply and widely held. This culture has a strong influence on organizational members. Strong culture has benefits. They are improved financial performance, high employee morale, motivated employees, excellent customer service, and strong leadership. If there is an influential culture in the organization, it creates a well-run organization. Influential culture has strength factors.

  • Size of the organization
  • Age of the organization
  • Rate of the employee turnover
  • Strength of the original culture
  • Clarity of cultural values and beliefs 

A weak culture can appear when the core values are not clearly defined, communicated, or widely accepted by those who work for the organization. A weak culture’s values and beliefs not actively and widely shared within the organization.

How employees learn culture?

Employees learn the organizational culture according to the below types.

  • Stories – new employees can know about the new organization culture from stories—narratives of significant events actions of people that convey the spirit of the organization.
  • Rituals – repetitive sequences of the activities that express and reinforce the values of an organization.
  • Material symbols – physical assets distinguishing the organization
  • Language – acronyms and jargon of terms, phrases, and words specific to an organization.

Organizational social responsibility

It mentions the commitment of an organization to seek actions that protect and improve the welfare of society along with its interests. The organization is an open system. There are four types of social responsibilities.

  • Philanthropic efforts
  • Environment protection
  • Company diversity and labor practices
  • Supporting volunteer effort

When the organization is protecting social responsibilities, they have to concern about the above features. They have to worry about the environment, company diversity, labor practices, and philanthropic effort.

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