Organizational Culture

An organization’s culture is what holds a company together and influences decision and actions throughout the entire organization (Tharp, 2009). It is:

  • shared assumptions
  • values
  • beliefs

The organizational culture affects problems and opportunities internally and externally.

You can observe the organizational culture by (University of Graz Karl-Franzens, 2013):

  • looking at the physical structure of the organization
  • the language used
  • attire
  • values
  • assumptions.

Leadership defines desired values.

Employees guide shared assumptions and beliefs.

Organizational culture artifacts are often things that can be seen, such as:

  • the physical surroundings
  • products
  • technologies
  • art
  • employee attire
  • publications
  • language
  • stories
  • practices
  • and more

Strategies can be used to help create an intellectual and diverse team to encourage innovation and problem solving (Holden, 2007; Schoo, 2008).

  • performance rewards
  • socialization events
  • emotional intelligence training
  • encouraging risk

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References

Holden, D. (2007, September). Team development: A search for elegance. Industrial Management, 49(5), 20-25.

Schoo, A. (2008, Spring). Leaders and their teams: Learning to improve performance with emotional intelligence and using choice theory. International Journal of Reality Therapy, 27(2), 40-45.

Tharp, B. M. (2009, April). Defining “Culture” and “Organizational Culture”: From anthropology to the office. Interpretation a Journal of Bible and Theology, Harworth.Retrieved from http://www.haworth.com/docs/default-source/white-papers/defining-culture-and-organizationa-culture_51-pdf-28527.pdf?sfvrsn=6.

University of Graz Karl-Franzens. (2013). Organizational Culture. Retrieved from http://www.uni-graz.at/iimwww/iimwww/orgculture.pdf.

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