Organizational Culture: Corporate Culture in Organizations

In: Other Topics

Submitted By lisacerrito
Words 917
Pages 4
Summary: Organizational Culture: Corporate Culture in Organizations
Leadership and Management in Nursing
September 3, 2013

Summary: Organizational Culture: Corporate Culture in Organizations
Summarize your perception of the article content? This article discusses how difficult it is to define culture in the work environment. Culture encompasses everyone’s life at all times and is a commanding unit that shapes the, “work enjoyment, work relationships and work processes.” (Heathfield, S.M., 2013). Culture consists of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a specific group and is characterized within the group through language, decision making, symbols, folk lore, and work ethics. Within this article seven characteristics of culture are discussed. These characteristics of culture include: * Culture = Behavior – This shows us how culture should not be described as positive or negative but merely signifies the overall functional customs in a particular environment. * Culture is Learned - Various activities are learned by a positive or negative consequences subsequent to their behavior. * Culture is Learned Through Interaction - Personnel absorb culture by interacting with each other at the work place. * Sub-cultures Form Through Rewards – This occurs with value rewards that are not related with the behaviors anticipated by managers but by social reward from coworkers, project teams, and work units. * People Shape the Culture – The personnel’s individual personalities and experiences shape and mold the culture within the work place. * Culture is Negotiated – A culture is not formed by a single person. Culture modification is a progression of give and take performed by all associates within an organization. * Culture is Difficult to Change – A transformation in culture involves an…...

Similar Documents

Corporate Culture

...Corporate Culture Models Paper Corporate Culture Models Paper Corporate culture is the shared morals, ethics and meanings that employee’s hold in common and that are use by an organization’s leaders. Corporate culture is an influential force that affects individual employees in a very real way. Moneypenny's corporate culture model and those proposed by Schein (2009) and Senge (2006) look as if to have a common theme, they all see that corporations have a culture all their own. Schein’s corporate culture consists of three levels, behavior/Artifacts, Values, and assumptions/beliefs. “The most visible level is behavior and artifacts. This is the observable level of culture, and consists of behavior patterns and outward manifestations of culture: perquisites provided to executives, dress codes, level of technology utilized (and where it is utilized), and the physical layout of work spaces” (“Strategic Leadership and Decision Making ORGANIZATIONAL CULTURE“, 2010). “At the next level of culture are values. Values underlie and to a large extent determine behavior, but they are not directly observable, as behaviors are. There may be a difference between stated and operating values. People will attribute their behavior to stated values”(“Strategic Leadership and Decision Making ORGANIZATIONAL CULTURE“, 2010). “To really understand culture, we have to get to the deepest level, the level of assumptions and beliefs. Schein contends that underlying assumptions grow out of......

Words: 608 - Pages: 3

Organizational Culture

...C H A P T E R Organizational Culture Learning Objectives After reading this chapter, you should be able to: • Describe the elements of organizational culture. • Discuss the importance of organizational subcultures. • List four categories of artifacts through which corporate culture is communicated. • Identify three functions of organizational culture. • Discuss the conditions under which cultural strength improves corporate performance. • Discuss the effect of organizational culture on business ethics. • Compare and contrast four strategies for merging organizational cultures. • Identify five strategies to strengthen an organization’s culture. 16 S I X T E E N 496 T o an outsider, PeopleSoft is one of the loopiest places on the planet. The Pleasanton, California, business management software company has nerf ball shootouts and minigolf tournaments in the hallways. Dress-down day is every day of the week. A white collar is usually a T-shirt. The bagels and gourmet coffee are free. Having fun is so ingrained that many employees—called PeoplePeople—say it’s the best place to have a bad day. PeopleSoft also values egalitarianism— treating everyone with respect and minimal status differences. Executives don’t have secretaries, special perks, or grandiose offices. “Don’t kiss up and slap down,” PeopleSoft cofounder Dave Duffield reminds everyone. In other words, give the bagel delivery guy the same respect as the company president. PeopleSoft is also extreme......

Words: 12145 - Pages: 49

Organization Culture

...Organization Culture DQ1) 1. Who defines what the culture is in an organization and what are the components of a culture? Most successful businesses develop strategies that include their mission, vision, and values, with the confidence that their employees follow the organization's standards. These guidelines should define the culture the organization would like to establish. The leaders who hope to implement an essential retreat from the "norm" in an organization will must influence and lastly amend the culture of an organization. The main components of culture include language and communication style, customs, land, family relationships, gender roles, religion, political power, racism, scarceness and economic concerns. 2. What role does the organization’s culture play in defining, encouraging, and maintaining an ethical standards model? The culture role in defining, encouraging and maintaining an ethical culture within an organization is supreme and paramount. If one admits the role of a manager or leader in an organization, he or she should expect to be held to the highest principles of honesty and ethical behavior. Organization’s administrators are responsible for emerging and maintaining the ethical culture through, effective leadership, severe-hiring practices, ethical based training, well-expressed programs, responsibility, and the identification and recognition of insubordinate subcultures. 3. Review the attached file diagram for Sequential Theory. Does...

Words: 862 - Pages: 4

Corporate Culture

...------------------------------------------------- Corporate Culture Definition: A blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time | | | | | | Whether written as a mission statement, spoken or merely understood, corporate culture describes and governs the ways a company's owners and employees think, feel and act. Your own business's culture may be based on beliefs spelled out in your mission statement. It could consist in part of a corporate symbol, like the rainbow-colored apple that symbolizes Apple Computer. Whatever shape it takes, your corporate culture plays a big role in determining how well your business will do. If you're not happy with your current culture, there are things you can do to start changing it now. Look for a symbol, story, ritual or other tool you could use to bring out the values and practices you want for your company. Your cultural tool might be a new corporate logo symbolizing your company's personality. Or you could choose a story to embody your approach and make it part of your culture. If you can't find a tool, make one. For example, you can turn an admired former employee into a symbol by giving an award named after that individual, complete with ritual ceremony. Corporate Culture   Related Terms: Corporate Image Corporate culture refers to the shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature. Corporate culture is......

Words: 3907 - Pages: 16

Corporate Culture

...SUCCESSFUL ORGANIZATIONAL CULTURE AND CORPORATE EFFECTIVENES Tran Thi Thu Huong Columbia Southern University SUCCESSFUL ORGANIZATIONAL CULTURE AND CORPORATE EFFECTIVENES Thesis: Four critical questions to ask in any boardroom of both large and small companies around the world in the 21st century are how to attract and keep talented people, how to increase profits and shareholder value, how to increase creativity and productivity, and how to ensure ethics permeate the corporate culture. These four points involve to organization management, particularly to manage organizational culture. After researching 207 companies within 22 industries between 1977 and 1988, John Kotter & James Heskett discovered that corporate culture affects economic performance (as cited in Journal of Management by Allen, 1992). I. Definition of organizational culture Organizational culture is the set of shared values and norms that control organizational members' interactions with each other and with people outside the organization. This element is the first element creating the competitive advantages for a firm (Jones, 2010). A. Define and differentiate between value and norm. B. What organizational values and how they affect behaviors 1. Terminal values Terminal value is a desired end state or outcome that people seek to achieve 2. Instrument values Instrumental value is a desired mode of......

Words: 988 - Pages: 4

Corporate Culture

...behind companies, corporate culture and corporate identity are always two important topics people will refer to. Some worldwide well-known brands, such as Apple, Samsung, Nokia or Enron, corporate culture and corporate identity have an enormous impact on their way to big names or final bankruptcy. This essay attempts to explain the background to organisational culture, the definition of corporate identity, and then to explore how does corporate identity affect and how is it affected by corporate culture in more detail via using Apple as an example. A summary and conclusion will be drawn at the end of this essay. Background to organisational culture Organisational culture is a complex and multi-facet conception. The notion of organisational culture has been explored by social scientists over the past decades. Andrew Brown stated the definition of organizational culture in his book Organizational Culture as follows: “Organizational culture refers to the pattern of beliefs, values and learned ways of coping with experience that have developed during the course of an organization’s history, and which tend to be manifested in its material arrangements and in the behaviours of its members.”1 According to Ravasi and Schultz, organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behaviour for various situations.2 Martins and Martins thought organisational culture as “a system of......

Words: 1805 - Pages: 8

Corporate Culture

...October 23, 2014 Great Cups Corporate Culture One of the main problems at Great Cups is that there is a lack of experience and direction in the executive management team. The management team lacks knowledge, education, and know-how. Their weaknesses cause the organization to be inconsistent and unorganized. This filters into each of the key areas, HR, finance, and marketing. There is no real defined structure to the HR department. This problem creates several problems for Great Cups, one of those being a weak organizational structure and an undefined organizational chart. The organizational chart is used to communicate a hierarchy to employees. It defines the roles and responsibilities of everyone within the organization and it establishes a hierarchical structure. This structure establishes who has the authority and power and designates the decision-making responsibilities. Great Cups has had significant growth and has become more complex, so the HR Management team that supports Great Cups must develop and be leading experts in their field. A strategy for change would be to develop the existing human capital at Great Cups. To capitalize on the strong commitment of the forming founders and further develop their skills and abilities. More specifically, take the current HR Executive Director Bonnie B., and build her strategic leadership skills, then let her create a professional executive HR Management team for Great Cups. This lets Great Cups know who is in charge. The...

Words: 862 - Pages: 4

Corporate Culture

...Norms on Leadership, Corporate Culture and Ethical Business Practices Media is consistently reporting scandals, acts of dishonesty, and other unethical behaviors by organizations within the United States and abroad; many factors can be attributed to this issue. The primary reason is a corporate culture that lacks emphasis on ethical decision-making (Chen, Sawyers & Williams, 1997). Leadership often feels pressured to sellout their personal ethics to achieve organizational goals at any cost. The behaviors and actions of a workforce within an organization can be influenced by many factors. The culture within an organization consists of the behaviors and actions of the employees, management, stakeholders, creditors, customers, and society (Chan & Cheung, 2012). Corporate culture is defined as “the shared beliefs top managers in a company have about how they should manage themselves and other employees, and how they should conduct their business (es) (Ferrell, Fraedrich, & Ferrell, 2013 p. 181). How does this culture affect the business practices within the organization? If unethical behavior is the practice of the leadership within the organization then the employees within the organization will be negatively affected and therefore also exhibit unethical practices. If the leadership has significant influence over the workforce what may influence the leadership within the organization? Societal norms may negatively or positively impact the culture and the behaviors......

Words: 1191 - Pages: 5

Corporate Culture of the Organization

...Corporate culture of the organization Corporate culture — set of models of behavior which are acquired by the organization in the course of adaptation to environment and the internal integration, shown the efficiency and divided by the majority of members of the organization. Components of corporate culture are: * the accepted system of leadership; * styles of a resolution of conflicts; * operating system of communication; * position of the individual in the organization; * features of gender and international relationship; * the accepted symbolics: slogans, organizational taboos, rituals. The term "corporate culture" appeared in the XIX century. It was formulated and applied by the German field marshal Moltke who applied it, characterizing relationship in the officer environment. At that time relationship was regulated not only charters, courts of honor, but also duels: the saber scar was obligatory attribute of belonging to officer "corporation". Rules of behavior, both written, and unwritten, developed in professional communities in medieval guilds, and violations of these rules could lead to an exception of their members of communities. Corporate culture usually existing in the organizations — a difficult complex of the assumptions which are unsubstantially accepted by all members of collective and setting the general framework of behavior. Modern heads and managing directors consider culture of the organization as the powerful strategic tool,......

Words: 630 - Pages: 3

Corporate Culture

...Corporate Culture By: Joanne Mowat, The Herridge Group {Insert Date} Corporate Culture Abstract As an executive, identifying, understanding, and influencing the organizational culture can ensure corporate agility and financial success. As a potential employee, catching a glimpse of the true culture of an organization will help one decide if the company is a place where one can contribute and flourish. In both cases, misunderstanding the culture can lead to disaster. Corporate cultures have both gross and subtle manifestations that provide clues to the underlying norms and beliefs. Paying attention to the work practices, environment, communication paths, and even the level of humour in a company, will give one a hint of the dominant organizational culture. Identification and understanding the culture is necessary to affect any minute or large scale changes in response to market imperatives. If one does not have a clear picture of the culture one cannot effectively modify it. This paper touches on four key questions in relation to corporate culture: • • • • What is corporate culture? Why is it important to understand the corporate culture? How can one identify the corporate culture? Can corporate cultures be changed? 09/03/2002 2 Corporate Culture What is Corporate Culture? Corporate culture is the personality of the organization: the shared beliefs, values and behaviours of the group. It is symbolic, holistic, and unifying, stable, and difficult to...

Words: 3684 - Pages: 15

Culture and Organization

...the housewares and furniture organization which one of the world’s top furniture organization. IKEA also designs its products and sell those items in more than 300 IKEA stores that are from different countries around the world. IKEA offer the high-quality items at low prices. The largest market of IKEA is in Germany with 44 stores. United States has the second most IKEA store amount in the world with 37 (Loeb Walter, 2012). The company is care for the customers and in order to make more profit for the organization and IKEA also care for the customers, IKEA buy items in unpackaged, ships and stores matters unassembled using smooth packaging and customers assembled those a lot of items in their houses. IKEA was founded in 1943 in Sweden by Ingyar Kamprad (refernceforbusiness, 2015). In 1958, the first store of IKEA was founded in Sweden. After that IKEA extended to Scandinavian countries. Firstly, IKEA stores in Norway and Demark were opened which are the neighborhood countries and then IKEA started open their stores in Switzerland in 1973 and Germany in 1974 (Loeb, 2012). The first store in the United States was opened in Philadelphia (1985). The first store that IKEA faced problems is in Japan because of their culture differences, lifestyles and practices (Chaletanone and Cheancharadpong, 2008). Since IKEA entered into the country that has culture difference in social organizations, there will be numerous influences on organizational efficiency. Nowadays,......

Words: 2826 - Pages: 12

Organizational Culture

...paper examines the growing phenomenon of organizational culture. What is it? Why is it important? How has it changed and why? How can an organization establish or change their culture? I hope to answer all of these questions and leave people with a better understanding of the concept and what factors create a strong organizational culture in today’s workforce. What is Organizational Culture? Organizational culture is not a new concept. It has been in existence since the emergence of the business world. However, it is only relatively recently that it has been identified, and executives have taken notice and made it a priority. The culture of an organization can be compared to the personality of a human being (Chegini, 2010). Culture is the essence of what an organization represents, who they are, what they stand for, what they believe in, and what is important to them. One of the better, and simpler, definitions of organizational culture I found is “the shared values and assumptions that guide behavior in an organization” (Çakar, 2010). The fundamentals of corporate culture can include a company’s values, employee expectations, customs, factual or mythical organizational history, language, climate, etc. In some cases, organizational culture is designed and employees are encouraged and expected to achieve it. On the other hand, culture may also develop over time from the attitudes and mentalities of employees. An organizational vision and mission statement may......

Words: 3663 - Pages: 15

Impact of Organization Culture on Internal Corporate Communication

...Impact of Organizational Culture on Internal Corporate Communication and Team Dynamics – A Case Study Analysis [Student Name] [Student ID] [Submission Date] Table of Contents Organizational Culture 3 The Impact of Culture 3 Group Dynamics 4 Tuckman's Teamwork Theory 4 Phases of Tuckman’s Teamwork Theory 5 The 4 Phases of Tuckman's Teamwork Theory 5 Belbin Team Role Theory - The Eight Team Roles 7 Theoroes of Motivation 11 Link 18 Conclusion 19 Recommendations 19 Organizational Culture Organizational culture is a is a group of values ​​shared by a group of people, mostly silent between the members and, obviously, unique to the group, which are passed on to new group members. Organizational culture is a mechanism of knowhow, standards of perception, thinking, evaluation and action. Cultural Impact The culture of an organization is evolving to survive with their surroundings. Organizational culture helps managers to set standards and believes in which each member to work in a single standardized template. Organizational culture can enhance the effectiveness of the organization. The effects of organizational culture are multidimensional. A robust organization will always focus on the environment it creates for its employees, because it helps attract a company which is efficient. They focus on creating and maintaining an organizational culture......

Words: 3028 - Pages: 13

Corporate Culture

...Within an organization effective leadership is one of the most important factors that help to guarantee successful work of the organization, its development, and stability. It is a skill that helps managers to organize all of the processes within a company and maintain constant control over the employees. It requires great skills and a strong character and a level of charisma to influence others. While many of the world’s great leaders were not born to be leaders, several after starting with nothing went on to become great leaders because they desired it. Leadership can defined in many ways, but most commonly a leader is person who influences the thoughts and behaviors of others and a leader is one who establishes the direction for others to willingly follow. Leaders come in many styles; from the hard-nosed, strictly discipline oriented person, to the soft-spoken easygoing man, the product always seems to be a person that all subordinates can emulate. It appears as if a good leader is a person that is comprised of many principles and traits. Leaders play a vital role in standardizing performance. Leaders can influence other to perform beyond even their own expectations. Developing a sense of responsibility in your subordinates seems to play a very important role in a leader's actions. Leaders set vision, strategies, goals, and values in order to guide their followers and to set desired action and behavior. As a whole, any organization must have strong leadership as the......

Words: 3003 - Pages: 13

Corporate Culture

...Week Five Assignment Corporate Culture Paper PSY 428 August 28, 2006 Corporate Culture Paper Organizational culture refers to an organization's values, beliefs, and behaviors. In general, it is concerned with beliefs and values on the basis of which people interpret experiences and behave, individually and in groups. Cultural statements become operationalized when executives articulate and publish the values of their firm, which provide patterns for how employees should behave. Firms with strong cultures achieve higher results because employees sustain focus both on what to do and how to do it. Organizational culture is reflected in the use of symbols, artifacts, rites and rituals, language communication, stories and legends. According to Jex, Symbols and artifacts are objects or aspects of the organizational environment that convey some greater meaning. In most organizations, symbols provide us with information on the nature of the culture. An example of a symbol would be an employee obtaining the largest or “Corner office” and example of an artifact would be the Business suit or corporate attire, however, the suit and tie seems to be giving way to a more casual look in many organizations. Another example of how organizational culture manifests itself is in rites and rituals. According to Jex, Rites as described as “relatively elaborate, dramatic, planned sets of activities that consolidate various forms of cultural expressions into one......

Words: 743 - Pages: 3