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18/12/2018 10:32:01 AM

Organizational Culture in Company

Organizational Culture is the shared set of beliefs, expectations, values, norms, and work routines that influence the ways in  which individuals, groups, and teams interact with one another  and  cooperate  to  achieve  organizational  goals.  Organizational  culture  reflects the distinctive ways organizational members go about performing their jobs and relating to others inside and outside the organization. For example, it may be a distinctive way in which customers in a particular hotel chain are treated from the time they are greeted at check-in until their stay is completed. Organizations that possess strong cultures may differ on a wide variety of dimensions such as how important decisions are made, willingness to change, playfulness, that determine how their members behave toward one another and perform their jobs. For example, IDEP Product Development’s employees are encouraged to adopt a playful attitude and flexible approach to their work, look outside the organization to find inspiration whereas Citibank and ExxonMobil’s employees treat each other in a more formal or deferential way. Managers play a particularly important part in influencing organizational culture. Therefore, they must find out the way how to help employees study organizational culture. There are several ways which are helpful in transferring organizational culture to employees as following.

Firstly, values of the founder affect the way transferring organizational culture. It is clear that founders of an organization can have profound and long-lasting effect on organizational culture. Founder set the scene for the way cultural values and norms develop because their own values guide the building of the company and they hire other managers and employees who they believe will share these values and help the organization to attain them. Moreover, new managers quickly learn from the founder what values and norms are appropriate in the organization and thus what is desired of them.

Secondly, the process of socialization also affect organizational culture. This process is particularly important when newcomers learn an organization’s values and norms and acquire the work behavior necessary to perform job effectively. For example, at Texas A&M University, all new students are encouraged to go to “Fish Camp” to learn how to be a student at the school. They learn about the ceremonies that have developed over time to commemorate significant events or people in A&M history.

The third factor that influences organizational culture is ceremonies and rites. Ceremonies and rites recognize incidents of importance to the organization as a whole and to specific employees. The most common rites are rites of passage, of integration, and of enhancement. Rite of passage such as induction and basic training helps employees learn and internalize norms and values. Rite of integration, for example office Christmas party, builds common norms and values. Rite of enhancement such as presentation of annual award motivates commitment to norms and values. The last factor can influence organizational culture is stories and language. Stories about organizational heroes and villains and their actions provide important clues about values and norms. Such stories can reveal the kinds of behaviors that are valued by the organization and the kinds of practices that are frowned on. For example, stories about Ray Knoc, founder of McDonald, are the heart of the company’s rich culture. The interesting stories about him spread around the organization and help establish the strong culture in the company. In addition, spoken language is a principal medium of communication in organizations. McLanguage, for example is prevalent at all level of McDonald’s. The concept of organizational language encompasses not only spoken language but other clues such as how people dress, the offices they occupy, the car they drive. The values and norms of an organization’s culture strongly affect the way manager perform their management functions. Managers apply the organizational culture shaping their point of view about the world, their actions and decision making. On the other hand, manager’s actions impact on the performance of the organization. Organization culture and managerial actions, therefore, are all linked together.

Nguyen Thi My My



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