A Definition of Organizational Culture Essay

organisational acculturation refers to a system of sh ard meaning held by members that distinguishes the governing from separate organizations. Seven primary characteristics seem to capture the essence of an organizations coating1.Innovation and risk takingThe full stop to which employees atomic number 18 encouraged to be innovative and take risks.2.Attention to detailThe degree to which employees are expected to portray precision, analysis and attention to detail.3.Outcome druthersThe degree to which circumspection focuses on results or outcomes rather than on the techniques and processes used to achieve them.4.People orientationThe degree to which management decisions take into consideration the effect of outcomes on people within the organization.5.Team orientationThe degree to which work activities are organized around teams rather than individuals.6.AggressivenessThe degree to which people are aggressive and competitive rather than easygoing.7.StabilityThe degree to wh ich organizational activities empha size maintaining the status quo in contrast to growth.Creating and Sustaining CultureAn organizations current customs, traditions, and general way of doing things are largely due(p) to what it has make before and how successful it was in doing it. This leads us to the ultimate source of an organizations last its founders. Free of previous customs or ideologies, founders guard a vision of what the organization should be, and the firms miniscule size makes it easy to impose that vision on all members. Culture concept occurs in three ways. First, founders hire and keep only employees who think and olfactory sensation the same way they do. Second, they indoctrinate and socialize these employees to their way of thinking and feeling. And finally, the founders receive deportment encourages employees to identify with them and internalize their beliefs, values, and assumptions. When the organization succeeds, the founders personality becomes embe dded in the burnish.Keeping a Culture AliveOnce a culture is in place, practices within the organization maintain it by giving employees a set of similar experiences. The selection process, exerciseance evaluation criteria, training and increment activities, and promotion procedures ensure those hired fit in with the culture, reward those who take it, and penalize those who challenge it. Three forces play a particularly central part in sustaining a culture selection practices, the actions of top management, and socialization methods.1.SelectionThe explicit goal of the selection process is to identify and hire individuals with the knowledge, skills, and abilities to perform successfully. The final decision, because its significantly influenced by the decision makers judgment of how well the candidates will fit into the organization, identifies people whose values are essentially consistent with at least a good pot of the organizations.2.Top ManagementThe actions of top manageme nt also have a study impact on the organizations culture. Through words and behavior, aged executives establish norms that filter through the organization slightly, for instance, whether risk taking is desirable, how much(prenominal) freedom managers give employees, what is appropriate dress, and what actions earn pay raises, promotions, and other rewards.3.SocializationNo matter how good a job the organization does in recruiting and selection, tonic employees need help adapting to the prevailing culture. That help is socialization. For example, all navals must(prenominal) go through boot camp, where they prove their commitment and learn the Marine way. New recruits go to an internal Web portal to learn about the company and engage in some activities that help them understand the culture of the organization. After they start work, they continue to learn about the organization through an ongoing social networking application that links new workers with more conventional membe rs of the firm and helps ensure that culture is transmitted over time.Why is culture important?Culture can affect line of products outcomes in a number of ways, both positive and negative. For example, cultures that are non aligned with bodily strategy can lead to decreased loyalty, a lack of motivation, and heights employee turnover. Healthy cultures, however, impart pride and a sense of purpose to employees, star(p) to increased productivity and a greater understanding of corporate goals, as with the employee at the car manufacturing plant. Strategy, operational performance, and culture are all strongly related. High-performing companies often view culture as an enabler of strategy and performance, and want to constitute a culture that will support and enable employees in achieving those goals. throttle and Establish ethnical DiversityA typical organization has an across-the-board range of people who have cultural and personal differences. A small business interested in fostering cultural transformation among its employees endeavors to take a leak mutual respect for the different cultures, along with enabling personnel to snuff it their full potential. Acknowledging diverse cultures enables the organization to positively influence the organizational behavior that, in turn, enhances the performance and image of the organization. The business should portray the cultural diversity aspect of the organization in the mission statement.The Positive Influence of Cultural Diversity in Organizational Behavior Cultural diversity involves the differences in the opus of members of an organization in terms of nationality, race, color, gender, creed, religion or age, in other words, an array of culture found among people from diverse backgrounds. Organizational behavior refers to the nature of interactions among people and groups within an organization. The positive influence of cultural diversity facilitates members of the organization to build relationships and acknowledge each other disregardless of their differences of origin and background.Transforming Organizational BehaviorThe patterns of behavior in the organization are influenced by the nature of interactions and degree of diversity within the organization. The business,therefore, should seek to constitute an organizational culture that not only enhances the diversity of its workforce composition but also boosts individual performance. The positive influences of cultural diversity not only enable the organization to increase the scope of its reach the business also receives favorable exposure from every sector of the population due to its multicultural approach.Sustaining Positive Influence ProgramsPrograms for positive influence should always be adjusted to suit the dynamic nature of interactions among people. Establish regular forums and educational programs in which participants are trained to be sensitive to and appreciate cultural diversity, as well as in maintaining des irable organizational behavior. regularly post motivational quotes and messages of cultural diversity on public publicize boards. Concentrate on creating programs that internalize cultural diversity into the organizations behavior.