Term Paper on Organization
Culture and Communication
(First 2 Pages)
Organization Culture
The set of underlying values and norms shared by members of an
organization that form the foundation of the management system and
of management and employee practices. In corporations this force is
often referred to as “Corporate Culture”. The shared values of
organizational culture call attention to what is important and shape
the patterns of that become norms guiding the way things are done in
particular. The organization culture is deeply rooted in its past
but also affected by the present and by expectations for the future.
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Corporate culture is a dynamic internal force that not only affects
but also affected by the organization and all aspects of its
environment. Managers must be aware of this special relationship
because the continual give and take between the organizational
culture and the organization leads to changes in values and norms
that become ingrained in the culture and affect all employees.
Sub-Cultures
Moreover, various groups within an organization, such as marketing
and operations or management and employees, may develop their own
subcultures that have a powerful effect on the internal environment.
These subcultures sometimes represent competing value systems that
can create conflict between employee groups and therefore have a
negative impact on performance.
Characteristics of Culture
Organization’s culture is guiding beliefs, the values that form the
philosophical foundation for the organization’s direction. Guiding
beliefs generally reflect the personality and goals of the founder
and subsequent to managers. These guiding beliefs set the norms for
everyday behavior within the organization.
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When the cultural values and beliefs are widely accepted throughout
the organization and employees act according to these values, the
culture is said to be strong culture. Researchers have identified
many measure of cultural strength, including the depth of
penetration in the organization, how fervently employees embrace the
values, the longevity of the culture, and any tangible evidence of
the culture. Stronger cultures influence employees to a greater
extent than weaker cultures. Other cultural characteristics include
the ability to adapt to environmental change, the degree of employee
involvement, and the degree of consistency among the cultural
values. Organizations must find ways of sustaining their values and
sharing them with others.
How Culture is communicated
Culture itself cannot be directly observed and described, but clues
to the underlying values can be found in organizational stories,
symbols, ceremonies, and slogans. Organization uses these four
methods to communicate their cultural values and beliefs to
employees, to customers, and to other members of the task.
Management and Culture
The guiding beliefs and norms of a culture have a definite impact on
the way employees work and on their ability to achieve
organizational goals. Culture can generate a sense of shared
identity among employees, foster commitment to greater goals, and
enhance the organization’s ability to guide and shape employee
behavior. When culture has a positive effect on employee behavior it
inspires employees to high performance.
Culture can also cause problems, when top management want to change
the organization’s direction or set new goals, the existing culture
may be at odds with these changes.
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