Based On The Three Approaches To Organizational Culture
Based On The Three Competing Approaches To Organizational Culture Ref
Based on the three competing approaches to organizational culture (refer to the video below), you will present the three approaches, identify the benefits and challenges of each approach, and which approach you believe would be most suitable for your current internship placement site. In a five-minute powerpoint presentation: Define the three types of approaches to organizational culture (refer to the video below. Identify the benefits and challenges of each approach. Determine the best organizational cultural approach for your current internship placement site. Provide a rationale for your selection. Discuss the importance of organizational culture and its role in improving efficiency and effectiveness of business processes. View the video “Organizational Culture” by Edgar Schein (10:50 mins) at:
Paper For Above instruction
Organizational culture fundamentally influences how businesses operate, their internal environment, and their interaction with external stakeholders. Understanding the different approaches to organizational culture is essential to fostering a productive work environment, aligning cultural values with strategic goals, and improving overall organizational effectiveness. This paper explores the three primary approaches to organizational culture—articulated through academic literature and practical insights—analyzing their benefits and challenges and identifying the most suitable approach for a specific internship setting.
The Three Approaches to Organizational Culture
The three predominant approaches to understanding organizational culture are the Constructivist Approach, the Shared Values Approach, and the Competing Values Framework. Each offers a unique perspective on the formation, development, and impact of organizational culture within business settings.
1. Constructivist Approach
The constructivist approach emphasizes that organizational culture is constructed through social interactions and shared meanings among members. This approach highlights the importance of symbols, language, stories, and rituals that shape organizational identity (Schein, 2010). Culture, in this view, is fluid, evolving through ongoing interpretation and negotiation among employees.
Benefits:
- Promotes adaptability and flexibility, enabling organizations to respond swiftly to environmental changes.
- Encourages innovation by allowing cultural elements to evolve through social interactions.
- Fosters a sense of identity and belonging among employees.
Challenges:
- Difficult to measure and control due to its fluidity.
- Can lead to inconsistent cultural practices across different departments or teams.
- Risk of ambiguity, making it hard for management to implement uniform cultural initiatives.
2. Shared Values Approach
This approach posits that organizational culture is rooted in shared core values and norms that guide behavior (Deal & Kennedy, 1982). These values are often explicitly stated in mission statements, codes of conduct, and organizational policies. The focus is on cultivating a cohesive culture grounded in common beliefs.
Benefits:
- Provides clear guidance for employee behavior, reinforcing organizational goals.
- Enhances cohesion and unity within the organization.
- Simplifies communication of cultural expectations.
Challenges:
- Rigid adherence to shared values may suppress diversity and innovation.
- Difficult to ensure all members genuinely buy into the values.
- Overemphasis on shared values can lead to groupthink, reducing critical thinking.
3. Competing Values Framework
Developed by Quinn and Rohrbaugh (1983), this framework identifies four dominant cultural types classified along two axes: flexibility versus stability, and internal versus external focus. The types are Clan, Adhocracy, Hierarchy, and Market cultures, each emphasizing different values and priorities.
Benefits:
- Allows organizations to adopt a flexible and adaptable culture suited to their strategic needs.
- Facilitates balancing different organizational priorities through multiple cultural dimensions.
- Provides a comprehensive view that can guide leadership in aligning culture with organizational strategy.
Challenges:
- Complex to implement as it requires balancing conflicting cultural traits.
- Risk of cultural fragmentation if conflicting priorities are not managed well.
- May lead to ambiguity about which cultural traits should be prioritized.
Most Suitable Approach for an Internship Placement Site
For an internship setting, selecting an organizational culture approach must consider the environment’s learning and growth opportunities. Based on the analysis above, the Constructivist Approach appears most suitable for a dynamic, learning-centered internship environment. It fosters adaptability, encourages innovation, and promotes a participative culture where interns can contribute meaningfully and see their role as part of a continuously evolving organizational narrative.
In such a setting, the fluidity of culture supported by ongoing social interactions allows interns to rapidly acclimate, experiment with new ideas, and develop their professional identities. Additionally, this approach aligns with the typical mission of internship programs—to support learning, development, and innovation.
Importance of Organizational Culture
Organizational culture plays a critical role in shaping business practices, employee engagement, and overall effectiveness. A strong, positive culture aligns employees with organizational goals, enhances motivation, and reduces turnover. Furthermore, a well-understood and effectively managed culture improves efficiency by streamlining processes and fostering collaboration (Schein, 2010).
Research indicates that organizations with adaptive cultures are better equipped to navigate change and sustain competitive advantage (Kotter & Heskett, 1992). Culture influences decision-making, problem-solving, and innovation—all vital components of a successful business. In the context of the internship site, nurturing a culture that promotes learning, openness, and adaptability directly translates to better service delivery and organizational resilience.
Conclusion
Understanding the three approaches to organizational culture—Constructivist, Shared Values, and the Competing Values Framework—is crucial for managers and interns to navigate and influence organizational dynamics effectively. While each approach has its benefits and challenges, selecting a culture aligned with organizational goals and context can significantly impact success. For internship placements, fostering a constructivist culture that emphasizes social interactions and continuous learning can maximize benefits for interns and the organization, leading to a more adaptive, innovative, and cohesive work environment.
References
- Deal, T. E., & Kennedy, A. A. (1982). Corporate Cultures: The Rites and Rituals of Corporate Life. Basic Books.
- Kotter, J. P., & Heskett, J. L. (1992). Corporate Culture and Performance. Free Press.
- Quinn, R. E., & Rohrbaugh, J. (1983). A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis. Management Science, 29(3), 363–377.
- Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
- Wong, S. S. (2004). Culture, Organizational Culture, and the Future of Organizations. International Journal of Management, 21(4), 721-726.
- Martin, J. (2002). Organizational Culture: Mapping the Terrain. SAGE.
- Robbins, S. P., & Coulter, M. (2018). Management (14th ed.). Pearson.
- Hatch, M. J. (1993). The Dynamic of Organizational Culture. Academy of Management Review, 18(4), 657–693.
- Ashkanasy, N. M., & Humphrey, R. H. (2011). The Impact of Culture and Leadership Styles on Work Outcomes: The Mediating Role of Emotional Intelligence. Journal of Organizational Behavior, 32(8), 1140-1161.
- Bresnen, M., & Marshall, N. (2000). Motivating Partnerships in Construction. Construction Management and Economics, 18(7), 819-832.