BUS 610 Week 1 Assignment Homeland/Organizational Culture
BUS 610 Week 1 Assignment Homeland /Organizational Culture Analysis
Develop a two to three-page APA formatted paper, utilizing at least three credible references, that analyzes the culture of either the United States of America or your current/past employer. The paper should specifically address the following components: observable artifacts, espoused values, and enacted values. Additionally, describe how these elements influence organizational values and culture.
Paper For Above instruction
The culture of any organization or society is a complex tapestry woven from visible symbols, articulated beliefs, and actual behaviors. Understanding these layers is essential to comprehending how organizations function and sustain their identity. In this paper, I will analyze the organizational culture of my former employer, a mid-sized technology firm in Silicon Valley, through the lenses of observable artifacts, espoused values, and enacted values, and explore how these contribute to shaping the organization's overarching culture and value system.
Observable Artifacts
Observable artifacts are the tangible manifestations of an organization's culture—its physical layout, dress code, symbols, language, rituals, and ceremonies. In my former organization, the workspace was designed to foster creativity and collaboration, featuring open-plan offices, colorful decor, and communal areas for brainstorming sessions. The dress code was casual, reflecting a culture that values comfort and individuality. Regular team-building activities, innovation awards, and celebratory events such as hackathons and annual company parties were prominent artifacts that underscored the organization's commitment to innovation and camaraderie. Logos, slogans, and branding materials further exemplified a culture centered on technological advancement and startup agility.
Espoused Values
Espoused values are the explicitly stated principles and ethical standards that the organization claims to uphold. During my tenure, the company publicly promoted values such as innovation, customer-centricity, agility, diversity, and sustainability. These were articulated in mission statements, corporate brochures, and onboarding materials. Leadership emphasized an entrepreneurial spirit, adaptability, and openness to change. The company’s website highlighted its commitment to diversity and inclusion, affirming values of equality and respect. These espoused values sought to guide employee behavior and reinforce a sense of purpose aligned with technological progress and social responsibility.
Enacted Values
Enacted values are demonstrated through the actual behaviors and practices within the organization, often revealing discrepancies between espoused beliefs and real-world actions. In this organization, despite corporations' public emphasis on diversity, evidence showed underrepresentation of minority groups in leadership positions. Decision-making often favored quick wins over sustainable practices, indicating a prioritization of agility over thoroughness. Leadership’s approach to performance reviews tended to reward individual accomplishments rather than team collaboration, suggesting a culture that values individual recognition over collective success. These enacted values sometimes conflicted with the espoused commitment to diversity and collaboration, illustrating a tension that influences organizational culture.
The Influence of These Elements on Organizational Culture
The observable artifacts, espoused values, and enacted behaviors collectively shape the culture by setting expectations, norms, and practices. For example, the startup’s open workspace and casual dress communicated a culture of innovation and informal communication, fostering a sense of approachability and entrepreneurial risk-taking. The espoused emphasis on diversity influenced recruiting policies, although enacted practices revealed gaps that impacted credibility. When behaviors aligned with espoused values, organizational culture coalesced into a genuine environment of trust and innovation. Conversely, discrepancies between words and actions created skepticism and reduced morale, illustrating the critical importance of authenticity in cultivating a cohesive culture.
Conclusion
Understanding an organization's culture requires analyzing its observable artifacts, espoused values, and enacted behaviors. These components serve as the foundation for how values are transmitted and maintained within the organization. When these elements align, they reinforce a strong, coherent culture that can motivate employees and support strategic objectives. Conversely, misalignments can lead to cynicism or disengagement, emphasizing the importance of authentic leadership and consistent behaviors that reflect the core values of the organization.
References
- Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
- Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass.
- Alvesson, M. (2012). Understanding Organizational Culture. Sage Publications.
- Hatch, M. J. (1993). The Cultural Dynamics of Organizational Analysis. Journal of Management Studies, 30(3), 429–445.
- Trice, H. M., & Beyer, J. M. (1984). Studying Organizational Cultures through Artifacts. Journal of Management Studies, 21(3), 271–294.