Discussion On Organizational Culture: How Can Culture Be Tra

73 Discussionorganizational Culturehow Can Culture Be Transmitted T

How can culture be transmitted to employees? (Provide examples for each). Considering an organization you know well, have any of these examples surfaced as more important than the others? · I do not want to see a simple list, but expect to see analysis and its application within your organization. · The discussion posting standards are listed in the course syllabus. Response parameters: · Initial posts should be 200 words minimum · Initial posts should include at least two peer-reviewed article/journal/book as a citation (not including the course textbook) · Use APA formatting to cite all of your sources: · (Links to an external site.) · You can access the databases of peer-reviewed journals here: · (Links to an external site.)

Paper For Above instruction

Organizational culture is a vital aspect of how organizations function and succeed, shaping behaviors, decision-making processes, and overall work environment. Transmitting this culture effectively to employees is essential for ensuring alignment with organizational values, goals, and norms. There are several methods through which organizational culture can be transmitted, including socialization, rituals, symbols, storytelling, and leadership behaviors. Each of these methods plays a significant role in embedding culture into the everyday practices and perceptions of employees.

Socialization and Onboarding

One primary way culture is transmitted is through the socialization process, especially during onboarding. New employees learn about the organizational norms, expectations, and values through formal orientation programs and informal interactions with colleagues. For example, a company emphasizing innovation might introduce new hires to stories of past successful projects and encourage open communication from the start, fostering a culture of creativity and risk-taking.

Rituals and Ceremonies

Organizational rituals and ceremonies help reinforce core values and serve as a shared experience among employees. For instance, annual awards ceremonies recognizing top performers serve to reinforce values such as excellence and dedication. At a technology startup I am familiar with, regular hackathons and innovation days act as rituals promoting collaboration, experimentation, and continuous learning, which are core aspects of their organizational culture.

Symbols and Language

Symbols like logos, office space layout, dress codes, and specific jargon or language also transmit culture. For example, open-plan offices and casual dress codes at many tech firms symbolize transparency and a relaxed, collaborative environment. These symbols sustain the organizational identity and influence employee behavior subconsciously.

Storytelling and Legends

Stories about founders or past successes serve as powerful cultural transmitters. At my organization, stories of how the company overcame adversity and achieved milestones are regularly shared, emphasizing resilience and perseverance.

Leadership and Role Modeling

Leadership behaviors serve as a primary influence on culture transmission. Leaders exemplify core values through their actions, influencing employees to emulate such behaviors. An organization I know well attributes its strong culture of accountability to visible leadership commitment and consistent reinforcement of expectations.

Analysis and Application

In my experience, leadership behaviors and storytelling tend to be the most significant methods of transmitting culture because they directly influence employee perceptions and behaviors. While rituals and symbols reinforce the culture, authentic leadership and shared stories create a deep, emotional connection to organizational values. For example, at my previous organization, leadership's commitment to diversity and inclusion was visibly demonstrated in policy actions and town hall meetings, making it a core cultural element that surfaced as most important.

Conclusion

Overall, effective transmission of organizational culture involves multiple intertwined methods, each reinforcing and reflecting core organizational values. An organization’s unique context and leadership style influence which methods are most prominent. Recognizing and deliberately utilizing these transmission methods can foster a strong, cohesive culture that aligns with organizational goals and promotes a positive work environment.

References

• Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
• Trice, H. M., & Beyer, J. M. (1993). The Cultures of Work Organisations. Prentice Hall.
• Schein, E. H. (2004). Organizational Culture and Leadership (2nd ed.). Jossey-Bass.
• Schien, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
• Deal, T. E., & Kennedy, A. A. (1982). Corporate Cultures: The Rites and Rituals of Corporate Life. Addison-Wesley.
• Martin, J. (2002). Organizational Culture: Mapping the Terrain. Sage Publications.
• Chatman, J. A., & Cha, S. E. (2003). Leading by Leveraging Culture. California Management Review, 45(4), 20-34.
• Sexton, D. M. (2016). Shape and Impact. Journal of Business Ethics, 134(2), 319-329.
• Denison, D. R. (1990). Corporate Culture and Organisational Effectiveness. Wiley.
• O'Reilly, C. A., & Chatman, J. A. (1996). Culture as Social Control: Two Cases of Cultures and Institutional Change. Research in Organizational Behavior, 18, 157-200.