Organizational Culture Analysis Symbols Of Culture Are Calle
Organizational Culture Analysissymbols Of Culture Are Called Artifacts
Organizational Culture Analysis: symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas, and letterhead paper.
Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment. Your paper should provide examples of and address each of the following topics: Observable artifacts, espoused values (these are what organizational members say they value, like ethical practice), and enacted values (these are reflected in the way individuals actually behave). In addition, describe how each item listed above impacts the values and culture of the organization. Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
Paper For Above instruction
Introduction
Understanding organizational culture is vital for comprehending how organizations operate, influence behavior, and develop internal coherence. Analyzing culture involves examining observable artifacts, espoused values, and enacted values, each reflecting different levels of organizational reality. This paper explores these aspects within my former workplace, illustrating how they shape and reinforce organizational identity and functioning.
Observable Artifacts
Observable artifacts are the most visible manifestations of organizational culture. These include physical structures, symbols, rituals, and behaviors that outsiders can easily observe. In my previous employment at a marketing firm, a prominent artifact was the company's open-office layout, which fostered a sense of transparency and collaboration. The firm's logo, prominently displayed in conference rooms, and branded merchandise exemplified visual symbols reinforcing brand identity (Schein, 2010). Rituals also played a part; weekly brainstorming sessions and annual company retreats were embedded practices that built camaraderie and exemplified core values such as teamwork and innovation.
The outward appearance of the office spaces, corporate attire, or communication styles serve as tangible representations of the firm's culture. These artifacts often reflect underlying values, even if not explicitly stated. For instance, the company's emphasis on innovation was visibly reinforced through casual dress codes and flexible workspace arrangements.
Espoused Values
Espoused values are the stated principles and standards the organization claims to uphold. In my past organization, the leadership emphasized integrity, client satisfaction, and continuous improvement. These values were articulated in official documents, onboarding sessions, and company mission statements. Leadership frequently highlighted ethical practices, transparency, and empowerment during meetings and in internal communications (Schwartz, 2013).
However, the espoused values also served as a guide for behavior and decision-making. For example, the company’s commitment to integrity was reflected in its transparent project reporting and open-door policies. Such statements fostered a shared understanding of what the organization claims to value, creating a moral framework that guides employees’ perceptions and actions.
Enacted Values
Enacted values are the actual behaviors and practices observed in daily organizational life, which may align or diverge from espoused values. In the case of my previous workplace, enacted values often aligned with espoused principles, but inconsistencies occasionally emerged. Employees demonstrated a strong work ethic, a collaborative spirit, and a focus on client outcomes—behaviors consistent with the organization’s espoused emphasis on integrity and teamwork.
Nevertheless, there were instances where enacted values diverged from stated values. For example, during high-stress periods, some managers prioritized deadlines over ethical considerations, such as transparency with clients or fairness in workload distribution. Such inconsistencies highlighted the gap that can sometimes exist between organizational ideals and actual practices (Schein, 2010). Recognizing these discrepancies is vital to understanding the true cultural fabric of an organization.
Impact of Artifacts, Values, and Culture
Observable artifacts serve as cues that reinforce espoused and enacted values, shaping organizational identity both internally and externally. For example, the open-office design and casual dress code communicated an emphasis on transparency and innovation, aligning with the organization’s espoused values and fostering a culture of openness.
Espoused values set the aspirational standards for behavior; they influence employee attitudes and inform the organizational climate. When genuinely upheld through enacted values, they create a cohesive environment that promotes trust and engagement. Conversely, disconnects between espoused and enacted values can undermine credibility, eroding trust among employees and stakeholders.
The alignment (or misalignment) between these elements influences organizational effectiveness, reputation, and employee satisfaction. A consistent culture, where artifacts and behaviors support stated values, enhances organizational resilience and adaptability in changing environments (Hofstede, 2011).
Conclusion
Analyzing the artifacts, espoused, and enacted values within an organization provides insights into its underlying culture and operational dynamics. In my former workplace, observable artifacts like office layout and rituals, combined with espoused values such as integrity and innovation, generally fostered a positive environment. However, occasional discrepancies between values and behaviors underscored the importance of aligning these elements to sustain organizational integrity and effectiveness. Recognizing these cultural components allows leaders to reinforce desired behaviors and cultivate a resilient organizational identity.