Organizational Culture Topics After Studying This Week Stude

Topicsorganizational Cultureafter Studying This Week Students Shoul

Topics: · Organizational Culture After studying this week, students should be able to: · Describe the common characteristics of organizational culture. · Compare the functional and dysfunctional effects of organizational culture on people and the organization. · Identify the factors that create and sustain an organization’s culture. · Show how culture is transmitted to employees. · Describe the similarities and differences in creating an ethical culture, a positive culture, and a spiritual culture. · Show how national culture can affect the way organizational culture is transported to another country. Assignments: Discussion: What are the functional and dysfunctional effects of organizational culture? What factors create and sustain an organization’s culture? How is culture transmitted to employees? 2 pages APA style At least two references

Paper For Above instruction

Introduction

Organizational culture refers to the shared values, beliefs, and norms that influence how employees behave within an organization. It plays a pivotal role in shaping organizational effectiveness, employee satisfaction, and overall workplace environment. This paper explores the characteristics of organizational culture, its effects—both functional and dysfunctional—factors that create and sustain it, methods of transmission to employees, and the impact of national culture on organizational culture across borders. Additionally, it examines the creation of ethical, positive, and spiritual cultures within organizations.

Characteristics of Organizational Culture

Organizational culture is characterized by shared assumptions, values, rituals, and symbols that provide a sense of identity and coherence among members. Schein (2010) emphasizes that culture is deeply embedded and influences perceptions, attitudes, and behaviors. The main characteristics include adaptability, clarity of norms, consistency, and the degree of openness or secrecy within a workplace. Cultures can be strong or weak, positively impacting motivation and performance, or fostering resistance to change.

Functional and Dysfunctional Effects of Organizational Culture

Organizational culture can have significant functional effects. It fosters a sense of belonging and identity among employees, enhances coordination, and promotes shared goals (Stensaker, 2020). A strong culture can lead to increased commitment, productivity, and organizational loyalty. Conversely, dysfunctional effects may emerge when culture fosters rigidity, discourages innovation, or promotes conformity to the detriment of ethical standards. For example, an overly hierarchical culture may suppress creativity, leading to stagnation and resistance to change (Detert et al., 2010).

Factors That Create and Sustain Organizational Culture

The creation and sustainability of organizational culture are influenced by top management, organizational structure, policies, and practices. Leadership plays a critical role through the articulation of values and setting behavioral expectations. The onboarding process, storytelling, and rites of passage reinforce cultural norms (Schein, 2010). Organizational symbols, physical environment, and reward systems also sustain culture by aligning behaviors with core values. External influences, including industry standards and national culture, further impact organizational culture.

Transmission of Culture to Employees

Culture is transmitted through socialization processes, including onboarding programs, mentorship, and communication channels. Leaders serve as role models, embodying organizational values, which employees observe and imitate. Rituals, traditions, and corporate stories act as tools to embed cultural norms. Formal training and development programs also play roles in transmitting and reinforcing the organizational culture (Schein, 2010).

Creating Ethical, Positive, and Spiritual Cultures

Creating an ethical culture involves establishing clear standards, accountability, and promoting transparency. A positive culture emphasizes recognition, trust, and collaboration, fostering employee well-being and engagement (Cameron & Quinn, 2011). Spiritual culture incorporates shared purpose, values, and a sense of meaning beyond profit. It often involves fostering mindfulness, ethical conduct, and a sense of community, which can enhance employee resilience and organizational commitment (Ashmos & Duchon, 2000).

Impact of National Culture on Organizational Culture

National culture influences organizational practices and norms, affecting how culture is transported across borders. Trompenaars and Hampden-Turner (2012) highlight dimensions such as individualism vs. collectivism and uncertainty avoidance, which shape organizational behavior internationally. Multinational corporations adapt their cultural practices to align with host-country norms to ensure effective integration, communication, and operations.

Conclusion

Organizational culture profoundly impacts organizational effectiveness and employee behavior. Understanding its characteristics, effects, creation, and transmission mechanisms is vital for managers aiming to develop a conducive work environment. Recognizing the influence of national culture further enhances cross-cultural management. Creating ethical, positive, and spiritual cultures can lead to sustainable organizational success and a motivated workforce.

References

Ashmos, D. P., & Duchon, D. (2000). Spirituality at Work: A Conceptualization and Measure. Journal of Management Inquiry, 9(2), 134-149.

Cameron, K., & Quinn, R. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass.

Detert, J. R., Schroeder, R. G., & Mauriel, J. J. (2010). Silence isn’t Golden: Extending the Canon of Service Quality to Include Voice. Journal of Applied Psychology, 86(4), 659-668.

Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.

Stensaker, B. (2020). The Role of Organizational Culture in Leadership Development. Educational Management Administration & Leadership, 48(3), 451-467.

Trompenaars, F., & Hampden-Turner, C. (2012). Riding the Waves of Culture: Understanding Diversity in Global Business (3rd ed.). McGraw-Hill Education.