Organizational Culture (Lecture 9)

There are many approaches to culture and even more definitions, according to Armstrong, (2009) “Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the ways in which people in organizations behave and things get done. ‘Values’ refer to what is believed to be important about how people and organizations behave. ‘Norms’ are the unwritten rules of behavior”.

Seminary Eldridge and Crombie, (1974) defined the culture of an organization refers to the unique configuration of norms, values, beliefs, and ways of behaving that characterize the way groups and individuals combine to get things done.

According to Deal & Kennedy, (2000) Simply stated organizational culture is “the way things are done around here”. 

Model of Organizational Culture

Schein, (1983) describe three levels of organizational culture, it is could be shows below Schein’s Culture Triangle.   

Figure i: Model of Organizational Culture: Riley, (2018)

Source: https://www.tutor2u.net/business/reference/models-of-organisational-culture-schein

As another references model of culture, developed by Johnson, (1992) may help to explain the difference between the two approaches. Johnson calls his model the ‘cultural web’. The Cultural Web identifies six interrelated elements that help to structure what Jerry call the "paradigm" the pattern or model of the work environment. 

Figure ii: Jonson and Scholes Cultural web: Crisan, (2018)

Source: https://www.keatext.ai/customer-experience-insights/survey-analysis/corporate-culture-assessment/attachment/johnson_and_scholes_cultural_web-50792/

Types of Organization Culture

According to Geaney, (2016)  Handy’s model describes main 4 types of organizational culture. Every organization have their own unique culture or mix of different types of organizational culture, such as Power Culture, Role Culture, Task Culture, and Person Culture.

Figure iii: Handy’s 4 classes of Culture: Geaney, (2016)

Source: https://www.youtube.com/watch?v=E1NrJqYudPw

Strong vs week organizational culture

Following are the strong cultures and weak cultures of organizations.

Strong Cultures	Week Cultures
Values widely shared	Value limited to a few, usually top management
Members know what is important	Member not very clear about what is important
Most employees can tell stories about company history	Employee possess little knowledge of company history
Employee strongly identify with culture	Employees have little identification with culture
Strong linkage between shared values and behavior	Little connection between shared values and behavior

Table i: Strong vs week organizational culture

Many orgenizations their rganizational culture is depend on the organization to another and it is unique for an organization. Good organization Culture succeed the business towards. It has proved that it can tremendously increase job satisfaction, and awareness about problem solving and organization performance (Kotter and Heskett, 2012).

According to Cameron and Quinn, (2011) It it well known, for an example Toyota organizational culture effectively supports the company’s endeavors in innovation and continuous improvement. And other than the most successful company like Caca Cola, Disney, General Elecric, Intel, McDonald’s, Microsoft, Rubbermaid, and Sony organizational culture highlights the importance of developing an appropriate culture to support global business success.

References

Armstrong, M., (2009). Armstrong’s Handbook Of human resource Management practice 11th edition.

Cameron, K.S. and Quinn, R.E., (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.

Deal T. E. and Kennedy, A. A. (1982, 2000) Corporate Cultures: The Rites and Rituals of Corporate Life, Harmondsworth, Penguin Books, 1982; reissue Perseus Books, 2000.

Denison, D.R., (1990). Corporate culture and organizational effectiveness. John Wiley & Sons.

Eldridge, J and Crombie, A (1974) The Sociology of Organizations, Allen & Unwin, London French, W L.

Jim Riley, (2018). Models of Organisational Culture. [Online]
Available at: https://www.tutor2u.net/business/reference/models-of-organisational-culture-schein
[Accessed 29 9 2018].

Johnson, Gerry (1992) “Managing Strategic Change—Strategy, Culture and Action”. Long Range Planning Vol 25 No 1 pp 28-36.

Kotter, J.P. and Heskett, J.L. (1992) Corporate Culture and Performance. Free Press, New York.

Ruth Geaney, (2016). Handy's 4 classes of Culture. [Online]
Available at: https://www.youtube.com/watch?v=E1NrJqYudPw
[Accessed 28 9 2018].

Schein, E.H., (1983). The role of the founder in creating organizational culture. Organizational dynamics, 12(1), pp.13-28.

Schein, E.H. (2004) Organizational Culture and Leadership, Third edition, San Francisco:Jossey-Bass.

Tatiana Crisan, (2018). Johnson and Scholes Cultural Web. [Online]
Available at: https://www.keatext.ai/customer-experience-insights/survey-analysis/corporate-culture-assessment/attachment/johnson_and_scholes_cultural_web-50792/
[Accessed 28 9 2018].