Organizational Culture

ORGANIZATIONAL CULTURE

Culture’s functions.

Culture is the limit that defines the role: it creates distinctions between one organization and others, gives a sense of identity, and goes far away than individual interest.

It helps to define the rule of the game in a company for everybody. It’s very important the “face-to-face” between the members to go in the same direction, to get a friendly working place to show a good face with the public.

Culture creates climate.

When you are in work group, every positive or negative attitude of the team can be good or bad. It’s very important that everybody have the same feeling about what’s important or how well things are working.

Safety, justice, diversity and customer service are things that workers look for in their work place. If these things are covered, there will be a positive climate.

Culture as a liability.

Culture can improve the employee’s commitment to the company, but we shouldn't ignore the potentially dysfunctional aspects of culture, especially a strong one, on an organization's effectiveness.

Institutionalization: when an organization undergoes institutionalization and becomes institutionalized, that is, it is valued for itself and not for the goods or services it produces. it takes on a life of its own, apart from its founders or members. It doesn't go out of business even if its original goals are no longer relevant. acceptable modes of behavior become largely self-evident to members, and although this isn't entirely negative, it does mean behaviors and habits that should be questioned an analyzed become taken for granted, which can stifle innovation and make maintaining the organization's culture an end in itself.

Barriers to change: when a company is undergoing rapid change, it may not have an appropriate culture to effect the changes or respond quickly.

Barriers to diversity: when you hire employees of

Barriers to acquisition and mergers: the keys factor for doing these activities was the financial advantage and synergy. Today culture is important too.

Employees treat the customers the same way the organization treats them.

Studies have showed that when employees are treated well, they are likely to treat customers well, but when employees are treated poorly, they treat customers poorly. A culture that shows positive treatment for employees is likely to create a positive culture for treatment of customers. You can create positive feelings in the company offering service training, information sharing, self-management teams and employee autonomy. The employee benefiting practices did indeed lead to higher performance through a better climate for customer service.

Creating and sustaining culture: how a culture begins.

Creating of culture occurs:

1. Founders hire and keep employees who feel and think in the same way than them.

2. Indoctrinating these employees for thinking and feeling.

3. Finally,

...