Understanding Organization and Organization Culture

What is an Organization? An organization is nothing but a common platform where individuals from different backgrounds come together and work as a collective unit to achieve certain objectives and targets.

What is culture ? The attitude, traits and behavioral patterns which govern the way an individual interacts with others is termed as culture. Culture is something which one inherits from his ancestors and it helps in distinguishing one individual from the other.

What is organization culture? Organization culture refers to the beliefs and principles of a particular organization. The culture followed by the organization has a deep impact on the employees and their relationship amongst themselves.

Organization A In organization A, the employees are not at all disciplined and are least bothered about the rules and regulations. They reach their office at their own sweet time and spend their maximum time gossiping and loitering around. Organization B This organization follows employee friendly policies and it is mandatory for all to adhere to them. It is important for the employees to reach their workplace on time and no one is allowed to unnecessarily roam around or spread rumours.

ORGANIZATION A

ORGANIZATION B

Broadly there are two types of organization culture: Strong Organization Culture: Strong organizational culture refers to a situation where the employees adjust well, respect the organization’s policies and adhere to the guidelines. Weak Organization Culture: In such a culture individuals accept their responsibilities out of fear of superiors and harsh policies.

Importance of organizational culture The culture decides the way employees interact at their workplace. The culture of the workplace also goes a long way in promoting healthy competition at the workplace. The culture of an organization represents certain predefined policies which guide the employees and give them a sense of direction at the workplace.

Importance of organizational culture The work culture goes a long way in creating the brand image of the organization . The organization culture brings all the employees on a common platform. The work culture unites the employees who are otherwise from different back grounds.

Importance of organizational culture The work culture promotes healthy relationship amongst the employees. It is the culture of the organization which extracts the best out of each team member.

Types of Organizational culture by Jonah lei B. Tamayo Your Subtitle Goes Here

Types of Organizational Culture According to Robert E. Quinn and Kim S. Cameron at the University of Michigan at Ann Arbor, there are four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy.

Clan oriented cultures Clan oriented cultures are family-like, with a focus on mentoring, nurturing, and “doing things together.”

Disadvantages of clan oriented culture Lack of Diversity Lack of Dissent Potential for Abuse Lack of Authority

Adhocracy oriented cultures Adhocracy oriented cultures are dynamic and entrepreneurial, with a focus on risk-taking, innovation, and “doing things first.”

Types of Adhocracy administrative- "feature an autonomous operating core; usually in an institutionalized bureaucracy like a government department or standing agency" operational- solves problems on behalf of its clients [5]

Disadvantage Solving Routine Problems Maintaining Clear Communication Lack of Risk Management Dependence on Technology

Market oriented cultures Market oriented cultures are results oriented, with a focus on competition, achievement, and “getting the job done.”

Hierarchy oriented cultures Hierarchy oriented cultures are structured and controlled, with a focus on efficiency, stability and “doing things right.”

Factors affecting Culture By Jonah Lei B. Tamayo

“Culture= values + attitude + Behaviors” There are 6 Factor affecting organizational culture: 1) Attitude of top management 2) Socialization of the organization 3) Adherence of important values 4) Selection and placement of employee 5) Performance evaluation and rewards 6) Recognition and promotion

1) Attitude of top Management: As we know top management run the business and manage the organization based on certain set of values, philosophy, and policy. Their attitude and polices are getting reflected in the decisions they take and systems and procedure, rules and regulations set for the employees.

2) Socialization of the organization: It is the procedure of new employee familiar with the culture of organization A) Entrance – every new employee has their own values, belief and attitudes. Initially they match with organizational culture. B ) Struggle – here organization culture and individual culture enter into conflicts. C) Change – here individual try to change and modify their culture to match with organization culture.

Adherence of important values: if organization has good values in it’s policy, such as, social welfare, human up liftment etc. then employee in that organization also develop that kind of values and put in their best by strictly following rules and regulations.

4) Selection and placement of employee: Employee should be selected based on qualifications as well as by examining their values, belief and attitudes.

5)Performance evaluation and rewards: if employee efforts are properly evaluated and than suitably rewarded then good conductive culture can prevail in the organization.

Recognition and Promotion: Recognizing good and exceptional performance and achievement of the employees and then rewarding them through proper promotions.

Adjusting to the changing culture & Setbacks of organization culture By:Dan Mark F. Punzalan

Adjusting To The Changing Culture The work culture represents the ideologies, principles, policies and beliefs of the organization. The individual’s style of working, his behavior and ways of interaction also contribute to the culture of the organization. There are several reasons which lead to a change in the organization culture. Change in management, poor financial conditions, revisions in goals and targets bring a change in the culture of the organization.

Adjusting To The Changing Culture Employees need time to cope up with a new culture The employees must design new strategies, new plan of actions and policies to meet the new challenges An employee must change his behaviour and thought process as per the culture

Few tips to adjust to the changing organization culture. Give time to adjust Be flexible Work with an open mind Never crib Look at the positive side Develop alternate plans Don’t get too attached to someone at the workplace

Setbacks Of An Organization Culture The culture of an organization is not formed in a single day. A culture is the cumulative outcome of the interaction amongst the employees and their behavioral patterns at the workplace. A culture is formed when individuals follow certain values and adhere to guidelines over a considerable period of time. Problems arise when new employees step into the shoes of the existing ones and take charge. They bring new ideas, new plan of actions and new concepts along with them and thus cause problems for the existing employees. Adjustment problems arise when new joinees find it difficult to adjust to the prevailing work culture. They find it difficult to concentrate and tend to lose interest in work. For them the work becomes a burden and they simply attend office to earn money. They never get attached to their workplace.

Setbacks Of An Organization Culture Culture in certain cases can also become a liability to an organization. Strict policies and harsh rules can sometimes create problems for the employees and they find it difficult to stick to the organization for a long time. Retaining the employee becomes a nightmare in cases of weak cultures. The policies must be employee friendly and benefit one and all. An individual working in any particular culture for quite some time would develop certain habits and mindset. It is not easy to get rid of a habit all of sudden.

Setbacks Of An Organization Culture An employee finds it difficult to implement new ideas and concepts in a culture which has been practised for several years. For him the culture becomes a limitation, where he has to work as per the set guidelines and predefined policies. One should always remember that no culture is more important than employees. They are the true assets of an organization. The work culture should never bind the employees to do something innovative.

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