Organizational Culture and Its Impact
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This assignment delves into the concept of organizational culture, examining various models like Hofstede's cultural dimensions and the Cultural Web model. It analyzes how these models influence company behavior, employee dynamics, and ultimately, an organization's success. The author discusses the importance of understanding and shaping organizational culture to create a positive and productive work environment.
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Running head: Management Organization and Global warming
Management Organization and Global warming
Name of the student
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Author’s Note
Management Organization and Global warming
Name of the student
Name of the University
Author’s Note
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Management Organization and Global warming
Company culture is the persona of an organization. It illustrates the setting in which
employees work. It includes variety of elements such as organization’s goal, ethics, value,
expectation and mission. Company culture is a delicate thread that influences how the
organization operates; affects critically, the success and the failure of a project, determines who
is an asset or isn’t of the organization and rules the overall mood of the organization. Company’s
culture gain attention when it merges with another company of a different culture or when
existing culture becomes inconvenient. In passive environment, issue in culture can result into
staff turnover, low morale and even absenteeism. Perquisites of Strong corporate culture are both
supported and perceived by social science. Basically there are six component of a remarkable
culture inculcating these components can assure longevity of an organization and uniqueness in
organizational culture namely Vision, Values, Practices, People, Narrative, Place.
Organizational Culture can be influenced by other different factors, but the above-mentioned
components can result into stronghold of an organization thus shaping the future of companies’
culture.
Author’s view on effectiveness of cultural web model in changing corporate culture can
be agreed on the ground that it is easy enough for the employees of the organization to
understand the concept. The employees of the organization can analyze and evaluate all by
themselves on the basic of cultural web model. Cultural web model comprises of six elements
namely Rituals and routines, Control system, Symbols, Organizational structure, Power
Structure, Myth and Stories. These six elements together represent physical palpable of a
company’s culture and standard of an organization.
Organizational culture defined by Edgar Schein is “basic believes and assumptions that
are shared by employees of an organization”. According to him, organization do not opt for a
Management Organization and Global warming
Company culture is the persona of an organization. It illustrates the setting in which
employees work. It includes variety of elements such as organization’s goal, ethics, value,
expectation and mission. Company culture is a delicate thread that influences how the
organization operates; affects critically, the success and the failure of a project, determines who
is an asset or isn’t of the organization and rules the overall mood of the organization. Company’s
culture gain attention when it merges with another company of a different culture or when
existing culture becomes inconvenient. In passive environment, issue in culture can result into
staff turnover, low morale and even absenteeism. Perquisites of Strong corporate culture are both
supported and perceived by social science. Basically there are six component of a remarkable
culture inculcating these components can assure longevity of an organization and uniqueness in
organizational culture namely Vision, Values, Practices, People, Narrative, Place.
Organizational Culture can be influenced by other different factors, but the above-mentioned
components can result into stronghold of an organization thus shaping the future of companies’
culture.
Author’s view on effectiveness of cultural web model in changing corporate culture can
be agreed on the ground that it is easy enough for the employees of the organization to
understand the concept. The employees of the organization can analyze and evaluate all by
themselves on the basic of cultural web model. Cultural web model comprises of six elements
namely Rituals and routines, Control system, Symbols, Organizational structure, Power
Structure, Myth and Stories. These six elements together represent physical palpable of a
company’s culture and standard of an organization.
Organizational culture defined by Edgar Schein is “basic believes and assumptions that
are shared by employees of an organization”. According to him, organization do not opt for a
2
Management Organization and Global warming
culture in a single day, it is a slow process where employees evolves with the company in due
course of time. The employees welcome changes within the organization and adapt as per the
given environment. The employees initially strived to adjust to new culture but eventually after
settling into the system, they enjoy a stress free life in the later stage. This is a slow process as
well as ineffective as there is no say of the employees in the organization they either have to
grow in the way organization wants or get cut out of the organization. According to Edgar
Schein organization culture are of three types: Artifacts, Assumption and Values. The model
that author’s reviewed is useful as if need for a change in the element of each constituent of
organizational culture a plan can be made. Management in the organization can effectively plan,
carefully implement and calculate the change in organizational culture without the help from any
external source and just with the help of the Cultural web model (Coleman, 2017).
According to Charles Handy’s organizational culture, an organization is a place where
employees come to work to attain a particular goal in a closed knit coordination. According to
him honcho who is responsible for making decisions and controlling organizational direction,
heads the organization. He also stated that structure of the organization is pre defined and the
operations of the organization are predictable. Teams formed, as matrix play part to solve
problems and the power derived is within the hierarchy. Horizontal structure is prominent in this
type of culture. Individual are more valuable in the organization, than the organization. Charles
Handy’s organizational cultures are of four types: Power culture, Task culture, Person
Culture and Role Culture. Cultural web model is more effective at generating changes within
an organization. Therefore, it is important to figure and understand policies and components of
organizational culture in an existing setup to reshape or revitalize an organization’s current
scenario (Using cultural models for changing corporate culture - Change Factory, 2017).
Management Organization and Global warming
culture in a single day, it is a slow process where employees evolves with the company in due
course of time. The employees welcome changes within the organization and adapt as per the
given environment. The employees initially strived to adjust to new culture but eventually after
settling into the system, they enjoy a stress free life in the later stage. This is a slow process as
well as ineffective as there is no say of the employees in the organization they either have to
grow in the way organization wants or get cut out of the organization. According to Edgar
Schein organization culture are of three types: Artifacts, Assumption and Values. The model
that author’s reviewed is useful as if need for a change in the element of each constituent of
organizational culture a plan can be made. Management in the organization can effectively plan,
carefully implement and calculate the change in organizational culture without the help from any
external source and just with the help of the Cultural web model (Coleman, 2017).
According to Charles Handy’s organizational culture, an organization is a place where
employees come to work to attain a particular goal in a closed knit coordination. According to
him honcho who is responsible for making decisions and controlling organizational direction,
heads the organization. He also stated that structure of the organization is pre defined and the
operations of the organization are predictable. Teams formed, as matrix play part to solve
problems and the power derived is within the hierarchy. Horizontal structure is prominent in this
type of culture. Individual are more valuable in the organization, than the organization. Charles
Handy’s organizational cultures are of four types: Power culture, Task culture, Person
Culture and Role Culture. Cultural web model is more effective at generating changes within
an organization. Therefore, it is important to figure and understand policies and components of
organizational culture in an existing setup to reshape or revitalize an organization’s current
scenario (Using cultural models for changing corporate culture - Change Factory, 2017).
3
Management Organization and Global warming
On the other hand, Hofstede’s Cultural dimension that is most referenced and cited is an
attempt to define characteristic of globalization in the workplace. As the markets are recognized
globally, it is necessary for organizational culture. He underlined that power struggle within the
organization is in the hierarchy where authority exert power to the subordinate and the
difficulties subordinate face if they contradict authority. He explained the risk taken and the
return out of it is highly correlative in business culture. It is important for business to take certain
risk and be comfortable with it. Groupies are encouraged in the organization rather than
individual aspiration. Strong sense of community within the organization and opposing
independence within the organization is Vital. Characterizing work culture on gender biasness
such as super competitive culture with aggressiveness can be considered masculine. Long-term
goals should be incorporated by an organization along with short-term goal how far the company
plans is entirely depends on the organization. Company should address the amount of spending
and the number of need fulfillment within the organization. In short Hofstede’s Cultural
dimension rely on six components: Power Distance, Uncertainty Avoidance, Individualism
vs. Collectivism, Masculinity vs. Femininity, Long term orientation and Indulgence vs.
Restraint (CWMIFG, 2017).
Typology is a system to classify people into various types to gain knowledge and better
understanding of their behavior and personality. It helps to recognize inner strength, weakness,
opportunity and threats (SWOT) and other attributes. This will give the organization a better
understanding that they can capitalize on their advantage. It is a critical tool for research work
defining point of views and guidelines; in return, it reduces chaos. Topology helps the
organization to understand wide variation of occurrence among individual. Topology can help
the organization to take relative steps as per individual that can bring the best outcome from an
Management Organization and Global warming
On the other hand, Hofstede’s Cultural dimension that is most referenced and cited is an
attempt to define characteristic of globalization in the workplace. As the markets are recognized
globally, it is necessary for organizational culture. He underlined that power struggle within the
organization is in the hierarchy where authority exert power to the subordinate and the
difficulties subordinate face if they contradict authority. He explained the risk taken and the
return out of it is highly correlative in business culture. It is important for business to take certain
risk and be comfortable with it. Groupies are encouraged in the organization rather than
individual aspiration. Strong sense of community within the organization and opposing
independence within the organization is Vital. Characterizing work culture on gender biasness
such as super competitive culture with aggressiveness can be considered masculine. Long-term
goals should be incorporated by an organization along with short-term goal how far the company
plans is entirely depends on the organization. Company should address the amount of spending
and the number of need fulfillment within the organization. In short Hofstede’s Cultural
dimension rely on six components: Power Distance, Uncertainty Avoidance, Individualism
vs. Collectivism, Masculinity vs. Femininity, Long term orientation and Indulgence vs.
Restraint (CWMIFG, 2017).
Typology is a system to classify people into various types to gain knowledge and better
understanding of their behavior and personality. It helps to recognize inner strength, weakness,
opportunity and threats (SWOT) and other attributes. This will give the organization a better
understanding that they can capitalize on their advantage. It is a critical tool for research work
defining point of views and guidelines; in return, it reduces chaos. Topology helps the
organization to understand wide variation of occurrence among individual. Topology can help
the organization to take relative steps as per individual that can bring the best outcome from an
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Need help grading? Try our AI Grader for instant feedback on your assignments.
4
Management Organization and Global warming
individual. It is believed that organizational culture shapes different aspects of safety and
performance within the organization and topography help to relate and contrast what is necessary
from person to person so that necessary step can be taken (Westrum, 2017).
Management Organization and Global warming
individual. It is believed that organizational culture shapes different aspects of safety and
performance within the organization and topography help to relate and contrast what is necessary
from person to person so that necessary step can be taken (Westrum, 2017).
5
Management Organization and Global warming
Reference
Coleman, J. 2017. Six Components of a Great Corporate Culture. Harvard Business Review.
Retrieved 18 August 2017, from https://hbr.org/2013/05/six-components-of-culture
CWMIFG. 2017. What is the Cultural Web? | Innovation for Growth. Innovation for Growth.
Retrieved 18 August 2017, from http://www.innovationforgrowth.co.uk/Blog/what-is-
the-cultural-web/
Using cultural models for changing corporate culture - Change Factory. 2017. Change Factory.
Retrieved 18 August 2017, from
http://www.changefactory.com.au/our-thinking/articles/using-cultural-models-for-
changing-corporate-culture/
Westrum, R. 2017. A typology of organisational cultures. Retrieved 18 August 2017, from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1765804/pdf/v013p0ii22.pdf
Management Organization and Global warming
Reference
Coleman, J. 2017. Six Components of a Great Corporate Culture. Harvard Business Review.
Retrieved 18 August 2017, from https://hbr.org/2013/05/six-components-of-culture
CWMIFG. 2017. What is the Cultural Web? | Innovation for Growth. Innovation for Growth.
Retrieved 18 August 2017, from http://www.innovationforgrowth.co.uk/Blog/what-is-
the-cultural-web/
Using cultural models for changing corporate culture - Change Factory. 2017. Change Factory.
Retrieved 18 August 2017, from
http://www.changefactory.com.au/our-thinking/articles/using-cultural-models-for-
changing-corporate-culture/
Westrum, R. 2017. A typology of organisational cultures. Retrieved 18 August 2017, from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1765804/pdf/v013p0ii22.pdf
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