Organisation Culture
Introduction
An organizational culture is established by corporate firm to comprehend with the nature of the workplace. Organizational culture does not have an explicit definition although there have been academic researchers attempting to develop a deep understanding of the literature of managing culture. Organizational culture can be evolved from set of rules laid down from the founder of the organization and further developed to match the changes which are generated from the passage of time. Nonetheless, there are also a few numbers of organizations which keep their old regulations as a belief of their cultural persistency. Organizational culture, therefore, can be seen as the shared values, norms, belief and assumptions that an individual hold in common with members within a corporate firm or social group (Ogbonna, 1992).
This essay is aimed to establish that organizational culture is manageable. By taking one of Linda Smircich’s approaches (1983), culture is seen as a dependent variable that an organization has. It is possible to argue that culture can be modified and changed as long as there is a thorough understanding of how and why it is evolved and developed. People from the workforce may rely on a manner which is shaped from the shared experiences from their seniors or even the founders of the organizations. As the time passes on, this manner has essentially formed a common belief of the organization in order to achieve its ultimate goal. Culture may then develop into a persistency of the organization, but it is still possible to be managed. Communication between the managers and employees takes an important role in this respect. In order to modify a well-based organizational culture, the workforce needs to have a deep understanding of their given task, roles and the meanings. Evidence on this matter will be perceived from a list of referenced texts as referred to below.
Another position to be demonstrated in this essay is that organizational
An organizational culture is established by corporate firm to comprehend with the nature of the workplace. Organizational culture does not have an explicit definition although there have been academic researchers attempting to develop a deep understanding of the literature of managing culture. Organizational culture can be evolved from set of rules laid down from the founder of the organization and further developed to match the changes which are generated from the passage of time. Nonetheless, there are also a few numbers of organizations which keep their old regulations as a belief of their cultural persistency. Organizational culture, therefore, can be seen as the shared values, norms, belief and assumptions that an individual hold in common with members within a corporate firm or social group (Ogbonna, 1992).
This essay is aimed to establish that organizational culture is manageable. By taking one of Linda Smircich’s approaches (1983), culture is seen as a dependent variable that an organization has. It is possible to argue that culture can be modified and changed as long as there is a thorough understanding of how and why it is evolved and developed. People from the workforce may rely on a manner which is shaped from the shared experiences from their seniors or even the founders of the organizations. As the time passes on, this manner has essentially formed a common belief of the organization in order to achieve its ultimate goal. Culture may then develop into a persistency of the organization, but it is still possible to be managed. Communication between the managers and employees takes an important role in this respect. In order to modify a well-based organizational culture, the workforce needs to have a deep understanding of their given task, roles and the meanings. Evidence on this matter will be perceived from a list of referenced texts as referred to below.
Another position to be demonstrated in this essay is that organizational