Organizational Theory and Practice
Organizational Theory & Practice Introduction
Previously people were less interested in an organizational culture. Cultural perspectives were not really important. When it comes to cultural change, leaders used to take an action at the end, at the time where company was facing bankruptcy, and they were not succeeded. Unlike now, culture is significantly important aspect in an organization. It shapes how people think and behave. Once an employee gets hired, firstly he or she tries to identify existing culture. This is important for a new employee because he or she will be able to adopt themselves to the new environment. On top of that, the practice of cultural change has become different. Leaders now, start changing an organizational culture to avoid bankruptcy occurs.
Question 1
What do you understand by ‘corporate culture’?
There are many definitions that I can draw on to illuminate and deepen my understanding of the concept of corporate culture. Organizational culture or corporate culture can be defined as a personality of the organization. It consists of the attitudes, experiences, beliefs and values of an organization. (Carter McNamara, 2002) Generally it is concerned with beliefs and values of how people interpret experiences and behave, individually and in groups.
Organizational Culture is, “A system of shared meaning held by members that distinguishes the organization from other organization”. (Stephen P. Robbins, 2004)
Another definition of organizational culture can be defined as atmosphere or environment that exists in large corporations which is reflected in people's dress, conduct, and ways of communicating. (http://www.quintcareers.com/career_doctor_cures/corporate_culture.html) Gareth Morgan, professor at York University Toronto, takes a much better broader view of organizational culture when he writes: “When we talk about corporate culture, we are typically referring to the pattern of development reflected in a society’s system of
Previously people were less interested in an organizational culture. Cultural perspectives were not really important. When it comes to cultural change, leaders used to take an action at the end, at the time where company was facing bankruptcy, and they were not succeeded. Unlike now, culture is significantly important aspect in an organization. It shapes how people think and behave. Once an employee gets hired, firstly he or she tries to identify existing culture. This is important for a new employee because he or she will be able to adopt themselves to the new environment. On top of that, the practice of cultural change has become different. Leaders now, start changing an organizational culture to avoid bankruptcy occurs.
Question 1
What do you understand by ‘corporate culture’?
There are many definitions that I can draw on to illuminate and deepen my understanding of the concept of corporate culture. Organizational culture or corporate culture can be defined as a personality of the organization. It consists of the attitudes, experiences, beliefs and values of an organization. (Carter McNamara, 2002) Generally it is concerned with beliefs and values of how people interpret experiences and behave, individually and in groups.
Organizational Culture is, “A system of shared meaning held by members that distinguishes the organization from other organization”. (Stephen P. Robbins, 2004)
Another definition of organizational culture can be defined as atmosphere or environment that exists in large corporations which is reflected in people's dress, conduct, and ways of communicating. (http://www.quintcareers.com/career_doctor_cures/corporate_culture.html) Gareth Morgan, professor at York University Toronto, takes a much better broader view of organizational culture when he writes: “When we talk about corporate culture, we are typically referring to the pattern of development reflected in a society’s system of
References: • Field Guide to Leadership and Supervision, Carter McNamara, 2002, Authenticity Consulting- LLC • Organizational behavior, Stephen P. Robbins, 2004, Prentice Hall • Culture, John Middleton, 2002, Capstone Publishing • Management and Organizational Behavior, Laurie J. Mullins, 2002, Prentice Hall • Culture.com: Building corporate culture in the connected workplace, Peg C. Neuhauser, Ray Bender, Kirk L. Stromberg, 2000, J. Willey • Organizational culture and leadership, Edgar H. Schein, 1992, Jossey-Bass • The corporate culture survival guide: sense and nonsense about culture change, Edgar H. Schein, 1999, Jossey-Bass • Corporate cultures: rites and rituals of corporate life, Terrence E. Deal, Allan. A. Kennedy, 2000, Perseus Publishing • Managing Change: across corporate culture, Fons Trompenaars, Peter Prud’homme, 2002, Capstone Publishing • http://www.quintcareers.com/career_doctor_cures/corporate_culture.html