Does organizational culture influence organizational values more than organizational values influence organizational culture? Explain your answer.

I'm having trouble answering this question. Please help!

http://www.jiskha.com/display.cgi?id=1305230861

Posting the same question over and over won't help. I don't know any more than Ms. Sue does -- which came first ... ?

You might try dealing with it by taking one side or the other and seeing if you can support it.

If you take the first side (culture influences values) and can explain it, then go with that.

If you can't, then try the second side (values influence culture). See what happens.

http://www.hoganassessments.com/_hoganweb/documents/Values_and_Organizational_Culture.pdf

worth reading. To me, is says what defines organizational culture and values is its leadership. Bums at the top, bums at the bottom.

To answer this question, we need to understand the concepts of organizational culture and organizational values and how they interact with each other.

Organizational culture refers to the shared beliefs, values, behaviors, and norms that shape the behavior of individuals within an organization. It represents the overall personality and character of the organization. On the other hand, organizational values are the guiding principles and ethical frameworks that determine the priorities, goals, and decision-making process within the organization.

Now, coming to the question at hand, it can be argued that organizational culture influences organizational values to a greater extent than organizational values influencing organizational culture. Here's why:

1. Shared Beliefs and Behaviors: Organizational culture operates as a collective mindset that shapes the beliefs and behaviors of individuals within the organization. The culture sets the tone for what is considered important, acceptable, and desirable within the organization. As a result, it influences the development and adoption of organizational values that align with the existing culture.

2. Socialization and Onboarding: When employees join an organization, they go through a process of socialization and onboarding. This process helps them understand the existing cultural dynamics, internalize the shared values, and shape their behavior accordingly. New employees often learn by observing and emulating the behavior of existing employees. This reinforces the influence of organizational culture on values.

3. Reinforcement and Reward Systems: Organizational culture is reinforced and perpetuated through various formal and informal mechanisms such as performance evaluations, promotions, rewards, and recognition. When employees align their behavior with the prevailing culture, they are more likely to receive positive feedback and rewards. This reinforces the importance of the cultural values and further shapes the organizational values.

On the other hand, organizational values can also have some influence on organizational culture. When the leadership or management actively promotes and demonstrates certain values, it can shape the behavior and beliefs of employees. However, this influence is often limited compared to the broader impact of organizational culture.

In conclusion, while organizational values do have some influence on organizational culture, it can be said that organizational culture has a stronger influence on organizational values. The culture shapes the collective mindset, behavior, and decision-making processes, which in turn determine the organizational values.