What are some examples of organizational culture? Where does organizational culture come from? How do we learn it? How do we know when we have violated it?
Organizational culture reflects the goals and values of the organization. It usually comes from management, and we learn it through training and association with other employees.
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Organizational culture refers to the shared values, beliefs, and practices within a specific organization. It shapes the behavior and mindset of its members, guiding how they interact and make decisions. Here are some examples of organizational culture:
1. Collaborative Culture: This culture emphasizes teamwork, open communication, and cooperation among members.
2. Innovative Culture: This culture promotes experimentation, creativity, and a willingness to take risks to foster innovation.
3. Customer-Centric Culture: This culture prioritizes customer satisfaction and focuses on delivering exceptional service.
4. Results-Oriented Culture: This culture values achievement and high performance, placing an emphasis on meeting targets and setting goals.
5. Hierarchical Culture: This culture has a strong delineation of authority and a clear hierarchical structure.
Organizational culture comes from a combination of various factors:
1. Founders and Leaders: They establish the initial values, beliefs, and behaviors of an organization, which influence its culture.
2. Shared Values and Beliefs: The collective values and beliefs shared by the organization's members contribute to the organizational culture.
3. History and Tradition: Over time, organizations develop unique cultures based on their history, experiences, and traditions.
We learn organizational culture through various means:
1. Observation: By observing how others behave in the organization, through their actions, language, and practices, we can grasp the cultural norms.
2. Socialization: As new members join an organization, they go through a socialization process that helps them understand and internalize the culture.
3. Communication: Through interactions with colleagues and leaders, we learn about the organization's cultural expectations, values, and norms.
Knowing when we have violated organizational culture can be challenging, but there are some signs to watch for:
1. Feedback: If others point out that your actions or behavior do not align with the organization's culture, it may indicate a violation.
2. Unease or Discomfort: When you feel uncomfortable or uneasy about a particular action because it goes against the organization's norms, it could be a sign of violating the culture.
3. Negative Consequences: Violating organizational culture can result in negative consequences, such as conflicts with colleagues, reprimands, or performance issues.
It's important to note that understanding and respecting organizational culture is an ongoing process, and it requires continuous learning and adaptation.