List examples of tangible and intangible forms of organizational culture. Which form of organizational culture is the most powerful agent for influencing ethical behavior by employees in human service organizations?

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List examples of tangible and intangible forms of organizational culture. Which form of organizational culture is the most powerful agent for influencing ethical behavior by employees in human service organizations

To understand the examples of tangible and intangible forms of organizational culture, it is important to first grasp what organizational culture is. Organizational culture refers to the shared values, beliefs, assumptions, and practices that govern the behavior of individuals within an organization. It shapes the way employees think, interact, and make decisions in a workplace.

Tangible forms of organizational culture are the observable and physical aspects of an organization's culture. These include:

1. Office layout and design: The physical arrangement of workspaces and facilities, which can promote collaboration, transparency, or hierarchy.
2. Dress code: The prescribed attire or uniform that represents the organization's values or professionalism.
3. Symbols and artifacts: Logos, slogans, or mission statements displayed throughout the organization to create a sense of identity.
4. Rituals and ceremonies: Regular events or activities held to celebrate achievements, foster camaraderie, or reinforce shared values.

On the other hand, intangible forms of organizational culture are the abstract and less visible aspects that are deeply ingrained in the organization. These include:

1. Core values: The fundamental principles and beliefs that guide decision-making and behavior in the organization.
2. Norms and behaviors: The unwritten rules and expectations that shape how employees interact with one another and with external stakeholders.
3. Leadership style: The approach and behaviors of leaders in influencing and motivating employees.
4. Communication patterns: The flow of information, feedback mechanisms, and openness in sharing ideas and opinions.

Regarding the most powerful agent for influencing ethical behavior by employees in human service organizations, it is often considered that the intangible forms of organizational culture, particularly core values, play a crucial role. When core values are aligned with ethical behavior, they shape not only individual employee behavior but also guide the overall decision-making and practices of the organization. This alignment creates a strong ethical climate and sets the tone for ethical conduct among employees.

However, it is important to note that every organization has a unique culture, and both tangible and intangible forms can collectively influence ethical behavior. The combination and interaction of various cultural elements within an organization contribute to the overall ethical climate and employee behavior.