A Guide To Organizational Culture?

Organizational  culture is a shared perception. Individuals perceive the culture of the organization based on what they hear, see or feel within the organization.

And even though individuals may have different backgrounds or may work at different levels in the organization, they tend to describe an organization’s culture in similar terms. That is the shared aspect of culture. If you want to learn more about organizational culture characteristics refer to https://hrresourceguide.com/culture/.

organizational culture characteristics
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Research suggests that there are seven dimensions which, in total, capture the essence  of an organization’s culture:
  1. Innovation and Risk-taking. The degree to which employees are encouraged to be innovative and to take risks.
  2. Attention to Detail. The degree to which employees are expected to exhibit precision, analysis and attention to detail.
  3. Outcome Orientation. The degree to which managers focus on results or outcomes rather than on techniques and processes used to achieve these outcomes.
  4. People Orientation. The degree to which management decisions take into consideration the effect of decisions on people within the organization.
  5. Team Orientation. The degree to which work activities are organized around teams rather than individuals.
  6. Aggressiveness. The degree to which people are aggressive and competitive rather than easy-going and cooperative.
  7. Stability. The degree to which organizational activities emphasize maintaining the status quo in contrast to growth or change.

How An Organization’s Culture Is Established

An organization’s current customs, traditions and general way of doing things are largely due to what it has done before and the degree of success it has had with those endeavours.

The original source of an organization’s culture usually reflects the vision, mission and values of the organization’s founder(s). Because they have the original idea, they usually have unique ways of carrying it out.

Typically, they’re not usually constrained by previous customs or approaches. Thus they establish the early culture by projecting an image of what the organization should be. However, over time, many people will influence and shape an organization’s culture.