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Organizational Culture
Culture is an abstract force that impacts everyone that consents to its power. In organizations culture can be used as technology that may help or hinder the ability of that organizations' capability to succeed and accomplish objectives. The purpose of this essay is to assess the impact of organizational culture and the feedback loop that is created between the participants of that culture and the organization itself. This essay will discuss this idea in a general manner and applying organizational culture in an objective method that can apply to any hypothetical or real organization.
Mallinger et al. (2009) suggested that "understanding culture can be useful in two ways. First, cultural insight provides awareness of the extent to which organization members are willing to accept change; and second, a cultural assessment is likely to determine the root cause of the problems that impede stronger performance." To many this is obvious but culture has a way of disguising itself in habits and manners that become oblivious to those within it. It is therefore very important that some cultural awareness is propagated throughout the organizational community to reign in those influences into a tangible tool that can be used in positive ways.
Watkins (2013)...
He wrote "Culture is a social control system. Here the focus is the role of culture in promoting and reinforcing "right" thinking and behaving, and sanctioning "wrong" thinking and behaving. Key in this definition of culture is the idea of behavioral "norms" that must be upheld, and associated social sanctions that are imposed on those who don't stay within the lines."
In any organization the culture creates a feedback loop where cultural trends are in essence evolved and developed. Acceptable behaviors are rewarded in some manner whether it be through compensation, attention or promotion. Culturally repugnant behavior will result in opposite effects such as scorn, demotion or marginalization. Culture has the ability to change and evolve itself. This impulse emanates from larger social structures and ethics that originate at a much more collective or national level.
It is up to any organization to guide and insulate their organizational culture to best outcome. The onus of this task falls on the hierarchical leadership individuals or groups that steer the cultural norms. Creating a casual atmosphere through dress standards is one simple way that culture…
References
Mallinger, M. et al. (2009). Recognizing Organizational Culture in Managing Change. Graziadio Business Review, 12(1), 2009. Retrieved from http://gbr.pepperdine.edu/2010/08/recognizing-organizational-culture-in-managing-change/
Watkins, M. ( 2013). What is Organizational Culture? And Why Should We Care? Harvard Business Review, 15 May 2013. Retrieved from http://blogs.hbr.org/2013/05/what-is-organizational-culture/
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