The Meaning and Function of the Organizational Culture - Coursework Example

Organizational culture Name Institution Course Lecturer Date An organization is harmonized entity that that functions with an aim of attaining the set goals. Organizations have got structures and designs that are to ensure effectiveness is realised within. There set regulations and rules that govern an organization of which employees must adhere to. There are also values which lead to formation of the acceptable behaviours to be adopted within the organization. The aspect of individuals coming together and sharing common environment, norms, beliefs, history, values, mission, visions and others brings about the organizational culture. This is the essence of developing shared understanding out of people with varied interest and standpoint. The purpose of this essay is to define in details the meaning and function of the organizational culture. The essay will seek to illustrate how the organizational culture is expressed in organizations. There no discreet definition of the Organisational culture despite emergence of many explanations. However the organisation culture can simply be described as the people’s behaviour in the place of work environment in organisation. It is referred to as the organisation personality or the workplace civilization. It also incorporates the significance attached to those behaviours. The behaviours are developed as a result of employees interactions within the organization. The relations of employees in the place of work lead to the formulation of a unique environment. This environment dictates the manner in which employees carryout their activities and responsibilities in terms of performance, problem solving among others. The organisation culture is determined by the employee’s behaviours and their experiences. Furthermore, the organisation culture integrates the visions, systems, values and assumptions of the organisation (Schein, 2010). Organisation culture influences the mode of interactions between the employees and customers and with the other stakeholders. This is due to the set actions that determine the behaviours in organisation. Therefore, new members in the organisation are taught the collective behaviours of the organisation in order to install their identification. Different organisations have got different cultures which symbolizes the principles of those organisations. The organisation culture is imperative to the organisations since in encourages stability and achievement of objectives. Like any other organisation structures, organisation culture is a significant mechanism in an organisation. Leaders of organisations are required to have a full understanding of the organisation culture. This is to facilitate implementation of new developmental strategies which have to be consistent with the organisation culture. Failure to comprehend the organisation culture will lead to failure of new strategies that are imperative to organisation success. Therefore, the organisation culture is very essential to the growth of the organization and in achievement of the set goals and objectives (Cameron & Quinn, 2011). Other than provision of platform for strategy implementation, the organisation culture has other functions which include maintenance of stability. Stability in organisation is essential to fulfilment of objectives. In the eventuality of transitions or turnover, the organisation culture helps in retaining of behaviours. The organisation culture directs the behaviours towards the organisation goals. Therefore, the continued passage of organisation culture from one generation to another ensures high level of stability. The other function of organisation culture is source of identification. This is through membership to organisation and the roles performed by the employees. Identification is also achieved through adoption of values and achievement of the organisation. In addition, the organisation culture has the capacity to control members’ behaviour. This is attributed to procedures that are established and the set rules which employees have to comply to. There are also standards which are set accompanied with consequences for conformity and non- conformity (Alvesson, 2012). Culture is an approach of life that a particular group of people follows. In other words, culture is the way people live. It comprises of several aspects that are generally accepted by people. The aspects includes things such as behaviours, believes, values, norms, symbols, habits and systems. These features are agreed upon by people without much scrutiny. They are retained for generations without major alterations. This is possible since they are passed on from one generation to another. The passage of these features is facilitated through communications and imitations. Different societies or communities have different cultures. Therefore, cultures are one of the ways in which groups of people are differentiated from each other (Zheng et al, 2010). Culture is very key both in national and organisation level. It is the means in which behaviours are defined. It is also a platform in which reality is established within a community. Therefore, technical knowhow of the culture is essential to leaders both in national or organisation level. For a leader to be effective then an understanding of culture is compulsory. This is because cultural diversity impacts the leadership in many aspects. When it comes to organisation, a leader has to consider both the ethnic and organisational culture. They affect the performances and productivity of organization and hence instrumental in organizations (Ke & Wei, 2008). Organizations are made up of different entities which works together in order to fulfil the set goals and objectives. Culture is one of these entities possessed by organization in achievement of targets. The effectiveness and success of an organization is dependent on a strong organizational culture. The organization culture is expressed in various ways in the organization. One attribute of expression is in form of artifacts. These are the feature which can be heard, seen and felt by any individual. They include things such as dressing, buildings, stories, offices, recognition, facilities, and traditions among others. Each and every organisation has its goals and objectives to achieve. This is primarily through provision of products and services. In order to facilitate these activities, the organisation has to operate under a premise. Therefore, this is where the construction of the organizations buildings comes in the picture. The buildings are designed to suit the activities that are behind product and service provision. Thus, each organization has its own unique built structures designed according to its operations. The buildings are constant and rarer to change hence used for generations. They are passed on to different regimes that are in charge of leadership and operations (Gregory et al, 2009). Mode of dressing is another trait of organizational culture. Dressing in organisation is dependent on the activities and operations carried out within the organisation. Thus, each and every organisation has its own unique way dressing. This can be in uniforms designed with specific colours which are the official identification of the organisation. Therefore, new members of the organization have to adopt the dressing mode that is used to that particular organization. Sometimes the dressing code differentiates one organization from the others. Furthermore, the way of dressing in an organization is passed on for generations and is maintained despite changes in leadership and employees (Jones, 2010). The approach in which furnishing is done on the organizational facilities is another illustration of culture manifestation. The furnishing usually is done in an inimitable fashion which is different from other associations. This uniqueness in furnishing can also serve as mode of identification. In addition, the offices layout is also designed differently for various organizations. This may be in terms of office arrangements which are passed on to generations. One may find cases where an employee is unable to explain why furnishing and office layout are that way. All what one concludes is that it has been part of the culture observed in that organization (Anderson et al, 2008). Physical arrangement of work spaces is another expression of culture in organization. This is the way places of work are designed to facilitate flow of activities in the organization. It is observable that this arrangement is different from one organization to the other. The design of work place layout is made to enhance effectiveness of the organization operations. It is done in way which increases efficiency within the organization and sometimes acts as differentiating factor. This is to enhance achievement of the set goals and objectives. The establishment of a subsidiary entity follows the same design of the mother corporations. This is to ensure that culture is retained and hence have to be passed on to future generations (Yiing & Ahmad, 2009) Echelon of technology in use also serves the purpose of culture demonstration. The intensity in technology use varies across organizations. Furthermore, where the technology is utilized within the organizations is also different in organizations. This is attributed to the difference in the organizations objectives and missions. Therefore, each organization has its own level of technology use and utilization. This is dependent on the type of activities carried out within. Some organizations have this philosophy of constant innovations and adoptions of new technologies. Such organizations are always upfront in terms of innovation and technology adoption. This attribute is therefore passed on and is maintained despite leadership changes or turnover (Linnenluecke & Griffiths, 2010). The way of interaction in the organization is a form of culture. The interactions may be in two different aspects which are; the way employees interact with each other within the organization and with the people outside the organizations. The mode of interaction differs from one organization to the other. Therefore, each organization has its own established way of interactions which must be observed by all the employees. Thus, new members have to be taught the manner in which interactions are carried out. Interactions have to be defined since there are some matters that are to be discussed only within the organizations. Therefore, each organization has its own way of ensuring that the set criteria of interaction are adhered to (Dirani, 2009). Operational creeds, vision statements, company slogans and mission statements are part of organization culture. Each organization has its unique slogan which is different from the others. Every organization is guided by a vision which is dependent on the goals and objectives established. Due to the difference in provision of products and services the vision of organizations are also different. It is also evident when it comes to the mission statements that guide these organizations. Operation creeds are different across organizations. Therefore, a member of organization needs to have an understanding of the organizational vision, mission statement, slogan and the operational creed. These features are retained as long as the organization is in existence. That's why they are passed on for years to the new members (Hatch, 2012). The other types of culture exhibition are the values. Values are not observed unswervingly as behaviours are. Nonetheless, behaviours are determined largely by values. Values are usually in two dimensions which are either stated values or working values. The behaviour observed in an organization is attributed to specific values initiated in the organization. Values are raised according to several dimensions reinforced within the organization. Mission dimension include things like goals, objectives, vision and strategies. The values will be in line with achievement of set goals and objective, vision fulfilment and strategy implementations. Therefore, these values will dictate the kind of behaviours which will ensure the achievement of those targets (Kotter, 2008). Other organizational values include the creation of customer focus, orientation of team work, empowerment, capability advancement and creating change. All these value provides a platform through which behaviours are established. These behaviours are geared towards the productivity and performance of the organization. Other values are described in terms of consistency which includes the bringing together, organizational learning, conformity and the core values. Each organization has its own way of reinforcing these values in their operations. Therefore, it is required of the employees to adopt the values put in place by the organization. In addition, these values are passed on in the lifecycle of the organization (Griffin & Moorhead, 2011). Beliefs and assumptions portray another illustration of culture. Although they are difficult to articulate, they are believed to form the innermost echelon of organization culture. They arise from the instilled values in the organization. The assumptions and beliefs consist of various impressions that employees may be having about the organizations. These are the individual ideals that are articulated by someone within the organization. The impressions about the organization is revolves majorly on the issues to deal with support and trustworthiness. These attitudes are present to all members of different organizations (Thornton et al, 2012). Rituals and rites that are part of the organization illustrate the culture. These are ceremonial activities that are conducted annually depending on the organization. They are well planned and done in a single event. Each and every organization has got annual ceremonial activities that are followed. Every employee of the organization has to comply with these activities. There consequences established for the non-conformant. These rituals are passed on in the history of organization and are retained even after change in leadership (Kunda, 2009). The stories and history of the organization also encompass the organizational culture. The history discloses the origin of the organization. It also makes known the various activities that have been happening in the organization in the yester years. They tell of how various artifacts, beliefs and ceremonies came to be. The history of organization is important due to its ability to make people aware of the values of the organization. It is integral in helping people gain understanding of the customs of the organizations. Therefore, one has to know the history of the organization upon becoming a member to that organization (Ting-Toomey, 2012). In conclusion, it is evident of how integral the organizational culture is to an organization. Each organization has its unique organization culture which passed in the existence of that organization. It encompasses the values and environment of an organization. It required for leaders to have a full understanding of the organizational culture. This is due to the impact it has on the organizations performance and productivity. 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