Essays on The Concept of Organizational Culture Literature review

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The paper "The Concept of Organizational Culture" is an outstanding example of a management literature review. Organizational culture is critical because it acts as the glue that holds people in a certain organization together. Organizational culture refers to the behaviors and values that make up an organization’ s unique psychological and social environment. The behaviors of people in a company and the meaning attached to specific behaviors are very important for the daily running of a company. According to Schein (2010, p. 34), the pattern of teaching collective assumptions and behaviors to new-organizational members helps instill the right organizational culture.

Different organizations have unique cultures. Many employees spend more of their time in their workplaces, and therefore, their organizational culture affects their personal and work lives. Furthermore, it affects the ways people within an organization interact with their fellow employees, their seniors and juniors, stakeholders, and clients (Schein, 2010, p. 35). Organizational culture plays a critical role as far as productivity and success of the company is concerned. This essay explains the concept of organizational culture, its importance for every organization, dimensions of culture, according to Hofstede theory, and finally, ways in which organizational culture affects productivity and success of an organization. According to Homburg and Pflesser (2000, p.

456), organizational culture refers to the mental assumptions within an organization that guides how certain behaviors and actions are to be interpreted within the organization, depending on the situation. While some large organizations may have their unique cultures, different management teams within the same organization may have conflicting sub-cultures. These subcultures may be referred to as corporate culture (Homburg & Pflesser, 2000, p. 454).

Corporate cultures are created by management for achieving their strategic goals within an organization. This may affect how different employees identify with the organization. Homburg and Pflesser (2000, p. 456) state that organizational culture is a product of different factors such as strategy, market, product, history, and technology.


Adler, N. J., & Gundersen, A. (2007). International dimensions of organizational behavior. Cengage Learning.

Alvesson, M. (2012). Understanding organizational culture. Sage.

Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.

Detert, J. R., Schroeder, R. G., & Mauriel, J. J. (2000). A framework for linking culture and improvement initiatives in organizations. Academy of management Review, 25(4), 850-863.

Gelfand, M. J., Erez, M., & Aycan, Z. (2007). Cross-cultural organizational behavior. Annu. Rev. Psychol., 58, 479-514.

Homburg, C., & Pflesser, C. (2000). A multiple-layer model of market-oriented organizational culture: measurement issues and performance outcomes. Journal of marketing research, 37(4), 449-462.

Janz, B. D., & Prasarnphanich, P. (2003). Understanding the Antecedents of Effective Knowledge Management: The Importance of a Knowledge‐Centered Culture*. Decision sciences, 34(2), 351-384.

Martin, J. (2002). Organizational culture: Mapping the terrain. Sage.

Ogbonna, E., & Harris, L. C. (2000). Leadership style, organizational culture and performance: empirical evidence from UK companies. International Journal of Human Resource Management, 11(4), 766-788.

Ravasi, D., & Schultz, M. (2006). Responding to organizational identity threats: Exploring the role of organizational culture. Academy of management journal, 49(3), 433-458.

Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.

Zahra, S. A., Hayton, J. C., & Salvato, C. (2004). Entrepreneurship in family vs. Non‐Family firms: A Resource‐Based analysis of the effect of organizational culture. Entrepreneurship theory and Practice, 28(4), 363-381.

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