The paper "Analyzing Organizational Culture" is an outstanding example of management coursework. The norms, practices and activities undertaken by an organization towards the achievement of its goals and strategies are intricate in shaping organizational culture. The culture within the organization is moulded by strategies which influence the beliefs, symbols, behaviours and actions at an unconscious level (Hellriegel, 2007). Organizational culture has the potential of shaping the success and direction that a company utilizes in achieving goals and visions. Many organizations have failed since they lacked proper structures that allowed an organizational culture to thrive and therefore, they easily collapsed.
Factors shaping and transforming organizational culture leading to benefits within organizations will be covered in this analysis. Analyzing Organizational Culture Having a cohesive organizational culture depends on the strategy and activities undertaken by the employees of the company. Culture creates a common bond among employees and moreover, it offers an opportunity for employees to get together and learn from each other. Organizational culture is dependent on the model adopted by the organization and it might be based on a model such as collaborate, create, control and compete (Freeman, 2010).
For instance, a collaborative culture is based on open friendly and sharing values such as teamwork and consensus. A controlled culture thrives on stability and structure and encourages continuity from time to time (Robbins, 2008). A culture that is based on competition, on the other hand, demands openness and quick adaptability especially to change. Creative culture fosters risk-taking, innovation as well as individual initiative. As also noted by “ Becker (2007, p. 3)” , a culture within an organization is not uniform, varying subcultures tend to exist in departments or teams, some may contradict the organization culture.
Other models include the creative model which utilizes dynamism, innovation and risk-taking. While other organizational cultures are controlled and this is dependant of delivery, easy scheduling and low cost. As a result, the organizational culture will depend on certain accepted principles that form control over the behaviour and activities of employees. According to “ Hellriegel & Slocum (2007, p. 124)” , organizational critical approaches are influenced by Karl Marx, a German intellectual and other theorists. The fundamental of critical approach is that critique reveals the fundamental truth about an organization and the existing social condition in place.
These theorists see theory as a force that can emancipate individuals from dominating the organization (Sadler, 2003). For instance, a critical analysis of the organization’ s behaviour influences internal change in organizational culture. Critical approaches essentially enhance organizational transformation. Organizational culture should be dynamic to allow for the organization to transition through changes in the society and the business world (Moon, 2009). Since organization culture varies, it is hard for a similar workplace to support the same effect. The collaborative organization emphasizes on teamwork and enhances space for interaction.
The potential of organizational culture in the process of shaping the direction of organizations has been well exhibited by leadership offered by the late Steve Jobs who assisted Apple with a vision that leads to a creative organizational culture (Jenkins, 2007). Leadership and vision are the two main factors that drive any form of organizational culture adopted by an organization.