Essays on Entrepreneurial Organizational Culture Essay

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The paper "Entrepreneurial Organizational Culture" is a wonderful example of a Management Essay. This essay sets out to discuss organizational culture as something than an organization “ is” or “ has” . This will be done by first offering a brief discussion of what organizational culture is, this section will be closely followed by a summary of organizational culture as something that an organization is and has. There will be also an evaluation of the two approaches so as to determine which among the two offers more convincing arguments. This section will be closely followed by a discussion of the implications of both approaches.

The last section will be the conclusion which will also offer a list of recommendations for further discussion. There are two major approaches when it comes to the discussion of an organizational culture where some see it as something that the organization is while others view to as something that the organization has. For those who view it as to be something that the organization is they assert look at it as being a root metaphor in the organization while the other who look at it as something that the organization views it as being a variable. Organizational culture Smircich 1983 offers a very good start point when it comes to the definition of culture and based on his definition he raised a question related to culture and the organization.

The question basically revolves around the notion of whether an organization has a culture or is it a culture in itself. Smircich identifies two major ways in which culture can be dealt with one of the ways related to culture as a variable while the other one revolves around culture as a root metaphor.

Most authors who study culture in modern-day either opt to take one of the approaches or both of them. And thus the two approaches indicate the manner in which there are diversity and richness of the various ways that exist when it comes to studying culture. Organizational culture is broadly termed as been something that informs us about an organization. This something could be the philosophy, personality, climate as well as the ideology of a certain organization (Zhang 2009). therefore, organizational culture can be termed as an element that tends to differentiate one organization from another and thus offering the organization with an exceptional identity(Zhang 2009).

There exist two different perspectives of organizational culture and they are: Organizational culture as something that an organization is and Organizational culture as something that an organization has Below is a discussion of the two perspectives when viewed from broader perspectives. Organizational culture is something an organization “ has” Organizational culture is termed as been a variable and based on this it takes the perspective that culture is something that an organization has.

In relation to this perspective, culture is seen has been among the entities that add value to an organization as a whole. Therefore culture can in a way be altered and manipulated depending on the member and the leaders in the organization. This viewpoint supposes a strong culture that everyone in the organization buys into (Black 2003).


Smircich, L 1983, concepts of culture and organizational analysis, Administrative science quarterly, 28, PP. 339-358,

Zhang, X 2009, Values, Expectations, Ad Hoc Rules, and Culture Emergence in International Cross Cultural Management Contexts. New York: Nova Science Publishers.

Parker, M 2000, Organizational Culture and Identity, London: Sage.

McGuire, S 2003, "Entrepreneurial Organizational Culture: Construct Definition and Instrument Development and Validation, Ph.D. Dissertation", The George Washington University, Washington, DC.

Gerald, W & Driskill, A 2005, Organizational culture in action: a cultural analysis workbook, London: Sage.

Black, R 2003, Organizational Culture: Creating the Influence Needed for Strategic Success, London UK.

Fletcher, B., Bell, A., Buttery, J., & Whittaker, M 1992, 50 Activities for achieving change. Amherst, MA: Human Resource Development Press.

Milikić, B 2007, 'ROLE OF THE REWARD SYSTEM IN MANAGING CHANGES OF ORGANISATIONAL CULTURE', Ekonomski Anali / Economic Annals, 52, 174-175, pp. 9-27

Burnes, B 2004, Managing Change: A Strategic Approach To Organizational Dynamics / Bernard Burnes, N.P.: Harlow: Financial Times Prentice Hall, 2004.

Kummerow, E, & Kirby, N 2010, Organizational Culture: [Book]. A Contextual Analysis, N.P.: World Scientific Publ Co, 2010.

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