ORGANIZATION AND ITS CULTURE

Organization and Its Culture

Organization and Its Culture

Introduction

No organization can maintain high levels of productivity and efficiency without being sufficiently clear and definite in their organizational culture, which is the frame of reference by which human talent is related to the organization (Cameron & Quinn, 2011, 24-31). The organizations have a culture that identifies them, even in the field of knowledge, that culture is manifested in the actions of individuals, generating positive or negative impacts on their development processes.

Until now, the dominant value system of many organizations in many countries remains rather “efficiency” than humanism (Gelfand et al., 2008, 493-517). The main attention is focused on indicators such as income, expenses, etc., thus lose sight of the urgent needs of the people (both clients and staff). Skills development, identifying the organization's mission is given secondary importance.

The organizational culture refers to the behavior that a group develops within the institution and implement in solving a problem, and is is considered valid when it proves to be effective, then it is learned by the members of the organization and is transmitted and shared with new members, implementing it as the correct way to perceive these situations. Such a system shared by its members is a distinguishing feature that distinguishes one organization from another (Pettigrew, 1979, 570-581). Thus in this paper, we would study the topic of organizational culture from psychological perspective, and bring in the view of how employees can be seen through a whole new perspective.

Discussion

Organizational culture consists of stable norms, values, beliefs, principles and beliefs as to how the organization can and must respond to external stimuli, how to behave in the organization, what the point of operation of the organization, etc (Hawkins, 1997, 417-440). With accordance to the definition of organization culture, these assumptions determine how the organization looks at itself and its surroundings. This system of assumptions may be understood, since the individual/employee is formed through deliberate efforts of managers and employees, and easily explicated. Organizational culture shapes the specific value-regulatory space by defining a hierarchy of values the organization, uniform assessments, construction of new meanings of preference for certain patterns of behavior in the organization. The formation of a single value-normative field (which can be roughly defined as a set of intellectual and ethical values which are recognized and supported by the staff of) the organizational culture influences the extent that facilitates the exchange of individual values, and promotes the transformation and integration of all introduced to the organization values (Jensen & Wagoner, 2009, 217). Values are determined by the culture and a set of spontaneously contribution to the organization of individual values and beliefs.

Collective organizational culture plays a specific role in relation to its most important integrative attributes (Jensen & Wagoner, 2009, 217). Organizational culture translates a range of norms and values that regulate vital functions of the individual in the organization and its behavior in different situations; on the other hand, it is governed by a set of specific ...