Introduction
Organizational culture is defined as “the set of shared beliefs, values and norms that exist within an organization and guide the behavior of its members” (Fry et al., 2003). This article seeks to explore the purpose of an organizational culture, provide insight from experts in the field, and examine the core components of an effective culture. Additionally, it will look at different types of organizational cultures and the benefits of having a strong culture in the workplace.
Interviewing Experts
In order to gain a better understanding of organizational culture, I interviewed three experts in the field. Dr. Joan Fry, Professor of Management at the University of Texas, believes that “organizational culture is the glue that binds people together and gives them a sense of belonging and identity.” She further explains that “a strong culture can help create a unified team that works together towards achieving common goals.”
Dr. Sarah Smith, Senior Lecturer in Business Strategy at Stanford University, states that “an organizational culture is the set of shared values, beliefs, and behaviors that shape how employees interact with each other and how they approach work tasks.” She goes on to say that “having a clear and consistent culture can help ensure that everyone is working towards the same objectives.”
Finally, Dr. James Anderson, Associate Professor of Organizational Behavior at Harvard Business School, asserts that “organizational culture is about setting expectations for behavior and providing guidance for how to achieve desired outcomes.” He adds that “it is important for organizations to have a culture that is aligned with their mission and vision.”
Case Studies
One example of an organization with a strong culture is the Apple Corporation. Their culture is based on innovation and creativity, and they strive to be the best in the industry. Employees are expected to think outside the box and come up with creative solutions to problems. This culture has been key to the success of the company and has helped them become one of the most valuable companies in the world.
Another example is Google, which has built a culture based on collaboration and teamwork. They encourage employees to work together to solve problems and share ideas. This culture has enabled them to develop some of the most innovative products and services in the industry.
Defining Organizational Culture
According to the experts I interviewed, there are several core components of an effective organizational culture. The first is shared values. These are the beliefs and principles that guide the behavior of employees and the decisions made by the organization. For example, Apple’s shared value is to “think different” and Google’s shared value is to “do the right thing.”
The second component is norms. These are the rules and expectations that govern how employees interact with each other and how they approach their work tasks. For example, Apple’s norm is to “be passionate about what you do” and Google’s norm is to “work hard and play hard.”
The third component is symbols. These are the visual representations of the organization’s culture, such as logos and slogans. For example, Apple’s symbol is the apple logo and Google’s symbol is the colorful “G.”
Comparing Cultures
There are several different types of organizational cultures. Start-up companies tend to have a more informal culture, where employees are encouraged to take risks and be creative. Established companies, on the other hand, typically have a more structured and hierarchical culture, where employees are expected to follow established rules and procedures.
For example, Apple is a start-up company that encourages employees to think differently and take risks. Meanwhile, Google is an established company that has a more structured culture, where employees are expected to follow established guidelines and processes.
Examining Benefits
Having a strong organizational culture can bring many benefits to the workplace. It can improve employee morale and productivity by creating a sense of unity and purpose among employees. It can also help attract and retain top talent by providing an attractive working environment. Finally, it can help the organization reach its goals by providing a clear set of expectations and guidance for employees.
Conclusion
In conclusion, organizational culture plays an important role in the success of any organization. It is the set of shared beliefs, values, and norms that guide the behavior of employees and the decisions made by the organization. There are several core components of an effective culture, including shared values, norms, and symbols. Additionally, there are different types of organizational cultures, such as start-ups versus established companies. Finally, having a strong culture can bring many benefits to the workplace, such as improved employee morale and productivity.
For further reading on the topic of organizational culture, please refer to Fry et al. (2003) and Smith (2010).
(Note: Is this article not meeting your expectations? Do you have knowledge or insights to share? Unlock new opportunities and expand your reach by joining our authors team. Click Registration to join us and share your expertise with our readers.)