Define organisational culture and describe how it develops.

Organizational Culture

Organizational culture refers to the shared values, beliefs, norms, customs, behaviors, and assumptions that characterize the social and psychological environment of an organization. It represents the collective identity and personality of the organization, influencing how employees interact, make decisions, and perceive their work environment. Organizational culture plays a significant role in shaping employee attitudes, behaviors, and performance, as well as influencing organizational outcomes and success.

1. Definition of Organizational Culture:
Organizational culture encompasses the core values, beliefs, and norms that guide behavior within an organization. It reflects the organization's identity, mission, and purpose, shaping how employees think, act, and interact with one another. Organizational culture can be observed through various manifestations, including symbols, rituals, stories, language, and artifacts that are shared and transmitted among members of the organization.

2. Development of Organizational Culture:
Organizational culture develops and evolves over time through various processes and mechanisms. Several factors contribute to the formation and development of organizational culture:

• Founder's Values: The values, beliefs, and vision of the organization's founder(s) play a significant role in shaping its culture. Founders often imprint their values and philosophy onto the organization, influencing its culture from its inception.

• Leadership Behavior: Organizational leaders, including senior executives, managers, and supervisors, play a crucial role in shaping and reinforcing organizational culture through their actions, decisions, and behaviors. Leaders serve as role models and cultural stewards, influencing employee attitudes and behaviors through their leadership style and actions.

• Organizational Practices: Organizational practices, policies, and procedures also contribute to the formation of culture. Practices such as recruitment, selection, training, performance evaluation, reward systems, and organizational structure shape employee behavior and reinforce cultural norms and values.

• Socialization and Onboarding: The process of socialization and onboarding introduces new employees to the organization's culture, values, and norms. Through formal orientation programs, informal interactions, mentorship, and observation of organizational rituals and ceremonies, new employees learn the "unwritten rules" and expectations of the organization.

• Cultural Symbols and Artifacts: Symbols, rituals, language, and artifacts serve as visible manifestations of organizational culture. These include company logos, slogans, mission statements, office layout, dress code, and corporate rituals, which reinforce cultural norms and identity.

• Organizational Stories and Myths: Organizational stories, legends, and myths transmit cultural values, beliefs, and norms across generations of employees. These narratives shape employee identity, foster a sense of belonging, and reinforce cultural continuity.

• External Influences: External factors such as industry trends, market dynamics, competitive pressures, regulatory requirements, and societal values can also influence organizational culture. Organizations may adapt and evolve their culture in response to external changes and challenges.

Conclusion

Organizational culture is a dynamic and multifaceted phenomenon that shapes the identity, behavior, and performance of an organization. By understanding the factors that contribute to the development of organizational culture, leaders can cultivate a positive and adaptive culture that aligns with the organization's values, promotes employee engagement and well-being, and drives organizational success.