CULTURE IN ORGANISATION

Strong and weak cultures in organizations



Culture in Organization

Introduction

Culture is defined as the values, ideas, norms and beliefs of any community. As far as organizational culture is concerned so it reflects the personality of that organization. Different organizations have different cultures, which they follow. Organizational culture is mentioned in the values of the organization which each and every employee has to follow who is linked to that organization. It is the set of activities to be performed by each employee belonging to that organization. When an organization is dealing with change so, culture plays an important role in defining the consequences and measures which should be taken before implementing the change. Culture also defines the information, which is to, be delivered and feedback which is then given after the delivery of that information. In short, culture is part of all the organizational activities of present or future (Gephart, 1995, pp.29).

Types of Organizational Culture

Since the culture, of the organization varies but it must be reinforced so that it should align with the functions of the organization. These are the types of organizational cultures:

Market

For any successful organization, sales and marketing plays an important role. Customers are the backbone of the organization due to which the organizations business runs. Efficiency plays a key role in a stable function in the organization (McGuire, 2003). The more the organization is stable it can achieve high gains, and its market share will increase.

Clan

Clan is associated with employee care and value. Employee participation should be valued as it increases employees' motivation and makes him feel that he is valued.

Bureaucratic

Organization consists of a hierarchal structure, and all the processes, rules and policies at each level are different.

Entrepreneurial

The organization is continuously suffering from risk.It is striving to compete. It is connected to the external mechanism and rewards and changes are continuously been faced.

Development of Culture

Organizations are in a state of continuous change so in order to control the effect of culture organizations should recruit those people who can adjust in that culture. Those cultures, which are controlled, by the organization are such as:

Social Norms

Norms can be defined as the basic forms of organizational activities, which organization expects, that its employees should follow, and they would act according to the mentioned norm in the organizational culture. Norms are formed in order to further define the organizational rules which are to be accepted by others. If norms are not followed, so penalty can be implemented for those who go against it. Norms can be further classified into relevant, pivotal and peripheral norms. Relevant norms define the distribution of the organizations operations. If anyone who acts against these norms, can be penalized as separation from organization operations in a group. Pivotal norms are very important for the organization as they actually mention how group functions and what activities are required to maintain a steady functioning of the organization. Peripheral Norms help to make effective communication in the group. They are directly involved with the group's ...