Organizational Culture

Organizational Culture

Part A

Organizational culture is the set of habits and beliefs established by norms, values, attitudes and expectations shared by all members of the organization. It refers to the system of meanings shared by all members and distinguishes an organization from others. It reflects the institutionalized mode of thinking and acting that exist in an organization. The essence of a company's culture is expressed by the way it does business, the way it treats its customers and employees, the degree of autonomy and freedom that exists in their units or offices and the degree of loyalty expressed by their employees with respect the company (Frost et al,1991). Organizational culture represents the perceptions of managers and employees of the organization and reflects the mentality that prevails in the organization. For this reason, it conditions the administration of people. In other words, organizational culture is the informal and unwritten rules that guide the behavior of members of an organization on a day-to-day and to direct their actions to the achievement of organizational goals (Gordon, 1991). The culture defines the mission and causes the birth and establishment of organizational goals. Culture needs to be aligned with other aspects of the decisions and actions of the organization such as planning, organization, direction, and control so you can better understand the organization. Can or should Changing the Culture of an Organization? According Kissil (1998), so that the organization can survive and develop, so that there are revitalization and innovation, one must change the organizational culture. This concept fully answers this question, which the author suggests that the revitalization and innovation are important factors for businesses, and in a way that can only be achieved by changing the organization's culture. The effort of mutual understanding within the company is a way to ensure a consistent structure and maintain the pace of productivity of the organization. To assemble teams with a varied profile it takes a cultural approach and chooses people who are different. What makes a company strong mutual respect is built, is that it can generate fast and efficient responses? If the differences are integrated around a single appointment, the company is always ready to manage the changes that are necessary (Frost et al,1991). This can only be achieved with a strong organizational culture, where people have the values and principles of the company disseminated clearly, where everyone is proud to be part of an organization transparent and focused on success (Gordon, 1991). To make sure the company should make all employees have access to their goals, have defined the values and principles, being reminded periodically (e.g. monthly meeting), it aids in the process of change and your return may be medium term if well publicized and enforced.

Part B

Sun is an Open Source Company: The SPARC processor architecture can be viewed and licensed by each manufacturer. The Solaris source code is accessible at all times. The source code of Star Office, Sun Microsystems has made available to the community - as was ...