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There are several defining factors of an organization's culture, but below are six features that shape the organization's culture.
- Symbols and meaningin the organization. That is, what things mean to people and groups in the company. The strategies, goals, rewards, etc have different meanings to different people and understanding what, where and why the differences occur is important in understanding how culture is established. This info is also important for the running and understanding of the business.
- Identity:Organizational culture and its identity are interchangeable concepts. It is stable over time, but could be changed (though it often does so slowly). The identity that is most frequent and valued is often the one that will guide future decisions. Hence, you can say that it is very powerful. They are a build up of/created through interest and experiences and thus sticks as a result of the "special connection".
- Social controlwithin the organization, that is, understanding the ways in which work cultures are created/not is an indication of the culture within the business. This is because it highlights whether employee goals are align with business or not. Recruitment practices, social events, training programs, reward policies, role models, and stories are some ways under social control that can establish an organizations culture.
- Subcultures are identities smaller groups that share some characteristics (be it age, occupation, sex, interest, etc). Subcultures define the overall organizational culture as it brings in new meanings that flow from groups outside the organization. Within these subcultures may be powerful values that may override the current beliefs and thus can shape the company's culture.
- Habits and historyare very vital culture shapers because they are the basis of an organization's overall culture. Experiences, values, beliefs and attitudes are factors that form the culture. Thus the roots of the company has a lot to do with what it will stand for in the future.
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