What is the relation between organisational culture and culture?

Answer 1

Q4 organisation culture: define, explain, draws a model where is organisation interested. What is important and what cause problems? Organisational culture consist of a complex set of ideologies, symbols, and values that are shared throughout the organisation and that influence the way the firm conducts its business. Organisation culture helps regulate and control employee behaviour, and strategic leaders must develop and nurture an appropriate corporate culture, one that promotes focused learning and human development, the sharing of skills and resources among different functions in the firm. (e.g. HR sales and production). An appropriate corporate culture can encourage foster and facilitate a long-term vision, and create an emphasis on strategic actions linked with the manufacture of high-quality goods and services. It is useful to conceive of the culture of an organisation as consisting of three layers. * Values: it may be easy to identify in an organisation, and are often written down as statements about the organisation's mission, objectives or strategies, however they tend to be vague, such as "service to the community" etc. * Beliefs: are more specific, but again they're issues which people in the organisation can surface and talk about. They might include a belief that the company should not trade with particular country, or that professional staff should not have their professional actions appraised by managers. * Taken-For-Granted Assumptions: As the core of an organisation's culture. They're the aspects of organisational life which people find difficult to identify and explain, they're referred to as organisational paradigm. The paradigm is maintained and reinforced by the take-for granted ways of doing things in the organisation. Culture as a concept has had a long and checked history. It has been used by the lay person as a word to indicate sophistication. In this context managers speak of developing the "right kind of culture" or a "culture of quality", suggests that culture is concerned with certain values that managers are trying to indicate in their organisation. Also implied in this usage is the assumption that there are better or worse cultures, stronger or weaker cultures, and that the right kind of culture will influence how effective organisations are. Culture and leadership are two sides of the same coin, in that leaders first create culture, when they create groups and organisation. Once culture exist, they determine the criteria for leadership and thus determine who will or will not be a leader, but if culture becomes dysfunctional, it is the unique function of the leadership to perceive the functional and dysfunctional elements of the existing culture and to manage cultural evolution and changing in such a way that the group can survive in a changing environment. To manage culture well and implement and preserve it in a professional way, managing change will be easy and there will be less or no resistance to change. The change process needs a cultural structure that can resist to any problems. Firms with an effective corporate culture are reluctant to make major changes with strategic leaders. Organisation is interested in these dynamic processes of culture creation and management are the essence of leadership and make one realize that leadership and culture are two sides of the same coin. Culture begins with leaders who impose their own values and assumptions on a group. Culture refers to the customers and rituals that societies develop over the course of their history. In the last decade or so it has been used by some organisational researchers and managers to indicate the climate and practices that organisations develop around their handing of people or to refer to the espoused values and credo of an organisation. In this case managers speak of developing the right kind of culture or a culture of quality, which ump lied in this usage is the assumption that there are better or worse cultures, stronger or weaker cultures, and the right kind of culture will influence how effective organisations are.