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It is commonly argued that organizational cultures are created to solve the problems of organizations and must be changed when they are no longer useful. Critically evaluate this statement in the light of the literature on managing organizational culture.
Organizational cultures –
3 levels of culture
Source of Org Culture
“Yes==Agree tht it solves problem of an org and needs to be enhanced or changed wen they are no longer useful for .to an extent!”Since change is dreaded by all,the process is time consuming
W.r.t Change,it is a very sensitized move and needs to be carefully planned,analysed and then implemented in the work environment.
Org culture,which is a part of ‘Organizing’ phase encumbers/spreads its wings and affects all the other aspects viz ‘Planning’,’Leading’ and ‘controlling’ phases.This intricate interdependency when kept in mind, Org culture can be viewed as a process of ‘Evolution!’
How cultures solve Problems in organization
Change in organizational culture and its impact on
Literature on managing organizational culture:2 views:-
Culture as something an organization IS
Culture as something an organization HAS
“Culture is an integrated system of learned behavior patterns that are characteristic of the members of any given society. Culture refers to the total way of life for a particular group of people. It includes [what] a group of people thinks, says, does and makes—its customs, language, material artifacts and shared systems of attitudes and feelings. “ (Robert Kohls)
“Once we learn to see the world through cultural lenses,allkindsof things begin to make sense that were initially mysterious,frustrating or seemingly stupid”
“Culture is to a group what personality or character is to an individual. Culture guide and constrain the behaviour of members of a group through the shared norms that are held in that group ”
“Just as water is invisible to the fish swimming in it, yet affects their actions, culture consists of unseen elements such as assumptions and values that affect organizational life.”( http://www.flatworldknowledge.com/node/29078#web-29074)
Schein's definition of organizational culture is: "A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems."
Edgar,H. S. 2004. Organizational Culture and Leadership. 3rd ed. San Franscisco: Jossey-Bass.
“Culture is both a dynamic phenomenon that surrounds us at all times, being constantly enacted and created by our interactions with others and shaped by leadership behaviours, and a set of structures, routines, rules and norms that guide and constrain behaviour.”
“In organizations or groups within the organization culture is created, embedded, evolved and ultimately manipulated and at the same time culture constrains, stabilizes and provides structure and meaning to the group members. These dynamic process of culture creation ...
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