Term Paper on "Organizational Culture in an Organization, Its Social"

Term Paper 4 pages (1453 words) Sources: 1+

[EXCERPT] . . . .

Organizational Culture

In an organization, its social setting is at times attributed to as its organizational or corporate culture. In the opinion of Cummings and Huse, corporate culture, is "the model of essential notions, principles, ideas and artifacts shared by the members of the organization." (Glor, 2001) in the same way, Schein described organizational culture as a model of elementary notions - newly found, discovered, or made by a certain group as it comes to terms to combat with its dilemma of external adjustment and internal unification which has come off in an excellent manner to be regarded as compelling, and thus, to be educated to new participants as the right manner to recognize, believe, and experience in respect to those dilemmas. Whereas the writings on management have conduced to deal with organizational culture as a compliant mechanism for enhancing achievement, organizational development studies normally regard culture a system of collective connotations or an arrangement of symbols which is fairly stable. (Glor, 2001)

Info: 1.Describe how an organization's informal culture can influence the effectiveness of the formal structure.

Organizational structure is the intensity of: centralization of decision-making, formalization of codes, power, communication, and reward, consistency of work processes and competences and/or control of production by the acceptance of only sufficient results. Extensive application of the above devices symbolizes a formalized and prominent type of control and has been depicted as an automated process. Information organizational cultures build and, to certain measure implement their own rules for behavior. Smircich maintains that informal culture communicates to employees a feeling of recognition, enables the creation of assurance to something bigger than the individual, and improves social system stability, and even leading and shaping behavior. Informal culture surfaces at various stages to find an answer raised by circumstances of life and produces educated means of combating with experiences. (O'Neill; Beauvais; Scholl, 2001)

Through the provision of structures for providing answers to solutions and construing events in daily existence, culture lowers the number of variables with which people should address to stages more dependable with human information-processing potential. Informal organizational culture is even a combating technique which employees apply to assist addressing the difficulties of external adjustment and internal unification. Informal culture might serve as a technique to curtail ambiguity by giving shared meaning which will direct employee behavior in organizations. In exchange for giving workforce with lower concern, pressure, and doubt as regards their responsibilities and the manner in which to construe episodes within and outside the organization, the formal structure of organization attains enhanced reliability in behavior towards strategic targets. To conclude, powerful cultural systems can lessen the requirement for an increasingly structured setting to encourage preferred attitudes and practices. (O'Neill; Beauvais; Scholl, 2001)

2. Describe the role of power and politics within an organization's culture

Organizational culture is the value and attitude systems prevalent in an organization. Power is an intricate notion which is considered by psychologists as an inspiring factor or expectancy belief condition private to the individual. It satisfies the requirement for self-determination and a feeling of personal efficiency. In the psychological conceptualization, authority has its foundation within motivational character, is intimately linked to the idea of personal empowerment, and might be regarded a component of intrinsic motivation. Whereas psychologists concentrate on individual empowerment, sociologists and political scientists perceive authority as authority and power over sanctions. (Glor, 2001)

Politics is transforming power into activity in an organizational culture. A crucial part of organizational culture is its comprehension of power within the organization. Filby and Wilmott professed work culture as a means and a result of the reproduction of system of power relations. With a vital, delivery motive, Burrell and Morgan witnessed cultural allegory as an instrument applied to reveal and imitate, in encrypted forms, relations of authority. Several advanced research has stressed the function of structure and process as manifestation of influence and control in organizational cultures. Rogers and Evelend advocated that the elements of structure were control or authority structure, centralization or decentralization, intricacy that were symbolized by codification of responsibilities, communication integration which were found out by the extent to which the members of a system are linked with one another by process of international communication patterns, organizational laxity, and organizational efficiency. (Glor, 2001)

3. Explain how power and politics are demonstrated within an organizations structure

Several individuals view structure as a quite impartial… READ MORE

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