Organizational Culture

Organizational culture is made up of a number of different aspects of the organization. The book lists values, beliefs, basic assumptions, and shared understandings as a few of these aspects. Organizations are also defined by characteristics such as stories, myths, symbols, and rituals. The culture of an organization is not created when the organization is first started. Culture is an important part of the identity of an organizations that is developed as the organization grows and changes. There are different kinds of cultures. Organizations with thick cultures are made up of a group of people that all are entrenched in the values and beliefs of the organization and keep these aspects in the forefront of their daily routines. Organizations in a stable environment thrive in this kind of culture. On the other hand, if the environment is constantly changing, a thin culture may be a better fit for the organization. Organizations with thin cultures have competing departments or goals that may operate together, but there is no central vision or values of the organization. Of course an organization may not be trying to have one definitive culture. Some multicultural organizations have broad aspects of their environment and cultures that may either work well together or clash and cause a rift in the organization. If there is a rift, the organization cannot be effective. Leaders play an important role in how the culture of the organization is perceived by lower levels of the organization. What the managers pay attention to, measure, and control are vital to the cultural background of an organization. Sometimes a culture needs to be rethought or totally overhauled. If a sport organization is unsuccessful, the culture may need to be changed. Changing an entire culture is not something that happens overnight. A culture may be entrenched in an organization and may face some resistance to change. However, to become an effective organization after being ineffective for a long period of time, radical change is necessary. The culture of an organization is what makes the organization what it really is. It gives the organization an identity. With an identity, an organization's image can be shaped by their culture and those inside and outside the organization will better know what the organization is all about.