How Organizational Culture Begins?
An organization’s current customs, traditions and general way of doing things are largely due to what it has done before and the degree of success it has had with those endeavours.
The original source of an organization’s culture usually reflects the vision or mission of the organization’s founders. Because the founders had the original idea, they also may have biases on how to carry out the idea. Their focus might be on aggressiveness or it might be on treating employees as family. The small size of most new organizations helps the founders instil their vision in all organizational members. Organizational cultures can develop in a number of different ways, these steps are explained below:-
These employees who form the core group believe that the idea is a good one, is worth the investment of time, money and energy. Sometimes founders create weak cultures, and if the organization is to survive, a new top manager must be installed who will sow the seeds for the necessary strong culture.
Most of today’s successful organizations follow the vision of their founders.
Sustaining a Culture
Once a culture is in place, there are practices within the organization that act to maintain it by giving employees a set of similar experiences. Sustaining a culture depends on three forces. These forces are explained below:
Thus, the selection process attempt to ensure a proper match in the hiring of people who have values essentially consistent with those of the organization or at least a good portion of those values cherished by the organization. In this way, the selection process sustains an organization’s culture by selecting those individuals who will fit into the organizations core values.
Socialization is made up of three stages:
Dimensions of Organizational Culture
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