Theories of Organizational Culture
Within organizations, culture is a significant force. Organizational culture forms decisions, set expectations, affect actions and affects performance. It can be a source of organizational power or a factor in weakness in the organization. In anthropology, the notion of organizational culture has its origins. And although the term culture has been given definition several times, most definitions indicate that culture is traditionally and social construct; embraces traditional traditions, values, and information that experienced members of an organization pass on through socialization to newcomers; and is used to shape the advancement, material output, and capacity of a community to survive. This paper first summaries the two theoretical approaches to organizational culture; secondly, the paper describes the best theoretical approach. Lastly, the paper describes the chosen organization for Schein’s theory of culture.
Theoretical Approaches to Organizational Culture
The Concept of Organizational Culture by Edgar H. Schein
The beliefs are the critical and most important component that influences organizational culture in Schein’s interpretation. He asserts that organizational culture a pattern of shared culture values that provide the structure that influences as well as guide how we solve problems and the behavior of employees (Rappaport, 2013). Specifically, in order, he pointed out the following official concept of administrative culture: a pattern of common core ideas that the community learned because it solved its external conflict and internal addition issues, which worked enough to be deemed legitimate and thus to be introduced to new associates as the true way of perceiving, thinking and feeling about them Although the deeper levels throughout the past may have been quite transparent, it may no longer be a problem. As a result of a higher commitment to the management of culture, companies now understand the importance of conveying and emphasizing their essential assumptions. It is somehow close to what later occurs with information management. More focus aims to make Knowledge Management clearer and accessible implicit awareness inside an organization. It reflects a general movement towards more explicit control of what was done previously, essentially unbearable (Önday, 2016).