What is

Organizational
Culture?
Organizational culture is the sum of values
and rituals which serve as glue to integrate
the members of the organization. Richard
Perrin
The values and behaviors that contribute to
the unique social and psychological
environment of an organization
In Other Words
Organizational
Culture Is :
Organizational culture is the behavior of humans who are part of an
organization and the meanings that the people react to their actions
It is also the pattern of such collective behaviors and assumptions
that are taught to new organizational members as a way of
perceiving, and even thinking and feeling. Organizational culture
affects the way people and groups interact with each other, with
clients, and with stakeholders.
Organizational Culture
Includes
organization values
visions working language systems
symbols
beliefs
habits
In organizations normally there exists a dominant culture. It is generally
accepted and followed by the majority of the persons in the organization.
Dominant Culture
The dominant culture in an organization demonstrates a shared value at its
core. A socially responsible and ethical company with policies that affect
the entire organization is an example of a dominant culture in a work
setting.
In the other words, it about the values & assumptions that shared most
consistently & widely by the organiztaional members
1. When there is less degree of alignment with
the culture of the organization
Conditions or events that potentially weaken
an organization's dominant culture.
Less degree of alignment cause an employee at is
attaining very little personal satisfaction from working in
the organization.

Similarly, the organization perceives the person as under
performing.

Low personal job satisfaction due to low job performance
how employee personal values, personal vision , mission and goals align
with the desired values, mission/vision and goals of the organization
An individual in such a group gets
conditioned to think as per the other
members of the group and he may even
feel good about it.
2. Group Think Members
Conditions or events that potentially weaken
an organization's dominant culture.
In this state even if members have
different ideas, they may not confront
or challenge organizational mindsets
and thinking patterns for fear of being
labeled as poor team workers or anti-
organizational people. This may stall
creativity and innovation in the
organization.
Conditions or events that potentially weaken
an organization's dominant culture.
3. Employee adaption to organizational
culture
Many organizations have systems to facilitate new
members of the organization to adapt to its culture.

If the employee do not adapt well, they may stay, fight
the system and get isolated or even leave in search for
an organization where their value structure will fit better
with the organizations values.
Employee may or may not reject the dominant culture.
They may reject it when the two cultures are significantly
different and are conflicting in nature and hard for them
to adapt.