Organisational culture has been widely researched over the years because of the important benefits that hold up from a strong culture in aiding organisations to succeed and grow. pinch how to ?build, maintain or modify an organisations culture (McAleese, D & Hargie, O. 2004 p.155) is essential to achieving a competitive advantage as organisations nates have a direct influence on attitudes and behaviours of the employees at bottom an organisation. (Robbins, Millett, Cacioppe & Waters-Marsh, 2001) Definitions There is a ?great diversity of opinion concerning what the expression ?organisational culture refers to (Brown, A. 1995 p.5), as organisations have their own way of expressing the set and goals that the employees and organisations sh ar. (McAleese, et al. 2004) As a result, how organisational culture is defined has signifi nookiet implications for how the concept is analysed. (Brown, A. 1995) Brown (1995 p.6) defined organisational culture as ?the pattern of beliefs, value and learned ways of coping with experience that have veritable during the course of an organisations history, and which tend to be manifested in its veridical arrangements and in the behaviours of its members. Robbins et al. (2001, p.
555) defined organisational culture in terms of certain characteristics that the organisation and its members value in order to create a successful working environment. These include innovation and risk taking, oversight to detail, focus on outcomes, consideration for members within the organisation, team orientation, belligerence and competitiveness and emphasise on stability or growth. (Robbins et al. 2001) The power point to which employees display these characteristics will therefore shape the organisations culture. Functions There are a number of functions that have been attributed to organisation culture, for example it enables organisations to be distinguished between one another or can suggest a sense of identity for the... If you want to grow a full essay, order it on our website:
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