Wednesday, 24 May 2017

Organizational culture - Dimensions | Types & Examples

Organizational culture


Culture or civilization, taken in its wide ethnographic sense, is that complex whole which includes knowledge, belief, art, morals, law, custom and any other capabilities and habits acquired by man as a member of society" or culture also can be translated as: "the whole system of ideas and a sense of action, as well as the work by human activity in the life of society that made hers through the learning process in accordance with the the specificity of ethnic.

Embodying the culture of the Organization into organizational theory. While the company culture is the application of the organizational culture and in applied management surroundings would give birth to a culture of management. Organizational culture with the culture of the company often used interchangeably so that it is sometimes considered to be the same, but different in its application.

 Organizational culture

The culture individually it's correlated with personality, so the culture associated with the pattern of behavior of a person when dealing with a matter of life and attitude toward improvements. Inside there is a reactive attitude an educator to changes of Government policy in the campus autonomy as it happens, where the existence of campus commercialization could affect academic educator in culture change daily.

Views of cultural differences is also concerned the hallmark that distinguishes between individuals with other individuals or release between one profession with other professions. Such cultural differences of a doctor with a lecturer, an accountant with a specialist, a professional with an amateurs.

This characteristic can be drawn from the results of the internalization of the individual within the organization or also as a result of the adoption of the organization that affect the imaging so considered its own culture that turns out to be understanding and are still relatively abstract. understanding the culture defines as: "A person's value system embraced the culture of supporters that includes the abstract conception of good and bad. or in institutional values embraced by an organization that was adopted from another organization either through reinventing or re-organizing.

A cultural value that constitutes a system can become a basic assumptions an organization to move in enhancing a performance which one the formation of strong culture can affect.
A strong underlying Cultural aspect of key implementation function organization in terms of efficiency, innovation, quality as well as supporting the right to familiarize reaction of events, because the prevailing ethos accommodate endurance,

Strong Culture can also be meant as culture held intensive, is widely embraced and evident socialized and heritable and influence on the environment and human behavior.


A strong Culture will support the creation of a positive achievement for its members in this culture that the leadership of the party will be internalized to the system behavior of the employees either in the Organization and outside the organization.

Once again if the culture is just an important assumption sometimes rarely expressed formally but already adopted of internal input other organization members. Culture as "The sets of important (opten unstated) assumption that members of a community share in common"

As well as a cultural assumption basis in the formation of individual character in either adapt or integrate out into the broader organization expressed - That culture can be defined as:

"A pattern of shared basic assumption that the learner group as it solved its problems of external adaptation you internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to these problems ".

Culture may be a value, concept, custom, feelings are taken from the basic assumptions of a organization which is then internalized by members.

Organization and culture

Discuss culture, clearly could not be separated from the notion of the Organization itself and we can see some opinions about the Organization, one of which revealed Stephen p. Robbins which defines the Organization as "

A consciously coordinated social entity, with a highly identifiable boundary that function or highly continuous basis to achieve a common goal or set of goals.

".... A highly social entities characterized by permanent goal oriented behavior, specialization and structure"

So the above organization basically when viewed from its form, the organization is an input (input) and external (output) and can also be seen as a living organism that has a body and personality, so sometimes an organization can ill conditions (when an organization gets sick). So the organization is considered as an output (external) have a structure (anatomic aspects), patterns of life (physiological aspect) and system culture (cultural aspects) and adhered to by its members. From understanding the Organization as outputs (external) here's a childbirth term organizational culture or cultural work.

"A system of meaning that is shared by an organization that sets it apart with other organizations"


The  Organizational culture or could be interpreted as "Experience, history, beliefs and norms shared that characterize the company/organization"

Definition #1

One more defines organizational culture as:

"Portrait or recording the results of cultural processes taking place within an organization or company at the moment"

Definition #2

How to built a corporate culture" defines organizational culture as:

A set of basic assumption and beliefs that are shared by members of an organization, being developed as they learn to cope with problems of external adaptation and internal integration .

Definition #3

(A set of basic assumptions and beliefs is admitted a member of an organization that is developed through the process of learning from the problems of adjustment from the outside and from the inside integration)

 "Organizational Culture and Leadership "means organizational culture more broadly as:

"... A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to these problems.

Definition #4

("... A pattern of basic consumption found, excavated and developed by a group of people as a problem solving experiences, adjustments or external factors against internal integration that runs with full meaning, so that needs to be taught to the new Member so that they have the perception, thought or feeling of being right in the organizational problems with edge).

Definition #5

Organizational culture is defined as:

A set of values that is received is always right, that helps a person in the Organization to understand which actions are acceptable and which are not acceptable and these values are communicated through stories and other symbolic means.

The organizational culture as a pattern of basic assumptions and beliefs shared by members of an organization are the results of the learning process of adaptation to the problem external and the internal problems of integration.

Definition #6

The Organization has a culture through the process of learning, succession, adaptation and proof against the values embraced. and considered valid i.e., the value of proven benefit. Moreover, it also can through the attitude of leadership as a teaching by example as "through the leader of him or woman reports herself" i.e. establishment, attitude and behavior of real is not just a speech, charm or charisma.

From the sense of the above it was concluded that the organizational culture can be interpreted as the crystallization of values and the shared beliefs or expectations constitute the members of the organization that taught from one generation to another generation where in it there is the formulation of agreed norms of the Member organizations, have the assumption, perception or the same view in dealing with various problems in the organization.

Things that affect the organizational culture

Being developed as they learn to cope with problems of external adaptation you internal integration (the formation of organizational culture occurs when members of a learning organization face problems, well the problems concerning the external as well as internal problems change that concerns the unity and integrity of the Organization).

The formation of the culture of academia in the Organization initiated by the founder (co-founder) of institutions through the following stages:

  1. Someone had the idea to establish the organization.
  2. She dig and direct sources of good people who are like-minded and agree with him (HUMAN RESOURCES), cost and technology.
  3. They put a basic form of organization and the Organization of work.
By looking at the basic assumptions that are applied in an organization

That divides the "Sharing the Assumption" Sharing means sharing the same values or values that are equally embraced by as much as possible the citizens organization. Assuming the same applies value is considered the factors that shape the organizational culture which can be divided into:

  • Share thing, such as uniform as the clothes of independence to civil servants, batik PGRI that became the hallmark of the organization.
  • Share doing, for example, meetings, work service, social activities as a form of regular activities that became the hallmark of an organization.
  • Share the feeling, anniversary, condolences, congratulations, graduation events, students and others.

The organizational culture should be directed on creation of value (Values) that are at the core of the factors contained in the organizational culture. It should include, among other factors: Beliefs, values, norms, styles, creeds and Beliefs against the ability of the workers.

To realize the embeddedorganizational culture must be preceded by the integration or the unity of views that the managerial approach be implemented, among others, include:

  • Creating a common language and concepts that emerge.
  • Determine the boundaries between groups.
  • The distribution of authority and status.
  • Develop jurisprudence, in favor of community norms.
  • Determine the rewards and reward
  • Explain the differences of religion and ideologies.

Culture with professionalism

In the next development we can see there is a link between cultures with design organizations or cultural relationship with the success of the College in accordance with a design culture that will be applied. To understand the design of the Organization. Divides four types of organizational culture:

Culture of power (Power culture) 

This culture is more focused on the small amount of leadership that uses much more in the way of ruling. The cultural power is also required by the term of the essence and the desire of members of an organization. Employees in the Organization posts the right existence of rules and strict and true leaders in setting the entire command and its policies. "This case concerns the firm belief and mental attitude to advance the Organization's institutions. Justice is institutionalized who still adhere to the management of the family. precisely this is a cause of decline and fall organization.

Cultural roles (Role culture)

This culture has to do with procedures, such as the rules of organization and the role / job title / position of a clear specific because it is believed that this will stabilize the system. Beliefs and assumptions about the clarity of the status / position / role that clearly this is going to encourage the formation of a clear positive culture will help stabilize an organization. For a Professor of fixed much more quickly accept the entire academic policy rather than a flying lecturer only intermittently present in accordance with the schedule of lectures. Almost everyone wants a clear status and role in the organization.

This cultural form if applied in academic culture can be seen from the extent to which the role of lecturer in designing, planning and providing input is the establishment of a culture of working without any bureaucracy from the party leadership. Clear input from under the more independent and acceptable method with the lecturer below. Cultural roles clearly empowered will also shape the professionalism of the role of the professor and a strong sense of belonging towards the social role on the campus as well as the activities of the academic and research activities.

Supporting Culture (Support culture)

The culture in which it exists a group or community who support someone who lobbies for the occurrence of integration and a set of shared values in the organization. In addition to internalize a culture's role in the cultural need for supporting culture adapted to the creed and beliefs of members below. Cultural advocates have been determined by Party Chairman when the organization/institution was established by its founder which is poured in the vision and mission of the organization. Obviously it is no harmony between the structure, strategy and culture itself. And the one time it could happen any change with instilling a culture for continuous learning (long life education)

Cultural achievement (Achievement culture)

A culture that is based on the encouragement of the individual in the Organization in an atmosphere that encourages self exception and endeavor for the existence and independence of the he pressed exists on the success and achievements of the work. This culture already in force among academics about the independence in teaching, research and community service as well as with the enactment of the autonomy of the campus that emphasizes the creation of professional academics, energy independent and accomplished in carry out its work.

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