Organizational culture should be developed,
maintained, November 17, 2006, 2D.
Cultures
are defined by what people have in common. Common
languages, customs, histories, heroes, traditions,
religions, stories, beliefs, and values help define national
cultures. The things that are shared by a group of people
give it an identity. People from outside a particular
culture can readily identify when they have stepped into a
new culture—the “ways of doing things” can be completely
different from what they are familiar with “back home.”
Countries can have national cultures and subcultures that
exert powerful influences on the beliefs and behaviors of
its people. In fact, the influences can be so powerful
that they sometimes incite groups of people to make war
against others to protect and defend their cultures.
Organizations also have cultures and subcultures. The
shared experiences, patterns of interaction, sense of
identity, lingo and jargon, stories, customs, values, and
histories common to organizational members all contribute to
its culture. To ensure that a culture continues within an
organization, it has to be taught to new members.
Cultures
can have either strong or weak influences on the behaviors
of organizational members. Strong cultures are widely
recognized and supported by organizational members and can
be part of the glue that holds organizations together. They
help give a sense of identity to organizational members and
help keep them tied to the group. Weak cultures are less
widely shared and have less influence over the behaviors of
members.
Organizational cultures can have positive or negative
influences on members and their organizations. Positive
influences occur when the culture supports the values and
ideals of the organization and when it promotes the desired
performance of the organization. Negative influences result
when the culture encourages and values ideas and behaviors
that are counter to those of the organization.
Managers
and organizational leaders should be aware of culture and
its influence on the behavior of organizational members.
Strong and positive cultures should be fostered and
maintained. In fact, strong and positive cultures make it
easier for a leader to guide, direct, and encourage
appropriate work behaviors and attitudes—cultures serve as a
substitute for and complement to the influences of the
leader. A strong organizational culture with negative
influences on behavior can be destructive for
organizations. They encourage behaviors and attitudes that
are in opposition to the goals and values of the
organization and can counteract leaders’ attempts to move
members toward organizational goals. Ineffective and weak
cultures should be changed or eliminated.
Because
leadership involves working with people, the concepts of
organizational culture are tremendously important to
organizational leaders. Creating and maintaining strong,
positive, and effective cultures and eliminating ineffective
and negative cultures should be a primary goal and
responsibility of organizational leaders. Through their use
of language, symbols, goals, vision, rewards, shared
victories and experiences, stories, heroes, and values,
leaders should shape strong cultures that support the ideals
and mission of their organizations. Leadership is about
getting work done with and through other people, and one of
the ways that is accomplished is through the development and
maintenance of organizational culture.
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