Types Of Organizational Cultures Essay

1196 words - 5 pages

1. Describe the organization culture at Plant World?

* Concept of Organization Culture

The definition of culture is imparting a flavor of the concept. More formal definitions of culture focus upon the ideologies, norms and customs, shared values and beliefs, which characterized an organization. Many people explain a variety of phenomena and such as each one tend to adopt a slightly different perspective; therefore, there is no universally accepted definition. Currently, the most widely accepted definition is "a pattern of basic assumptions which invented, discovered or developed by a given group. As it learns to cope with its problems of external adoption and internal integration which has worked well enough to be considered valuable and therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems" (Schein; 1985; P9).

* Describe Organization Culture at Plant World

There are many different ways to describe an organization culture, where by, now we are using 6 independent dimensions, which can be use to describe numerous organizational practices, as a frame work (Hofstede et al; 1990).

The six dimensions is a research project which focused on organization which carried out by the Institute for Research on Inter-cultural Cooperation, the Netherlands in 1980s (Hofstede, G.; 2002). The reasons we using the six dimensions as a frame work only is because all the qualitative and quantitative data were collected in 20 work organizations in the Netherlands and Denmark, therefore, it is too narrow to consider them as universally valid (Hofstede et al; 1990). Hence, in describing Plant World's culture, we only adopt five of the six dimensions.

☺ Process- oriented versus results- oriented cultures

Process-oriented versus results-oriented cultures, the most closely connected with the effectiveness of the company among the six dimensions. (M. Behrman; 1998- 2004)

Processes-oriented companies have a bureaucratic attitude. All colleagues looked upon as avoiding taking risk and as spending the least possible effort. All days are felt to be pretty much the same (Rotterdam, Groningen; 2000). On the other hand, the results-oriented ones, employ people who view their colleagues as people who feel comfortable in unfamiliar and risky situations, as people who always do their utmost and who experience each day as a new challenge (Rotterdam, Groningen; 2000).

☺ Job- oriented versus employee-oriented cultures

The second dimension is the job-oriented versus employee-oriented cultures. The position a company has on this dimension seems to be connected especially with style and tradition, often based on the philosophy of the founder or founders of the organization.

In job-oriented organizations there is a heavy pressure to perform the task even if this is at the expense of the employees (Behrman; 2004). This is because the organization is only interested in the work of...

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