Organizational culture is fundamentally about symbolic meaning and as such cannot be managed. Discuss.
Organizational culture, which has been widely used by many organisation now days, it is fundamentally about symbolic meaning. Is difficult, but however, there are ways to manage it.
Organizational culture is the basic pattern of shared assumptions, value, beliefs and behaviour by people in the organization. In other word, the way people do things in the organization, or the philosophy that guides an organizations policy towards employees and customers. The main aspect of organizational culture such as innovation, Cooperation, Rigorous, loyalty and Integrity. For any organization’s ...view middle of the document...
Organizational culture can last for a very long period of time and is very difficult to be changed, since changing a organizations culture is changing peoples habit, value and belief. May even be the way organization works. Therefore change culture in a organizations may not be much of a difference as form a new organizations, and is unlikely a organization owner like to do. However, organizations culture can still be changed. For example, a well known football team usually have a culture to manage and has been used for long period of time in history, but it can be changed by use a manager with different style as previous one, or change owner that manage with a different management style. In these case the football clubs culture can be completely changed.
Another way can be used to change organizations culture is merging. is not unusual to see two well known company merged to form a new company. But organizational culture is also the biggest obstacles when merging organizations, usually each organizations has a unique culture, and is very likely when two organizations merge their culture will clash. If merge fails employees from two organizations will have issues such as way to work, work pattern, communication and team work etc. which is generally cause by cultural differences. In this cause, is likely to form a new culture to avoid these problems. Which combine the strength of two culture and found a best way to merger. “One way to combat such difficulties is through cultural leadership. Organizational leaders must also be cultural leaders and help facilitate the change from the two old cultures into the one new culture. This is done through cultural innovation followed by cultural maintenance.” (Wikipedia. 2013)
Culture management uses many techniques, in order to let people merge into the culture. First thing is usually recruitment, is always better to hire a staff already familiar with the organizations desired culture value. But is not always possible to find such a good staff from recruitment. Therefore is possible to use training, which uses by almost all organizations to make new employees quickly understand the organizational value, belief and behaviours etc. training is aimed to socializing staff into desired cultural value. Also use a reward system, so all it can encourage people to worker hard and understand better of culture in their organization. And importantly Communication, is important to let people in the organization understand how to communication in this specific culture style.
It is true that, organizational culture is fundamental about symbolic meaning, since culture in organizational is not something valuable by money, it is something that’s intangible. For example, the layout of office, furniture style, staff dress code, and organizations name, slogans and logo etc. All this are intangible value of the organization and is difficult to manage them, as every single individual may have different understanding...