Organizational culture comprises pattern of shared values, beliefs and assumptions considered to be the appropriate way to think and act within an organization. The set of values that help the organization’s employees understand which actions are considered acceptable and which actions are considered unacceptable. Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization’s members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. A person can tell about the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. -similar to what any individual use to get a feeling about someone's personality.
It has been observed that any organization that has successfully designed and implemented a good organizational culture stand to have an increase in the productivity and performance departments of the organization. There are also chances that the employees will be more confident, committed and the ethical behavior in the organization will improve. The main effect of the organizational culture is that it helps in the Internalization Process: According to Feldman all employees once hired by a firm must be taken through the orientation process where they are taken around the organization's departments to make them have a feel of the company. These employs are enlightened on activities that take place in each department and who are the managers of these respective departments (Feldman, p 433-452). This therefore means that any organization that has well laid down structures and organizations culture then the implementation of the internalization process smooth and all the employees that are recruited are well incorporated into the company's system. The end result of this is that once the employs are aware of the organizations rules and regulations then they will adhere to them and therefore ensure that they meet all the standards. Those who adhere to the company's rules and regulation stand to motivational rewards and climb up the Maslow hierarchy of needs. The internalization process is long dynamic process that has other processes in it and as the organization expands the internalization process becomes more complex.
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This 11 page paper looks at issues associated with innovations. The paper starts by looking at theories of organizational culture and then assesses the potential impact of organizational culture. The importance of leadership, and then the relationship between culture, innovation and change is discussed. The bibliography cites 15 sources.