Question:
1. How would you respond to someone who made the following statement “Organizational
culture is not important as far as managers are concerned?” Explain.
2. How would you define the functions of organizational culture? What are the various
manifestations of organizational culture?
3. Using Hofstede’s cultural dimension framework, how would you describe the culture of
your present OBL classroom? Explain.
4. How are you contributing to the making of this culture and how are you being
impacted from it?
5. How is your OBL Instructor contributing to this culture and how is he being impacted
from it?
1. How would you respond to someone who made the following statement
“Organizational culture is not important as far as managers are concerned?”
Explain.
Organization culture is related to the behavior of people who are part of an organization
and the meanings attached with their actions. Culture includes the organizational values,
visions, norms, working language, systems, symbols, beliefs and habits. It is also the
pattern of such collective behaviors and assumptions that are taught to new organizational
members as a way of perceiving, and even thinking and feeling. Organizational culture
affects the way people and groups interact with each other, with clients, and with
stakeholders. It is the management team who is responsible to establish appropriate culture
in the organization such that every employee clearly understands the organizational values
and objectives. Organizational culture is the identification of any organization and the
credibility of the organization is measured in terms of the culture that the organization is
practicing. Although a company may have their “own unique culture”, in larger
organizations, there is a diverse and sometimes conflicting cultures that co-exist due to
different characteristics of the management team. The organizational culture may also have
negative and positive aspects.
Organizational culture is reflected in the way people perform tasks, set objectives, and
administer the necessary resources to achieve objectives. Culture affects the way
individuals make decisions, feel, and act in response to the opportunities and threats
affecting the organization. It is found that job satisfaction was positively associated with
the degree to which employees fit into both the overall culture and subculture in which
they worked. A perceived mismatch of the organization’s culture and what employees felt
the culture should be is related to a number of negative consequences including lower job
satisfaction, higher job strain, general stress, and turnover intent. Organizational culture
also has an impact on recruitment and retention. Individuals tend to be attracted to and
