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Organizational culture and decision making

When people talk about a business, it usually relates to organizations. However, few people know that organizational culture is an essential part of a company. What is an organizational culture? A culture can not be precisely defined, for it is something that is perceived. ”(handy, 1982) There are many different definitions. It is seems that widely agreed that “organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations.

”(robbins, 2005) An organizational culture is based on the organization. Different organizations are made up of different kind of people; therefore, the culture is not the same. When people book a hotel, it is not difficult to find that there are differences in service between different brands. Also, people can see MacDonald pay attention to quality, service, and clean lines in any branches. It is suggested by research Organizational culture has seven primary features. 1. Innovation and risk taking.

Whether the innovation and risk-taking are encouraged among employees or not. 2. Attention to detail. Whether the accuracy, analysis, details is expected to display or not. 3. Outcome orientation. Whether the management emphasis the results rather than the technology and processed which cause the outcomes or

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not. 4. People orientation. Whether the managers consider the effect of the employees when they make decisions or not. 5. Team orientation. Whether the work activities are completed by teams or individuals.

6. Aggressiveness. Whether the aggressiveness and competition are recommended or not. 7. Stability. Whether the organizations care about the maintaining the status quo rather than development or not. (robbins, 2005) Organizational culture consists of a common conception held by the organization’s member. But individuals in an organization may have different backgrounds or at different levels, it is advised to develop subcultures. Most large organizations own its dominant culture as well as many subcultures.

Dominant culture conveys the core values to its members while subcultures show the problems that challenge the employees. What do cultures do? Culture has numerous functions. Firstly, it can distinguish one organization from another. Secondly, it expresses a sense of identity for members. Also, individual self-interest is smaller when culture emphsized. More over, social stability can be promoted. Furthermore, it can guide members’ attitudes and behavior. (robbins, 2005) Organizational culture influence individuals, groups and organizational process in different ways.

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