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Report on organizational culture

Organizational culture is the collective behavior of people that are part of anorganization, it is also formed by the organization values, visions, norms, working language, systems,

and symbols, it includes 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 affect the way people and groups interact with each

other, with clients, and with stakeholders

Usage

While organizational culture is the term that reflects culture in any type oforganizationbe it

school, university, not-for-profit groups, government agencies or business entity, more

concrete business terms are corporate culture and company culture or company's culture.

Although the idea that the term became known in businesses in the late 80s and early 90s is

widespreadin fact corporate culture was already used by managers and addressed in

sociology, cultural studies and organizational theory in the beginning of the 80s.

Types of organizational culture

Normative Culture

In a normative organization, the organization stresses on implementing the organizational

procedures in the correct manner, and according to the norms and rules defined. This kind of culture

is perceived to portray a high standard of business ethics.

Pragmatic Culture

In contrast to normative cultures, stress is laid on satisfying the wish of their clients. In this type of

organizational structure, the client is virtually deified. The prime concern of every employee is to

cater to the needs of the client, attain, and retain the business they may invite through the clients.

Academy Culture

In this kind of culture, employees are highly skilled, and the organization provides an environment

for the development, and honing of employee skills. Examples of this kind of culture are hospitals,

universities, and large corporations. Employees tend to stay with the organization, and grow with(in)

it.

Collaborate Work Culture

Often referred to as clan culture, an organization that adopts a collaborate culture offers a congenial

and amiable environment to work in. The feeling one derives while working in this type of

organization is that of comfort and coercive motivation. This organization consists of superiors who

provide more of guidance, and less of governance. The organization is based on worker-welfare,

where you have the employees' interest in the foreground with his skills valued, and performances

handsomely rewarded. Insinuating and developing teamwork is the most vital element of the

organization.

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Adhocracy Work Culture

It is a type of organization that is tamponed to provide an environment to accrue one's creative

acumen. Ideas are encouraged, and out-of-the-box thinking is an appendage-cum-motto. Dynamism

is defined best when the workforce has the free will to conceive an out-of-the-ordinary idea; the

development of which, may lead to success; inadvertently, to higher levels of morale, and monetary

incentives.

Baseball Team Culture

In this kind of culture, the employees are 'free agents', and are highly prized. These employees find

employment easily in any organization, and are highly in demand. There is, however, a considerable

amount of risk attached to this culture, as it is very fast-paced. Examples of this kind of culture are

advertising, and investment banking, to name a few.

Club Culture

Usually, the employees stay with the organization for a long time, and get promoted to a senior

post, or level. These employees are hand-picked, and it is imperative that they possess the specific

skills required and desired, by the organization. Examples of this kind of organization are law firms,the military, etc.

Fortress Culture

Employees are not sure if the will be laid off or not by the organization. Very often, this organization

undergoes massive changes. Few examples of this type of culture are loans and savings, large car

companies, etc.

Macho Culture

The most important aspect of this kind of culture is big rewards, and quick feedback. This kind of

culture is mostly associated with quick financial activities; like, brokerage, and currency trading. It

can also be related to activities, like, a sports team, a police team, or branding of an athlete. Thiskind of culture is does not eschew high levels of stress; instead they are known to reach the

apotheosis of efficiency. The employees are expected to possess a strong mentality for survival in

the organization.

Work Hard/Play Hard Culture

This type of organization does not involve much risk, as the organizations, already, consist of a firm

base coupled with a strong client relationship. This kind of culture is predominantly opted by the

large-scaled organizations that have gained their customers' trust and support; subsequently rolling

out a steadfast customer help service. The organization, with this kind of culture, is equipped with

specialized jargons, and is qualified with multiple-team meetings.

Bet Your Company Culture

In this kind of culture, the company makes big, and important decisions over high stake endeavors. It

takes time to see the consequence of these decisions. Companies that postulate experimental

projects, and researches as their core business proposition, adopt this kind of culture; for instance, a

company designing experimental military weapons may implement the said type of culture.

Process Culture

This type of culture does not include the process of feedback. In this kind of culture, the organization

is extremely cautious about the adherence to laws, and prefers to abide by them. This culture

bestows consistency upon the organization, predominantly meant for public services.

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