Organisational Cultur
Cultural Organization Essay
Culture is an essential and omnipresent aspect of our lives. We may or may not be aware of it, but most of our day-to-day actions are based on the culture(s) we are a part of. Because of the importance of culture, in the last few decades, businesses of all sizes have taken a keen interest in understanding and using corporate culture to enhance their companies. In this essay, we will look at two articles on the subject of organizational culture; “The Management of Organizational Culture” by Lesley Willcoxson and Bruce Millet and “Issues in Understanding and Changing Culture” by Ralph H. Kilmann, Mary J. Saxton and Roy Serpa, and the similarities and differences between the ideas and theories presented.
We must have a clear and formal definition of culture before we can define organizational culture. According to Kilmann, Saxton and Serpa culture is "shared philosophies, ideologies, values, assumptions, beliefs, expectations, attitudes, and norms that knit a community together”, this is summed up in a concise manner in the other article by Willcoxson and Millet “culture serves to delineate different groupings of people on the basis of the extent to which each group is perceived and perceives itself to share similar ways of seeing and interact with the animate, inanimate and spiritual world”.
In the Management of Organizational Culture, organizational culture may be described as a set of norms, beliefs, principles and a manner of behavior, which is unique to each organization. This is once again, similar to the definition given in “Issues in Understanding and Changing Culture”, stating that culture is a mixture of norms, human nature and hidden assumptions.
In the article written by Millet and Willcoxson, there is a clear divide on most concepts of organizational culture. The ‘anthropological’ stance is that the organizational culture of a company is present throughout the company and plays a very important part in the
Culture is an essential and omnipresent aspect of our lives. We may or may not be aware of it, but most of our day-to-day actions are based on the culture(s) we are a part of. Because of the importance of culture, in the last few decades, businesses of all sizes have taken a keen interest in understanding and using corporate culture to enhance their companies. In this essay, we will look at two articles on the subject of organizational culture; “The Management of Organizational Culture” by Lesley Willcoxson and Bruce Millet and “Issues in Understanding and Changing Culture” by Ralph H. Kilmann, Mary J. Saxton and Roy Serpa, and the similarities and differences between the ideas and theories presented.
We must have a clear and formal definition of culture before we can define organizational culture. According to Kilmann, Saxton and Serpa culture is "shared philosophies, ideologies, values, assumptions, beliefs, expectations, attitudes, and norms that knit a community together”, this is summed up in a concise manner in the other article by Willcoxson and Millet “culture serves to delineate different groupings of people on the basis of the extent to which each group is perceived and perceives itself to share similar ways of seeing and interact with the animate, inanimate and spiritual world”.
In the Management of Organizational Culture, organizational culture may be described as a set of norms, beliefs, principles and a manner of behavior, which is unique to each organization. This is once again, similar to the definition given in “Issues in Understanding and Changing Culture”, stating that culture is a mixture of norms, human nature and hidden assumptions.
In the article written by Millet and Willcoxson, there is a clear divide on most concepts of organizational culture. The ‘anthropological’ stance is that the organizational culture of a company is present throughout the company and plays a very important part in the
References: Willcoxson, L., & Millet, B. (2000). The Management of Organizational Culture . Australian Journal of Management & Organizational Behavior, 3(2), 91-99. Kilmann, R. H., Simpson, M. J., & Serpa, R. (1986). Issues in Understanding and Changing Culture. California Management Review, 28(2), 87-92. (Wilcoxsonand Millet, 1999). Do it like this my nigga 1st time mentioned (Killman, Sexton and Serpa, 1986). Afterwards anytime you use it you say (Killman et al. 1986). Direct quote (Killman et al. 1986, pp 91).