Defining Culture And Organizational Culture
Modern college Of business and science Summer-2 (2017) Assignment: 1 MAN317/D1 Name: Manal Ahmed ALwardi ID: 20122863 Submission date: 9Aug 2017 Instructor: Dr. Venkat Ram Raj Definition of each topic Organizational culture: 1. “A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems”. Bruce, M. (2012). Defining Culture and Organizational Culture. 2. “Organizational culture is a widely used term but one that seems to give rise to a degree of ambiguity. Watson (2006) emphasizes that …show more content…
Organizational culture is a place where the employees share common characteristics inside the organization and how employees inter act each other. In organizational culture employees should understand the norm and roles of the workplace such as how they act or behave, how they dress and perform their job.Organizational culture is ability of leader and employees to understand the environment of workplace and follow the right way to achieve high level of success and avoiding misunderstanding in …show more content…
The organization conducts a project and made it in two main areas which are theoretical framework in culture and employee equity and in other hand the methodology of the study has been made in both quantities and qualities study. Quantitative data was collected from a sample of 290 Omani civil employees in public organization while qualitative data was collected from Oman’s Royal Court Affairs (RCA) organization. The study result that the organizational culture has huge impact on business value or employee equity. However, not all culture aspects have same degree of impact on employment equity. In fact, some of culture aspects do not have relation with employment equity. The study also discovers that there were no differences between managers and employees response with culture aspects. The only differences between these two groups were human orientation and future orientation for organizational culture value. In addition, the members who participate on the study state approve that Omani public sector need higher employment equity in their
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