Shared Values In Organizational Culture
Organizational culture is the basic pattern of shared as-sumptions, values, and beliefs that govern behavior within a particular organization. Assumptions are the shared mental models or theories-in-use that people rely on to guide their perceptions and behaviors. Beliefs represent the individual’s perceptions of reality. Valuesaremore stable, longlasting beliefs about what is important. They help us define what is right or wrong, or good or bad, in the world. Culture content refers to the rela- tive ordering of beliefs, values, and assumptions.
Organizations have subcultures as well as the domi-nant culture. Some subcultures enhance the dominant culture, whereas countercultures have values that op- pose the organization’s core values. Subcultures main- tain the organization’s standards of performance and ethical behavior. They are also the source of emerging values that replace aging core values.
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Organizational culture has three main functions as coming up:
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These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs.
The organizational structure determines how the roles and responsibilities are allocated and how they will be monitored as well as the flow of communication between different levels and sectors, it is entirely dependent on the organizations goals and how it wants to reach them. In centralized structures all the decision making power is retained at the top level of management and all the other departments are closely monitored and controlled, While in the decentralized structure decision making power is delegated to the lower levels as well to an extent to increase the speed of implementation as well as increase job satisfaction among other
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