Theory Of Organizational Culture

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perceive the risks of the same technology differently?” This has caused a significant shift in research focus and redirected attention of many researchers from the nature of risk as such to risk as a social phenomenon. (Boholm & Corvellec 2011) Following Hilgarter’s work, Rosa (1998) further elaborates on the subject of risk as a cognitive construct. The researcher defines risk as “a situation or event where something of human value (including humans themselves) has been put at stake and where the outcome is uncertain” and claims that “our perceptions of risk, our choices of which risks to be concerned about, are equivalent to risk itself” (Rosa 1998). Hansson (2010) acknowledges this contribution, concluding that there is no risk unless something…show more content…
It has generated a large amount of literature and many debates among theorists, what brings a variety of views on organizational culture. This dissonance, though, testifies the importance of the concept as such. (Schein 2004) One of the first researchers to explore and and outline organizational culture was Edgar Henry Schein, whose academic work is considered to be a major contribution to this field. According to Schein (1985), organizational culture is defined as: “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 you perceive, think, and feel in relation to those problems.” In his research Schein insists that one of the key aspects of culture is the acknowledgment and understanding of the values shared by the members of one organization. By values Schein means beliefs and ideas about the appropriate norms or standards of behavior organizational members should choose to achieve organizational goals (Schein, 1985; Hill & Jones,…show more content…
For example, Brown (1995) defines organizational culture as “the pattern of beliefs, values and learned ways of coping with experience that have developed during the course of an organization‘s history, and which tend to be manifested in its material arrangements and in the behaviors of its members” (Brown 1995). The UK Chartered Institute of Personnel and Development contend that an organizational culture can be "understood as a set of collective behaviors, attitudes and assumptions that shape the way an organization operates, and how it is perceived both internally (by its staff) and externally (by its clients and the public" (CIPD
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