OB assignment report on: REPORT ANALYSIS OF ORGANIZATIONAL CULTURE

Abstract

In this report, we have defined organizational culture, explained its three levels and has thrown a light on its significance and importance for an organization. The report also talks about organizational values and differentiate between espoused and enacted values which are present there in every modern day organization. The report also explains various ways through which leaders in an organization can reinforce harmony between espoused and enacted values.

1.     Introduction

“Personality” of an organization is reflected through its “culture”. One can define the culture on the basis of its beliefs, traditions, shared feelings and values. It helps in shaping the behavior of managers who manage an organization and behavior of employees who runs an organization. It also helps in determining the manner in which organizational situations are interpreted and responded. Members of an organization are provided with individualistic characteristics and values through corporate culture which helps them in learning and appreciating their performance. Things such as basic assumptions, values and artifacts distinguishes culture in different organizations. In an organization, there is an entry level process of socialization through which employees are introduced with the customs and culture followed in the organization. It is very difficult to change the culture of an organization but still in order to survive in this competitive age, bringing changes have become necessary for all the organizations. Thus having an adaptive culture is quite essential for an organization to work effectively and efficiently.

Values are the deep-seated and enduring building blocks of culture of an organization. Behavior as well as emotional responses are motivated through values of an organization. They corroborate the  manner in which people approach their work, the basis on which people choose the things, grounds on which decisions are taken by people associated with the organization and most importantly elegance with which people deal with each other. It is the responsibility of people who are playing the role of leaders in an organization to create and manage a culture at the workplace which not only aligns the individual values and organizational values but also values of every individual.

A properly settled culture support management in numerous ways. It helps manager and employees to understand each other in a better way which may result in closer and successful working partnership. Every individual is different and diverse in his/ her own sense, it is the culture which help people in understanding these differences so that they can work better as a team. A culture also align individual goals with the goals of the organization and motivate employees to achieve them. It has been revealed through a study that organizations which lack in developing a culture lack success also.

2.     ORGANIZATIONAL CULTURE

An organizational culture can be defined as a powerful force which constitute of values, notions, symbols, demeanor and culture of the members of an organization. These factors unconsciously impact the decisions that individuals take thus instead on measuring one can only observe the organizational culture. The culture operating in an organizations holds significant importance in the wellbeing and success of an organization as it creates an outward ground for all the members associated with an organization. A language is offered through an organizational culture which helps in interpreting the events and issues that occur in an organization. Members are provided with a sense of order, continuity, unity and vision is provided through a culture so that they have a crystal clear understanding of what an organization expect from them. Thus importance of organizational culture can be summed up in the following word; “ an organizational culture is just like a glue, through which all the team members are holded together and it is just like a compass which provide direction to everyone”. Organizational members can get information about the priorities, values, and beliefs of leaders by observing the things on which leaders spend their time, as long as leaders are consistent in what they pay attention to. Many believe that organizations show their real culture during times of crisis, and consequently pay close attention to the leaders during a crisis situation. Employees emulate the leader’s behavior and look to leaders for cues to appropriate behavior. Leaders demonstrate the organization’s values and culture through their behavior.

2.1.           Organizational Culture and its Levels

There are certain basic assumptions that management conceive valuable and these assumptions establish a culture of an organization. Every new individual who becomes part of an organization is taught these assumptions so that they can perceive, think and feel the organization in that manner only. Thus artifacts, values and basic assumptions are three basic constituents of an organizational culture.

2.1.1.     Artifacts

In the social work environment, be it physical or social, there are certain symbols for culture. These symbols are referred as artifacts. These artifacts are considered most palpable and approachable level of culture. Various sources of expression like personation, rites, ceremonies, rituals, symbols and stories etc. are included in artifacts category for an organization culture.

2.1.2.     Values

Underlying beliefs of a culture followed in an organization are reflected through values. Values are generally categorized in two sets – espoused values and enacted values. Espoused values are those values which member of an organization claim that they follow, for example ethical values. Enacted values are those values which are reflected from the behavior of individuals. It is not at all necessary that the espoused values and enacted values are similar to each other. In fact in most of the cases, there are wide differences between the two.

2.1.3.     Assumptions

There are certain beliefs which are deeply held in an organization and these are considered as guiding factors for an individual to understand and interpret the things. These beliefs cannot be measured and are positioned below consciousness.

3.     Organizational Values

What are values? They are our beliefs which are stable and long lasting in nature and helps us in deciding what is important to us. They help us in differentiating between right or wrong and good or bad in the world in which we live. Values give importance to our feelings. There are certain core values for every organization which clearly reflects the priorities of an organization. For all the members of an organization these values work as guiding principles.

There are certain standards for each and every activity that takes place in an organization to govern the individual behavior and make them acceptable. These acceptable standards are defined through organizational values. In the absence of these values, every member will engage himself/ herself in a behavior in accordance with the value system followed by an individual and that may result in behavior which is not encouraged by an organization. In comparison to larger organization, behavior of individuals who are markedly dissimilar is visible clearly as these organizations are co-located. One can openly challenge the behavior which is not acceptable to the management; thus there is no major need to define clear-cut organizational values. However in case of larger organizations, one has to encourage desired behavior among individuals who are working at different places and separate sub-groups, thus is becomes essential to formulate emphatic organizational values.

Clearly, the organization’s values must be in line with its purpose or mission, and the vision that it is trying to achieve. So to summarize, articulated values of an organization can provide a framework for the collective leadership of an organization to encourage common norms of behaviour which will support the achievement of the organization’s goals and mission.

Every organization works to accomplish certain mission or some targeted purpose and for this they form a vision, it is very essential that organizational values should be in tandem with these mission and vision. Thus a framework can be provided through emphatic values which will support leaders of an organization to encourage some common behavioral norms which will help in achieving organization’s goals and mission.

3.1.           Espoused Values

Espoused values are the one which are adhered by management of every organization and which have universal acceptance and preference. All the standards prescribed by the leaders to conduct business and accomplish goals in any of the organizations are developed on the basis of these espoused values.

3.2.           Enacted Values

In realty there are certain values and norms which members exhibit and which are reflected through their actual behavior. These values are termed as Enacted values.

3.3.           Ways to harmonize Espoused Values and Enacted Values

Just like statement of mission and vision of an organization, espoused values are another critical thing which should be presented or given to the members of an organization as a written guide. Management can either put them on a wall or should provide a folder where they are mentioned in capital letters. An organizational culture is shaped on the basis of these organizational values thus it becomes quite necessary to keep reminding individuals about the espoused values so that they turn into enacted values in an organization.

Here are few suggestions to translate espoused values into enacted values or harmonize espoused and enacted values in an organization:

• Constant communication of Espoused values: It is very important to have internal as well as external communication system for an organization which is in line with the values followed by an organization. For example, on one hand management of an organization claims that all the team members are equal and should work as a fun loving and hardworking team where every individual counts and on other hand there is a system of internal communication where messages are conveyed in traditional forms where there is a photograph of CEO along with the message. In this case organizational values are being challenged. There should be a system of communication within the organization and outside the organization which accent the values undertaken by the organization. Rewarding behavior that is consistent with the organization’s values increases acceptance of those values and the organization’s culture.
• Crystal clear knowledge to new members: Whenever new members join an organization there should be in depth training and orientation from the management’s side on the espoused values which they expect from them and how they can make them their enacted values.
• Periodic Review of Espoused values: It is a universal human nature that the things which are out of sight are out of mind. Thus in order to harmonize the espoused and enacted values it is very important that espoused values are reviewed on regular basis. This also has the power of enrolling those who have joined the organization recently, and avoids the stated values no longer reflecting the business culture.
• Contradictory behavior should be confronted immediately: It is very important to obstruct enacted values that are being practiced by members which are out of the scope of espoused values of an organization. Any kind of leniency in these kind of cases can easily swipe out the desired values of an organization specially in case of individuals  who are dynamic and dominant in nature
• Take regular feedback from members: Members are the one who leads to the existence of an organization. Thus giving importance to their opinions is the responsibility of any management. For this purpose taking regular feedback from members may assist management in harmonizing espoused and enacted values.

4.     Conclusion

In every organization, organizational culture is present in any of the form. Morale and motivational level of members of an organization are impacted substantially through the organizational culture. Artifacts, values and both visible as well as invisible assumptions are the three sources through which culture is communicated to the members of an organization. One of the most effective approach of reinforcing values in the members of an organization is through stories, especially when it is coming from the mouth of CEO or some other personnel at higher level. Every organization holds two set of values, they are espoused and enacted. In case actions of members in an organization are not confirming acceptance of espoused values then it reflects weakness in the organizational culture. This can also be taken as the alarming situation where need has arisen to monitor and bring necessary changes in the culture of an organization in order to harmonize espoused and enacted values of an organization.

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