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Organizational Culture: Symbols, Beliefs, Myths, Rituals, Artifacts And Stories
Abstract
A culture emphasizes significant role in the organizations. In Schein’s culture triangle, there are five mechanism for leaders to keep up the organization culture. The article gives us examples of the companies how leaders focus on social appearances includes symbols, belief, myths, rituals, artifacts and stories.
Introduction
Organizational culture defines aspect of culture in similar approaches the organizational employee’s hold that helps differentiate an organization from the other organizations. Organizational culture represents how members perceive organizations. However, people from different levels within an organization that might have different perceptions. According to Schein culture triangle, organizational culture begins within three ways which includes basic assumptions, artefacts and values and beliefs. (Robbins and Judge, 2014)
Basic assumptions show such as a boss brings would like to hire that kind of employees who think and feel the same approach with him. There are various kind of differences between in traditional and cultural approaches in managing organizations. While traditional culture focus on external environments, cultural approaches focus on internal environments. External environments involve adaptability, flexibility, growth in the organization. However, internal environment focuses more information management which includes rules and procedures. The example of General Motors and Digital Equipment Company, leaders presented their approaches about the assumptions to manage organizational culture. DEC has changed their cultural assumptions to improve their culture more than any other companies because they researched why the failures of organizational culture in past years and then they learned them from some companies. (Brown,1992)
An organization’s culture characterizes the correct way to act inside the organization. This culture consists of shared convictions and values set up by pioneers and after that communicated and strengthened through different strategies, eventually forming representative discernments, behaviors and understanding.
The key to an effective organization is to have a culture based on an emphatically held and broadly shared set of convictions that is bolstered by procedure and structure. When an organization includes a solid culture, employees would know how beat administration needs them to reply to any circumstance, representatives accept that the anticipated reaction is the right one, and workers know that they will be remunerated for illustrating the organization’s values.
Artifacts are unmistakable part of culture, they are simple to define and have a few psychical shapes, however its discernment shifts from one person to another. They incorporate components such as dress codes, myths, customs, and real things such as grants, item shows, logos, furniture and stylistic layout.
Artifacts are greatly critical to the victory of a company since they are unmistakable things that let representatives to gotten to be a portion of that company’s organizational culture. This can be particularly genuine for companies whose brand is well-built up inside a society, as a great, or awesome company, with amazing items or administrations. Individuals not as it were need to work for these companies, they crave to be recognized inside their possess society by wearing company regalia, driving company vehicles showing their brand symbol, or any some ways in which they can share their eagerness for their employer’s victory. Of course, as you might expect, the inverse is genuine where workers may not be as excited in advancing their employer’s trade such as dirty environment as an example of Crystal, a Large Glass Manufacturer. (Brown,1992)
In organizational contexts, a symbol that prompts internalized sentiments gives a way to get it and act upon those sentiments. Symbols reflect fundamental viewpoints of culture, creating passionate reactions from organizational individuals, and speaking to organizational values and presumptions. (Rafaeli and Worline, 2000)
In an organization that values organizational culture, corporate pioneers act as typical supervisors (Bargain and Kennedy, 1982). On the off-chance that values are the souls of the culture, then heroes embody those values and epitomize the strength of the organization (Bargain and Kennedy, 1982). A successfully leader always symbolize their brand for the organization such as Steve Job is a symbol for Apple. This kind of leaders always help the organization by externally and internally to become the part models for many of the organizational individuals.
Social appearances such as stories and ceremonies serve as pass on basis for social uniqueness of an organization. Stories has two categories which includes positive and negative. Positive version is the top individuals within organizations are honorable and approachable but negative one is the opposite of this explanation.
As a conclusion, a logic of company, counting values and convictions, begins from the nuts and bolts of myths, ceremonies, stories, and symbols, where the last mentioned are essential sense shapes, and not vice versa. It infers that each great company and its managers ought to know the complete extend of opportunities available in making a cluster of ceremonies and rituals that represent the culture. An effective leader always has to manage organizational culture with symbols, stories and myths and the examples can help to improve their experiences.
REFERENCES
- Organizational Behavior by Stephen P. Robbins and Timothy A. Judge, 16th Edition, Prentice Hall, 2014,
- Andrew Brown, (1992) ‘Organizational Culture: The Key to Effective Leadership and Organizational Development’, Leadership & Organization Development Journal, Vol. 13 Issue: 2, pp.3-6,
- Rafaeli, Anat and Worline, Monica (2000). ‘Symbols in Organizational Culture,’ in Ashkanasy, Neal M; Celeste, Wilderom P M and Peterson F, Mark (eds.), Handbook of Organizational Culture and Climate, Thousand Oaks: Sage, pp 75-84.
- Deal, Terrence E and Kennedy, Allan A (1982,1. Corporate Cultures: The Rita, Rituals of Corporate Life, Reading, MA: Addison-Wesley.
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