Organizational Culture Types and Functions
Organizational Culture Types and Functions: An organization’s culture is defined by its practises, beliefs, policies, and values. The way workers interact with one other and with those outside the business is determined by the organization’s culture.
Organizational Culture Types and Functions
- Culture of Acceptance
The organization’s norms and processes are outlined in this culture, and the rules and regulations are established according to the current standards. Employees act in a professional manner and properly follow the company’s regulations. No one dares to defy the regulations, and everyone follows the policies that have already been established.
- Culture of Pragmatism
More attention is put on the customers and external partners in a pragmatic culture. Employees in a pragmatic culture are motivated by customer pleasure. Such businesses treat their customers as if they are Gods, and they do not adhere to any restrictions. Every employee works hard to please his customers so that they may anticipate the most business from them.
- Culture of the Academy
Professionals are hired by organisations that follow the academy culture. Employees’ tasks and duties are distributed based on their backgrounds, educational qualifications, and job experience. Organizations with an academy culture place a high emphasis on educating current personnel. They make sure that different training programmes are held in the workplace to help personnel improve their abilities. The management makes serious attempts to develop the workers’ professional competency by upgrading their knowledge. Employees in an academy culture are more likely to stay with the company for a longer period of time and to advance within it. This is a culture that exists at educational institutions, colleges, and hospitals.
- Team Culture in Baseball
Employees are regarded as the organization’s most valuable asset in a baseball club culture. Employees are the organization’s actual assets, and they play a critical part in its success. Individuals always have an advantage in such a culture, and they are unconcerned about their organisation. This mentality is followed by advertising firms, event management organisations, and financial institutions.
- Culture of the Club
Organizations that adopt a club culture are very selective in who they hire. Individuals are chosen based on their areas of expertise, educational qualifications, and personal interests. Each person performs his or her finest work. Employees with great potential are promoted appropriately, and assessments are a frequent aspect of such a culture.
- Culture of the Fortress
Employees in certain firms are unsure about their future career prospects and longevity. Fortress culture is followed by such groups. If the company is not operating well, the workers are fired. Individuals are the ones that suffer the most when the company is losing money. A culture like this exists in the stockbroking industry.
- Tough Guy Mentality
Feedback is critical in a tough guy society. Employees’ performance is evaluated on a regular basis, and their work is closely watched. Team managers are assigned to answer questions and provide guidance to team members as needed. In such a society, workers are constantly monitored.
- Your company’s culture is on the line.
Organizations that follow the bet your business mentality make actions that are high-risk and have unforeseeable effects. Such an organization’s ideas and policies are developed to handle delicate topics, and the outcomes take time to achieve.
- Culture of the Process
Employees in such a culture, as the term implies, follow the organization’s processes and procedures. In such businesses, feedback and performance evaluations are largely irrelevant. Employees follow the norms and regulations of the workplace and work in accordance with the company’s ideals. This culture pervades all government entities.
- Organizational Culture’s Functions
The primary purpose of culture is that it serves as a boundary-defining tool, i.e., it aids in the creation of divisions between organisations.
Culture aids in the formation of a feeling of belonging among the members of an organisation.
Culture makes it easier to develop a sense of devotion to something bigger than one’s own self-interest. Members of the organization’s culture are encouraged to prioritise organisational goals above personal interests.
Culture contributes to the stability of the social system. Culture is sometimes referred to be the “social glue” that holds a business together by establishing acceptable norms for what workers should say and do. It offers workers with a list of social do’s and don’ts.
Finally, culture functions as a sense-making and control system that leads and moulds workers’ attitudes and behaviours. In the study of organisational behaviour, this function is extremely essential. Every business has its own set of assumptions, understandings, and unspoken norms that influence workers’ day-to-day actions. Only after the newcomers learn to follow these guidelines will they be welcomed as full members of the organisation. The basic foundation for awards and promotions is usually adherence to the regulations.
As a result, culture is helpful to the business since it fosters organisational commitment and personnel consistency. Employees benefit from culture because it removes uncertainty. Employees have a clear understanding of how things should be done and what is more vital to the company.