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Running head: discussion Board 4 1 discussion Board 4 6Discussion Board 4: Chapter 10 Question Discussion Board 4: Chapter 10 Question· Chapter 10: Do you think it is possible for an outsider to accurately discern about the underlying cultural values of an organization by analyzing symbols, ceremonies, dress, or other observable aspects of culture in comparison to an insider with several years of work experience? Select a percentage (e.g., 10%, 70%, etc.) and explain your reasoning. In 1980s, an American management professor named Edgar Schein developed an organizational culture model to define and reveal organizational culture as a powerful force in an organization (Hogan & Coote, 2014). Schein (1995) considered organizational culture as a set of assumptions that are a social force in a company. This social force is largely unseen yet extremely powerful (Hogan & Coote, 2014). Daft (2016) describes culture as a “set of values, norms, guiding beliefs, and understandings that is shared by members of an organization and taught to new members as the correct way to think, feel, and behave (p. 386). Organizational culture is the intangible, informal, social behavior of the organization. Organizational culture is reflected in the image, inner dealings, and interactions with outside organizations and customers, and expectations. Although employees may come from different social backgrounds and have different education and experience levels, the organizational culture binds and shapes the organization. It is the written and unwritten rules and the shared attitudes, beliefs, customs of the employees and impacts the efficiency and performance of the organization. Organizational culture is evident in the following ways: (1) the ways the organization conducts its business, treats its employees, customers, and the wider community, (2) the extent to which freedom is allowed in decision making, developing new ideas, and personal expression, (3) how power and information flow through its hierarchy, and  (4) how committed employees are towards collective objectives. (“Organizational Culture,” 2018, para. 1) Organizational culture significantly influences innovation, change, effectiveness, and, ultimately company success. Organizational culture is viewed at two levels: observable and underlying. The observable level are the visible, surface elements of the organization. At this level, external parties are able to view the symbols, ceremonies, stories, behaviors, dress, and physical setting of the organization (Daft, 2016). At the observable level, behavior patterns and outward manifestations of culture can be seen and heard. Artifacts, logos, slogans are typically used by organizations to portray to company’s values to the external public. At the unseen, underlying level of organizational culture, the deeper values, assumptions, attitudes, beliefs, and feelings of the organizational members are unconsciously at work defining the culture (D.Running head discussion Board 41discussion Board 46Discussion.docx

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Week 5_ replies Suzette Wrote: Organizational Culture includes a wide variety of actions, behaviors, meanings and symbols within the organization. The culture consists of the language that is used within the organization such as the titles of job descriptions. It includes how their messages are communicated to employees and their clients. It includes the organizations artifacts which is the style/décor of the organization. The culture also includes any ceremonies or rituals. It includes the values, the ethics and moral codes that is expected from employees. The culture is the idea and essence that is to be portrayed to the community. The culture is what the organization represents. “Cultures have tacit beliefs and values at their foundation” (Anderson, 2017. Pg. 302). Cultures also include the management style of the company such as the clan style, the adhocracy, the hierarchy, or the market type. My organizations culture is a hierarchy type where “Tradition and formality are dominant values. The emphasis is on stability, rules, and efficient processes” (Anderson, 2017. Pg. 301). Reference: Anderson, D.L. (2017). Organization development: The process of leading organizational change (4th Edition). Thousand Oaks, CA: Sage Publications. Shanelle Wrote: According to the article “Basic overview of Organizational” Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that's difficult to express distinctly, but everyone knows it when they sense it. Elements of organizational culture listed in Chapter 12 that describe my organizational culture are language choices. Language choices sometimes can be hidden in the agency values, ethical beliefs and preferences. However, this culture can create a lot of assumptions and misguided communication. When the culture values, ethics and moral codes are compromise it violates the organization code of conduct.   McNamara, Cater (2019)Basic overview of Organizational. Retrieved from: https://managementhelp.org/organizations/culture.htm Phillips, Jean & Gully, Stan (2015) Strategic Staffing. Pennsylvania:Pearson ...Week 5_ repliesSuzette Wrote Organizational Culture includes .docx

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