Essay On Organizational Culture

ORGANIZATIONAL CULTURE
ORGANIZATIONAL CULTURE
Culture consists of beliefs and behavior. It is cultivated behavior in the sense that it is learnt from
the other members of the society. According to Henry Mintzberg, an internationally renowned author
on Business and Management, "culture is the soul of the organization – the beliefs and values, and
how they are manifested. I think of the structure as the skeleton, and as the flesh and blood. And
culture is the soul that holds the thing together and gives it life force." These lines portray how
critical is a culture in an organization.
Some theorists looked upon organizations as having many of the features of cultures (Brown, 1995).
Martins and Martins (2003) defined organizational culture as "a system of...show more content...
Therefore, managers and employees do not behave in a value–free vacuum; they are governed,
directed and tempered by the organization's culture (Brown, 1998). Employees' behavior includes
their commitment to their respective organizations. For example, if the culture encourages
innovativeness, any problem will make people take initiative and risks as well as try out new ways
of doing things. On the other hand, if the organizational culture is security oriented, the same
problem situation would cause people to start looking for rules, procedures as a mode of response.
Organizational culture is also known as "corporate culture" that has a major impact on the
performance of organization and especially on the quality of work life experienced by the
employees. If people in the organization follow the same culture and accept the cultures as well,
there would be unity formed within the organization that would lead to higher levels of efficiency
resulting in an increase in the levels of performance. It is known that an increase in performance
can lead to the development of a culture, which could lead to culture homogeneity in the way the
organization works. A common culture results in having a common goal. People would agree to the
decisions made more easily and be motivated to work, as the decisions made are the same as the
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Essay on Leaders And Organizational Culture
Leaders and Organizational Culture
In today's dynamic business environment leadership must understand the value and importance of
their organizations' culture. While it may never be formally defined, leadership must have a vision
of their intended culture and a plan for creating and maintaining it. This vision will serve as the
potter's clay that determines everything from the dress code to the organizational structure. This
paper examines two methods organizations can choose to create and maintain a healthy culture.
One of the most powerful ways to create and maintain a healthy work environment is by cultivating
the next generation of leaders to lead by the example he or she sets. Every generation of leaders is
influential in molding...show more content...
Countless times leaders operate on instinct that has grown from what they have seen in the past.
What leaders see others do sets the stage for what they may do in the future. A leader of sound
character will exhibit that character at all times." (p. 7–13) The adage says "character is doing right
when no one is looking." That is the bottom line of leading by example, developing a character that
will make the right decisions when no one is watching. This kind of integrity and character is
indicative of most corporations' culture.
Corporate culture should also be reflected in the company vision, mission, and values statement
(VMV). One way to change from a culture of individualism to that of enterprise first is to change
the work environment. Balerdi (2007) says a corporate culture of conservatism and individualism
results in a hierarchy that rewards status with space and walls.
In a traditional office setting the grade level of the employee can be determined by the size and
location of the office. For example, the lowest grade employee would occupy an interior office
with no windows. The next grade higher would occupy an office against the outside wall with one
window, the next grade two windows until the highest grade level would receive the corner office
with two walls of windows. As the window count increases so does the floor space, size of the
furniture,

Essay about Organizational Culture
Organizational culture influences many aspects of workplace life. A workplace with strong beliefs,
values, behaviors, ideas and expectations define an organization. Well–communicated beliefs, values,
ideas and expectations influence employee's behavior and determine how employees communicate
with others throughout the organization, thus defining the organization's culture. Over the years, the
topic of organizational culture has been studied in many disciplines from anthropology to sociology.
A prominent theorist of organizational culture, Edgar Schein (2004), provided the following general
definition of organizational culture:
A pattern of shared basic assumptions that was learned by a group as it solved its problems of
external...show more content...
Opposite of economical approach is the organizational development approach. This approach focuses
on the culture of the organization while developing the employee's competencies. Organizational
development approach is intended to development the employee's commitment to the organization
(Hellriegel, 2004). In our efforts to find more effective ways to reward employees, we developed a
committee to review our performance evaluation and merit increase procedures. The purpose of this
committee was to evaluate the procedures and make recommendations for improvement. By taking
this approach, the employees have developed a sense of commitment to the organization and a sense
of value as an employee.
Once an approach has been identified, there are several elements that can be modified or changed
that will impact the organization's culture. These elements include changing 1) what managers and
teams pay attention to, 2) how crisis are handled, 3) criteria for recruiting new members, 4) criteria
for promotion, 5) criteria for allocating awards, and 6) organizational rites and ceremonies
(Hellriegel, 2004). To implement a change to culture, organizations can change the criteria for
recruiting new employees. For instance, typically our recruitment procedures included advertising
externally and internally for a period of two weeks for open positions. We have been unsuccessful at

'Organizational Culture can be one of the most important means of improving organizational
performance.' Debate and discuss.
Every Organization has a culture that constitutes the expected, supported and accepted way of work
and behaviour. These influence everyone 's perception of the business from the chief executive to the
lowest rank.
Organisational culture can be described as the shared values, principles, traditions and ways of doing
things that influence the way organizational members act. The definition of culture implies three
things: first, culture is a perception. It cannot be physically touched or seen, but employees perceive
it on the basis of what they experience within the organization. Second, Organisational culture is
...show more content...
In a strong organizational culture, the shared values and norms are clear, consistent and
comprehensive. Values are intensely held and widely shared.
Strong organisational cultures enhance individual performance by energizing employees with
engaging ideals, providing identity and meaning, and shaping and coordinating employees'
behaviour. Strong cultures can also enhance corporate performance. There is a positive relationship
between strength of corporate culture and companies' long–term economic performance, but the
relationship is modest, and some firms with weak cultures also have strong performance. When they
are operating in relatively stable environments, firms with strong cultures exhibit superior and more
reliable performance than firms with weak cultures. However, when the company's environment
becomes more volatile, this advantage is often lost.
Performance of different types of organizational culture: The organisational culture and performance
examines different types of cultures and compares how they perform in different circumstances. This
approach looks for a cultural fit i.e. the extent to which an organisational culture suits the
organisation's circumstances, and predicts how well an organization will perform under those
circumstances. If one thinks of an organisational culture as a way of controlling and governing an
organization, three distinct

Organizational Culture Essay
Edgar Schein, a famous theorists dealing with organizational culture, provides the following
definition for the term: "A pattern of shared basic assumptions that the group learned as it solved its
problems that has worked well enough to be considered valid and is passed on to new members as
the correct way to perceive, think, and feel in relation to those problems." (organizationalculture101)
However, organizational culture is more than sharing assumptions used by a group to solve
problems; it is the combination of the points of view, ineffectual processes, education, backgrounds
of all the staff which are part of an organization way of doing things. Corporation culture should
uncover from the board of the directors to the rest of...show more content...
Since organization culture is the combination of many factors there are several factors that could
affect it. Among the internal factors to consider are the company's approaches to their processes, is
the company more into results and profits or product quality and employee's safety. Management
style is another important feature that affects corporate culture micromanage companies tend to have
less motivated employees. Technology these days influence organizations at all levels as the
company's approach to technology will go hand on hand with bettering processes. New factor
affecting corporate culture these days is the different work arrangements that are needed these days
with the implementation of flexing time and tele–working had commuting acceptable. The
management approach to work environment, communication style will definite affect organization
culture.
Strong culture is said to exist where staff respond to stimulus because of their alignment to
organizational values. Conversely, there is Weak Culture where there is little alignment with
organizational values and control must be exercised through extensive procedures and

Leadership and Organizational Culture Essay
LEADERSHIP AND ORGANIZATIONAL CULTURE
In this paper I will discuss the effects and responsibilities leaders have on an organizational culture. I
believe leaders have an enormous effect on the well–being of an organizational culture. Leaders must
take an active role within their organization's culture. Whether positive or negative, in an
organization, things tend to follow suit "down hill." A leader has the power and influence to
maintain, create, or repair an organizational culture. However, this can prove to be a delicate and
challenging task.
When trying to maintain a healthy organizational culture the leader has many factors that he/she
must balance. Maintaining a healthy organizational culture may be viewed as an entire strategic
...show more content...
4)
These factors that shape an organization culture often seem to evolve naturally among subordinates
in an organization. It is vital that the leader know how to manage these factors effectively to ensure a
healthy organizational culture.
Perspectives on Relationships between Leadership and Organizational Culture Upon researching I
found a three perspective model showing the relationship between leaders and organizational culture.
The first is the "functionalism perspective." The functionalism perspective basically entails that "a
strong culture depends on a strong leader or a strong leader can develop a strong culture. Leaders
have choices and can influence the firm through their actions or decisions." (Zhang, Tsui, Wang, Xin,
n.d., p.5) With the functionalism perspective it is believed that the leaders, who are in the head
positions, have all the power in molding and changing an organization. There are numerous factors
and the leader must know how to manage them.
The second perspective is the "attribution perspective." With the attribution perspective theorists
"argue that the role of leadership is in the mind of the followers, who attribute a person the ability to
lead and consider him/her to be the

Organizational culture Culture is something that encompasses all of us. It helps us to understand
how things are created, acknowledged, developed and managed. In this context, culture helps to
define and understand an organisation and how it works and manages. Organizational culture is a
shared value system derived over time that guides members as they solve problems, adapts to the
external environment, and manage relationship (Schein in Wooten and Crane 2003, Vol. 21(6),
p.276). Organisational culture is about how things get done subtly without people watching so that
the organisation runs smoothly. Organisational culture is needed so that company can run without
hiccups and run efficiently. It shows organisation structural...show more content...
(Schein 1992). In nursing, it is believed that patient safety comes first before others in the nursing
line. They are the most deeply held beliefs of the group (Neuhauser, Bender and Stromberg 2000 p5).
Such beliefs are the ones that influence the actions of the nurses. Layer 2 involves behaviours and
habits that changes frequently as the environment changes (Neuhauser, Bender and Stromberg 2000
p5). This layer is about the norms of the organisation. This layer shows the way the organisation staff
does their work. It ranges from formal policies and procedures to the informal habits and tactics
employees use to function effectively within the company (Neuhauser, Bender and Stromberg 2000
p5). Example of formal policies and procedures is when nurses are to ensure patient safety at all
times when they come in contact with patients. Informal habits and tactics include junior nurses
being tactful to senior nurses or nursing managers when communicating with them. By
understanding the way senior staff act, new or junior staff can distinguish which actions are
appropriate. The third layer includes symbols and language of the organisation staff that changes
frequently as environment and business strategy changes (Neuhauser, Bender and Stromberg 2000
p5). These are the parts of culture that can be visibly be seen, felt or heard. Examples include
nursing home logos, uniform and workplace layout. By understand an

Organizational culture refers to how the various types of things are performed in the organisation. In
other words it can be said that how the work is executed, and whether that work is satisfactory or
unsatisfactory." Organisation culture includes different types of values, beliefs, opinions, traditions,
rituals, Policies, beliefs, notion" (Mullins, 2005 p 891 ) In many ways organisational culture helps to
the organisation to achieve their goal and to formulate strategies and propaganda so that proper and
effective decision making process should work in favour of the organisation. The organisation
culture directly put effects on organisational policies like structure of the organisation , team
behaviour, group psychology, working...show more content...
It involves shaping the employees work expectation so they understand and accept the return and un
return rules of organisation. Strong culture is reflection of successful companies and their founder
such as imprint of Watson on I.B.M., Bill Gates on Microsoft, Michael Dell on Dell. When any
organisation fulfil their particular task and required to replace the old version of culture influenced
by latest working policies , changes in external environment , current trends in market . In other
words when organisation needs to introduces new policies and new features with respect to latest
scenario of the movement of the competitors , new technology working in market so that further
strategies can be formulate in order to achieving the future goals with new working environment and
new with culture/pattern in the organisation. There are various parameters on behalf of which we
can say that an organisation change their culture when the particular pattern/ culture are not in use
with respect to current time, such as frequent development in latest technology and information age,
competition, global perspective, economic implications, customers trend, changing nature and
constitution of work force , competitive pricing policies, wages structure, administrative procedure,
educational cause, profitability, reorganisation, consumerism, market forces, forecasting future
trends, condition of

Introduction
Leaders are facing unprecedented challenges in today's global organizations to prove themselves in
employees' perception of being ethical leaders. Some conducts, which might be considered right in
one organizational culture might be considered wrong in another. Normative appropriate conduct
varies with societal and organizational culture (Yidong & Xinxin, 2013). Perception of leaders
being ethical affects employees' performance and innovative work behavior (Yidong & Xinxin,
2013). Global leaders should possess traits such as honesty, altruism, high moral values,
transparency, integrity, and fairness to be respected by the followers as a role model (Cowart, Gilley,
Avery, Barber, & Gilley, 2014; Yidong & Xinxin, 2013).
Leaders perceived to have internal value compass to guide them through the complex and
ambiguous ethical dilemma times (Murty, 2014; Yidong & Xinxin, 2013).There are many
religious and spiritual scriptures such as the Bible, the Bhagavad Gita, Dharma Sastra, or the
Sutras of Patanjali, which form the ethical values of a human being (Yidong & Xinxin, 2013).
Ethical leaders look for the greater good and are selflessly working to serve others. Ethical leaders
are aware of their responsibilities and concern about society and environment (Weng, 2014). Ethical
leaders possess charisma to influence their followers.
Transformational leadership model postulated that charismatic leaders have morality and ethical
conduct as their core values (Weng, 2014).

Employee Organizational Culture Essay
The shared characteristics and, in some cases, perception of employees create what is known as
organizational culture. A strong culture constructs a unified employee atmosphere, whereas a weak
culture lacks a shared sense of distinction between employees. An employee's heritage or individual
culture, although different than, affects the overall organizational culture of companies. Like society,
sub–cultures exist within organizations. Formed by departmental function, geographical location,
and/or the personalities of employees, sub–cultures include employees who continue to adhere to the
organizations' overall culture, but have additional independent characteristics. Employees' individual
heritage, along with the culture and...show more content...
xii). Although rather obvious that the higher level of leaders have a commanding subculture, rank is
not the only condition, the reach of this group offers a substantial aspect to its power. Leaders at the
highest levels of organizations control a more considerable territory – internal and external – and a
greater number of employees.
Internal and external perception of organizations develops from leaders creating and managing
culture, the behavioral norms within particular industries, and influential subcultures. Organizational
culture contributes to the approach and method used to train and develop employees of
organizations. Sidestepping organizational culture and cultural diversity while developing and
administering training programs inhibits the effectiveness of the training by not addressing company
culture and individual perspectives of employees.
Discussion
A strong positive organizational culture develops from employee awareness of the distinct
differences between their company and other companies along with company mindfulness and
embracing cultural diversity of its employees. As long as the organizational uniqueness of companies
is positive, company pride among employees expands and improves the employees' willingness to
learn. Conversely, disinterested employees lack commitment to their company and lack desire to
learn, making training more difficult.
Dimensions or characteristics of organizational

As known each organization has a set objective to be achieved. Hence depending on the objective
& to achieve those objectives, an organization can be structured in many difference ways: the 2
basic division, is the division of labour& coordination & supervision. These are done to be in–line
with the organizational objective.
Defining and identifying an organization structure affects the organization in two big ways – it
provides the foundation on which standard operating procedures and routines rest and it determines
which individuals get to participate in which decision making process.
For the ease of operations, the organization structure is further divided into:
Tall organization structure – for large & complex companies
Flat organization structure – mid–size organisations.
Virtual organization structure – companies that are dependent on communication technology for
their day to day working.
Boundary less organization structure – a contemporary format of working.
Introduction to organizational culture:
Organizational culture is the heart of the organization performance it is critical for organizational
success. It is a culture in which the core values are intensely and widely shared among the
employees and stake holders.
Some of the characteristics are:
Innovation – some organization encourage its employees to be creative and generate new ideas.
Stability – some organization emphasize on maintaining a stable & predictable environment.
People oriented – organizations

Organizational Culture And Ethical Values
In every organization, there is a culture practiced in that organization. Different organizations have
different cultures. A culture of an organization defines how that particular organization manages
itself as well as treats its customers if it is a business. An organizational culture is basically
developed within an organization and all the staffs or workers of an organization are usually
conversant with the culture of the organization they work for. Ethical values are also part of
organizational culture. Ethics are very crucial in an organization since they determine how individuals
relate with one another within an organization. Ethical values are the ones which guide individuals
in upholding good morals within an organization. The purpose of this study is to understand what an
organizational culture is as well as the ethical values required in an organization. In addition, this
study aims at showing how ethical values can be used in an organization in fostering good
relationships within and outside an organization. The question of research in this paper is the
organizational culture and ethical values. The question is simply presented as a topic which requires
some research about organizational culture and ethical values. The significance of studying this topic
about organizational structure and ethical values is that we will be able to understand what
organizational culture is and its importance in an organization. In addition, we will also understand
the importance of

Reflection Of Organizational Culture
Living in a world of approximately 7.5 billion people mean living with different perspectives,
different ideas, different cultures; in other words, we live in a society full of diversities. Throughout
this semester, I have learned that an organization cannot function without people. In fact, employees
are one of the valuable assets of an organization. Every organization has a corporate culture; thus,
living in a world of diversities poses the challenge for companies in maintaining such culture alive. I
believe that organizational culture, just like Politics, cannot be avoided within an organization. I am
not a mother yet, but based on my observation, organizational culture is like growing up a child that
is, it requires of a strong mother (an empowered leader) to nurture a child (culture) with values and
confidence which are key elements towards attaining success.
A new–born does not have a specific time to eat. However, as this baby grows, he begins to adapt to
the environment setting in which he was born. For instance, his mother will eventually "train" him
that there are three meals per...show more content...
As stated in my first reflection, our personality and values are profoundly influenced by a place
we call home. As a result, we will carry that personality and values in our workplace. One of the
most global culture was that of "men being in power". This article proves that such culture is
changing. Seeing PepsiCo website, creates a feeling of astonishment to know that one of the
world's biggest food, snack and beverage corporation, has a female CEO. Moreover, it also
comprises of at least four different ethnic groups. I think that these global cultures of "men in power"
and "white men are the boss" influence the organization. For instance, in PepsiCo case having a
combination of women and other ethnicities can foster creativity in the

Bringing a Change in Organizational Culture
Critically explain why changing organisational culture is so difficult and how managers can do it.
Culture can be defined as "a set of basic tacit assumptions about how the world is and ought to be
that a group of people share and that determines their perceptions, thoughts, feelings, and, to some
degree, their overt behaviour" (Schein, 1996). Organizational culture is depend on differences in
norms and shared values which are learned in workplace and to direct behaviour of members in the
particular organisation. (Cabrera, Cabrera& Barajas 2001) Organisational culture was built on
its shared beliefs and values which was the guidance to solve problems.
This essay will introduce the definition of organisational culture and explain why...show more
content...
However, it is hard to change managers. If managers are not satisfied with their employees,
employees can be changed, but managers will not changed unless the company go bankrupt. Thus,
the most difficult to change organisational culture is to change the mind of managers. For instance,
if managers make no attempt to make progress and milk–toast, it will be the most resistance to
change organisational change. For this reason, the best way to change is from up to bottom. At the
same time, change the mind and ability of leader is the difficult demand for changing organisational
culture.
To change organisational culture, managers have lot of things to do it. The role of managers is very
important through up down system. As Ott (1989) suggested that the leader can do lots of things
included staff selection, socialization, removal of deviating members, cultural communication and
role model to guide behaviour. For example, managers can choose employees who will support to
change organisational culture. Although it will not change the situation directly, they can be the
power push the step of changing organisational culture. In the same way, managers can fire part of
staff who opposes to change. It is not only reducing resistance to change organisational culture, but
also overawe the opponent to change their minds. Furthermore, managers need to be the role model
to change organisational culture. The behaviour of managers can be

Compare and contrast organizational (command) climate with organizational culture. Leaders have
influence the organizational climate and can change the command culture. However to accomplish
that they have to first understand the existing organizational culture within which they are operating.
Culture is the behavior characteristic of a particular group. In an organizational setting, leaders have
to be mindful of this cultural factors in the context that is sensitive to the different backgrounds of
team members to best leverage their talent. There are three levels of culture. First level is the
Artifacts. This is the surface level. It includes all phenomena that one sees, hears, and feels when one
encounters a new group with...show more content...
For example, the commanders through his self–awareness use their leadership to understand the
organizational climate and foster an amicable environment. This type of environment can enable the
organization member to communicate candidly up and down the chain of command. This type of
communications can bring up issues before they become problems that may threaten the fabric of
command culture and climate. That in turn would create a positive environment and contribute to
mission accomplishment. Contrast As stated earlier in the definitions, there are few differences
between culture and climate. Culture is relative and affect institutions and major elements or
communities, whereas, in small units, direct leaders are the primary operators, who shape the
organization or unit climate. For this reason, organizational climate is short lived. It can change as
the members of the organizations transfer in or out of the organization. This is simply, because the
climate is a result of shared perceptions and attitudes about the unit daily functions. This totally the
opposite for culture, which is a long lasting and more complex set of shared expectations.
Furthermore, culture consists of the shared attitudes, values, goals, and practices that characterize a
larger organization or community over time. In the Army or other sister branches, culture connects
Soldiers to the past and to the future. They are deeply rooted in long–held beliefs, customs, and

Organizational Culture Aspects Essay
Organizational Culture Aspects
The impact of culture is very important when it comes to attempting and achieving personal goals
and business goals. Organizational cultures are the characteristics that are based on morals, values,
traditions and personnel behavior. Values are very important because people act out upon his or her
values, and values channel behavior. Saying and doing the right thing are two different things and if
managers are trying to set the culture they have to set the example. Physical manifestations such as
ethical codes or written rules are some ways the organization reflects its values. General Electric,
Lockheed Martin, Haliburton Company, Corporate Express, ACH Foods and Whole Foods are
corporations that strive to...show more content...
Lockheed Martin uses The Diversity Maturity Model (DMM) to measure employee's thoughts and
perceptions to a better work environment.
We all have heard the slogan "We never forget who we are working for." Well, that is exactly what
Lockheed's mission is based on, "What's good for people is good for business" (2008). Many
companies are customer based and like General Electric they also "depend upon the imaginations,
intelligence and curiosity of its employees" (2008) to serve customers better. Diversity is accepted
and welcomed at Lockheed Martin because they rely heavily on teamwork. Ethical standards and
behaviors are given to all from top executive leadership positions to every level at the corporation.
They have values they rely on to respect each person's individuality. Do what is right, Respect others,
Perform with excellence.
Creating the right culture is not easy but there are programs that help alleviate conflicts. For
example, Lockheed uses the internet base software programs that give training on ethics and legal
compliances. This type of training can address different topics such as sexual harassment and with
technology has helped many companies in giving training where there is no time for seminars.
Corporate Express Canada
Corporate Express Canada (CEC) has been voted in the top 50 employers of Canada for the last 3
years in a row. Having this prestige makes CEC a very reputable

Essay On Organizational Culture In The Workplace
An organization always faces challenges when allowing new employees into their culture. Brethren
Woods Camp and Retreat Center encounters this change every year when they orient their summer
staff. Last summer, however, a new problem occurred to challenge their organizational culture.
During the fifth week of their six week summer camp program, they caught wind from a stakeholder
that some of their employees had been in violation of the personnel policy they all signed earlier in
the summer. After confirming this information with the employees in question, they were quick to
judge the situation. Two employees were fired while the rest were treated to a talking circle. The
incident was not explained to the entire staff and was never spoken...show more content...
With roots in the Church of the Brethren, it is easy to trace where the organizational culture gets its
roots. In fact their mission statement is "to provide Christian educational opportunities, facilities,
and programs for all ages in an inviting woodland setting; encouraging the formation of
Christ–centered living, leadership, and stewardship of creation, leading toward wholeness in the
kingdom of God" (Brethren Woods, 2017). These Christian beliefs are explicit in each camp week as
the organization values events including bible study, vespers, and morning watch. They can also be
seen in the expectations for employees from the dress code to the housing rules. Brethren Woods also
gets much of their funding from Brethren churches surrounding the area. As stakeholders, these
churches keep the camp accountable to their values because they do not want to put their money into
an organization that does not align with their beliefs. All of these elements of the camp's
organizational culture led to the way the handled the problem with their staff. First off, one of the
elements of their mission is to form leaders in Christ. With their leaders exhibiting behaviors
contrary to these values, something had to be done. Next, there was a culture set by the executive
director and two co–program directors that they wanted to perpetuate. They could not allow the
culture to morph into something against their mission. Lastly, the stakeholders expect Brethren
Woods to uphold an

The importance of culture in the organization
The organization culture as a leadership concept has been identified as one of the many components
that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture
formation process by imposing their assumptions and expectations on their followers. Once culture
is established and accepted, they become a strong leadership tool to communicate the leader 's
beliefs and values to organizational members, and especially new comers. When leaders promote
ethical culture, they become successful in maintaining organizational growth, the good services
demanded by the society, the ability to address problems before they become disasters and
consequently are competitive against rivals. The leader 's success will depend to a large extent, on
his knowledge and understanding of the organizational culture. The leader who understands his
organizational culture and takes it seriously is capable of predicting the outcome of his decisions in
preventing any anticipated consequences. What then is organizational culture? The concept of
organizational culture has been defined from many perspectives in the literature. There is no one
single definition for organizational culture. The topic of organizational culture has been studied from
many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and
organizational leadership to name a few. Deal defines organizational culture as values,

The Organizational Culture And Climate
Introduction
Corporate culture is not a static concept. Many different corporations have different types of cultures
depending on different company needs. As detailed by the Glassdoor Team (2012), a large
multi–national company may have a different corporate culture to a start–up business, as the culture
is forged to respond to different needs within the organization. At Honeywell, we see a particular
corporate culture form to cater to its needs and size. As a result, Honeywell conducts and enacts
several policies to ensure the culture it wants to perpetuate is consistent and able to cater to the
needs of all its employees; when a culture sticks to its employee's needs and helps them thrive, it
allows the company to thrive as well. This paper addresses the various ways in which Honeywell
carves out a culture and set of norms for its employees to believe in and follow.
Body
A. Organizational culture and climate
The organisational culture at Honeywell is positive based on my observations working at the
company for over 15 years and it is validated by the employees' high morale. Employee morale is
"Description of the emotions, attitude, satisfaction, and overall outlook of employees during their
time in a workplace environment. Part of effective productivity is thought to be directly related to
the morale of the employees" (BusinessDictionary.com, 2016). High morale is expressed at
Honeywell in the willingness of the working population to complete their given tasks on time, on

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