Organizational culture is the personality of the organization. The concept of organizational culture is a way to understand human systems. Organizational culture can be seen as an important environmental condition affecting the system and its subsystems. Organizational culture is the beliefs, assumptions, values and ways of interacting that contribute to the social and psychological environment in an organization. Knowledge sharing is inseparable from organisational culture. Edgar Schein was one of the most prominent theorists of organizational culture. Organizational culture encourages the view that the perceived relationship between an organization and its environment is also affected by the organization's basic assumptions. Organizational crime has given rise to an increasing interest in occupational crime and organizational culture.
Organizational culture is not the same as corporate culture. There's a lot written about the concept of organizational culture, particularly in regard to learning how to change organizational culture. According to Edgar Schein, a Professor at the MIT Sloan School of Management, "Organizational culture can be defined as a pattern of basic assumptions - invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration - that has worked well enough to be considered valuable and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems".
Elements of organizational culture include: Values, member behavior, customs and rituals, history of the group, language used in and about the group, the feelings evoked by the way members interact with each other, with outsiders, and with their environment, including the physical space they occupy. From organizational values develop organizational norms, guidelines and expectations that prescribe appropriate kinds of behavior by employees and control the behavior of organizational members towards one another. - Charles W. L. Hill, and Gareth R. Jones.
Organizational culture describes the attitudes, experiences, beliefs and values of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization."
Morgan proposes essential strengths of the
organizational culture approach:
Organizational culture focuses attention on the human side of organizational life, and finds significance and learning in even its most mundane aspects. Organizational culture requires that people should ask themselves: What impact am I having on the social construction of reality in my organization? What can I do to have a different and more positive impact?