SUMMARY:
Both themes national and organizational cultures part from the definition where a group of people share the same values and beliefs,and where they behave in a particular way. These differ in: national culture is in geographic terms and organizational culture has to do with all topics within a company. In terms of a nation, aspects of culture could be food,costumes, religion, etc, by which people who belong to it share equally. But when we talk about culture in an organization we also talk about the same type of identity, the difference is that the value of their beliefs doesnt rely in the ones mentioned above, but in working skills, organizational values, appropiate behavior with suppliers and clients, etc. Its important to clarify that each of these cultures has to be well structured to be able to form capacitated and moral persons in order to get the optimal results in each group of culture. There have been interpreters in this theme of culture division but the most popular one is Geert Hofstede, in this subject he made the most complete amalisys and in my opinion i like very much his explanation bacause this way when doing a research, cultures can be well defined. Geert Hofstedes investigation about the division of cultures seems pretty deep because it takes in account all aspects, including work, psicology, skills and social behavior. In this research he included aspects as: power distance, uncertainty avoidance, masculinity versus femininity, collectivism and individualism. This general points help make a clear division in each culture.
Both themes national and organizational cultures part from the definition where a group of people share the same values and beliefs,and where they behave in a particular way. These differ in: national culture is in geographic terms and organizational culture has to do with all topics within a company. In terms of a nation, aspects of culture could be food,costumes, religion, etc, by which people who belong to it share equally. But when we talk about culture in an organization we also talk about the same type of identity, the difference is that the value of their beliefs doesnt rely in the ones mentioned above, but in working skills, organizational values, appropiate behavior with suppliers and clients, etc. Its important to clarify that each of these cultures has to be well structured to be able to form capacitated and moral persons in order to get the optimal results in each group of culture. There have been interpreters in this theme of culture division but the most popular one is Geert Hofstede, in this subject he made the most complete amalisys and in my opinion i like very much his explanation bacause this way when doing a research, cultures can be well defined. Geert Hofstedes investigation about the division of cultures seems pretty deep because it takes in account all aspects, including work, psicology, skills and social behavior. In this research he included aspects as: power distance, uncertainty avoidance, masculinity versus femininity, collectivism and individualism. This general points help make a clear division in each culture.
An interesting video for you to watch about this theme:
QUESTIONS:
1)ESSAY:
Organizational culture and corporate culture are not the same, but in order to have a well defined company and workers, corporate culture should be implied. I found a really good definition for corporate culture which is:
¨the total sum of the values, customs, traditions and meanings that a make a company unique. Corporate culture is often called ¨the character of an organization¨ since it embodies the vision of the companys founders. The values of a corporate culture influence the ethical standards within a corporation, as well as managerial behavior. ¨
This definition has to do more with the ethical and moral part of culture, because by these means a company can gain differentiation. It has to do very much with the inner part of the company, like employees. For a company to be succesful it is not enough to earn huge amounts of money or being highly recognized, thinking about employees and taking care of their needs says a lot about a good company and its name. This is where moral and ethic take place, because you cant abuse of the people who work in a company, because sooner or later they will get tired or bored of rules that can be changed in order to get more flexibility. And by this flexibility i mean that change CAN occur, because now everything evolves and there is not one society where change is not needed, change is always necessary in order to be better. The size of the company matters, because in a bigger company more changes would be needed, but size is not the only thing that matters, because the real thing is changing patterns. For example in a fusion with two big companies it could be even harder, because there has to be an equivalent level for each company to resign. Mixing different ways of management can be a leading path to discomformities, but at the end it can even take the company to a higher level because as it is well known...two heads think better than one.
REFERENCES:
Photo taken from:
http://edea360.files.wordpress.com/2009/04/organizational_culture2.jpg
- Millman,Gregory. The end of corporate culture? More myth than reality.
- class presentation.
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