Understanding Organizational Culture

Behavior and artifacts are considered the most obvious and manifest level as it encompasses the behavioral structure of the populace of a particular culture. Values or principles are the subsequent levels that motivate, inspires, and figure out the actions of the people. Assumptions, hypothesis, values, and attitude are the distant and rooted level and considered the most vital and imperative level to apprehend (Schneider, 1988).
In order to understand the effective functioning of the organization, it is pivotal to identify with the culture first as it is a complete experience of the happenings and circumstances that encircles the entire population of the world (Alvesson, 2002). With the emergence of the multinational corporations that managed their operations in a number of countries apart from the parent country, a new concept also came under development that came under the explanation as organizational culture. Organizational culture is one of the foremost and primitive facets that are cumulative endeavors of the workforce of the enterprise and their actions and conduct (Alvesson, 2002).
Although organizational culture has come under analysis and study from a wide variety of aspects, yet it does not have a solitary and distinct definition as it is complicated and tricky to articulate in a noticeable or apparent manner.
Some schools of thought even refer to the organizational culture as a system where the key in elements are the response and opinion from various&nbsp.characteristics such as the general population, laws, and ethical, moral and competition principals. The beliefs, hypothesis, ethics, and customs based on factors such as time, money, people, etc. amalgamate as a process that produces the output in the form of the consequences including the organizational behaviors, strategies, policies, products, brand image and many more.