Organizational Culture, Diversity & Workplace Dynamics

Organizational Culture

Organizational culture is a set of rules, principles and experiences — a set of patterns of behavior for members of an organization in order to achieve objectives.

Org Elements: Members of the Organization

The elements related to members of the organization include values of culture and internal factors (c/int), such as feelings, skills, knowledge and enrichment to the organizational culture. These contributions help employees feel involved in business life and the organization, which in turn can improve performance and profit.

Labour Standards

Labour standards organize goals and best routines. The organization sets the rules or conditions. The ability to make changes can be more or less rigid or adaptable to different circumstances as they occur.

Organizational Structure

Employees seek to adopt the structure, processes or methods that suit them best. The chosen structure affects how tasks are assigned, how decisions are made and how people interact daily.

Society and External Context

Society — including customs and traditions, and the places where the population lives and where the organization performs its activities — has a huge bearing on organizational behavior. Organizations must be careful to understand social context.

Multiculturalism and Diversity

Multiculturalism describes the diversity of members in the organization. Cultural and physical capacities depend on age, gender, race and nationality. Knowledge and education influence behavior, job opportunities and company advantage.

• Age: Younger employees often bring innovation, energy and adaptability; older employees offer experience and reflection.
• Gender: Gender roles and preferences may influence behavior and expectations; organizations should avoid stereotypes while recognizing different strengths.
• Salary and Job Satisfaction: Salary and job conditions are not always fully satisfied for every employee.
• Race and Nationality: Discrimination and exploitation can affect groups. Example: in the USA, Latinos and African Americans have historically faced specific challenges.
• Physical and Intellectual Ability: Physical ability and intellectual capacity influence attitudes and participation; organizations must understand and accommodate diverse abilities.
• Knowledge and Education: Education affects workers' access to better jobs; better-trained employees can be an advantage for the company.

Internal and External Culture

Organizational culture is influenced by both internal and external factors. Understanding both sets of influences is essential to maintain stability and adapt to change.

External Cultural Factors

• Legislation: Legal requirements and prohibitions always influence organizations (for example, employee drug policies and professional certification requirements).
• Education and Training: The culture of learning and professional formation of employees affects how organizations operate.
• Economic Conditions: Purchasing power and the geographic location of enterprises strongly influence organizational decisions.
• Political Stability: When an organization is located in a politically stable country, it is easier for it to survive and last over time; instability (for example, in some regions such as Iraq) can make longevity difficult.

Internal Cultural Factors

Common internal elements include decision-making and planning (how to do things), organizational routines, communication and control. If these steps are not managed properly, a breakdown or rupture can occur.

Differences Between Organizations

• Type of Organization: For-profit, non-profit and other types have different cultures and priorities.
• Personality of Individuals: Patterns of conduct from staff shape organizational behavior.
• Methods Used: Not all organizations use the same methods; some are more rigid while others are flexible.
• Strategies: The methods and strategies used depend on the type of organization and its objectives.

All these internal and external factors combine to form the unique culture of an organization and determine how it adapts, competes and sustains itself over time.