types of organizational culture

3. Organizational culture is defined as the underlying beliefs,
assumptions, values and ways of interacting that contribute to
the unique social and psychological environment of an
organization
 Simply stated, organizational culture is “the way things are
done around here” (Deal & Kennedy, 2000

4. Henry Mintzberg on
Culture
“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

5.  The culture decides the way employees interact at their
workplace. A healthy culture encourages the employees to stay
motivated and loyal towards the management
The culture of an organization represents certain predefined
policies which guide the employees and give them a sense of
direction at the workplace
 The work culture promotes healthy relationship
amongst the employees. No one treats work as a burden
and moulds himself according to the culture

6. The definition
of bureaucracy mean
government
workers, or a group
that makes official
decisions following
an established
process. An example
of a bureaucracy is
the staff that runs a
city hall. ...
An example of a
bureaucracy is the
Department of
Motor Vehicles
As a
result, competitiven
ess means different
things to different
organizations. Some
organizations
view competitivenes
s as the ability to
persuade customers
to choose their
offerings over
alternatives while
others
view competitivenes
s as the ability to
improve
continuously
process capabilities1
Community organization is the
process of people coming together
to address issues that matter to
them. Community members
developing plans for how the city
can be a place where all its children
do well. Neighbors joining in
protests to stop drugs and violence
in their community.
This type of structure is
built around the owner
manager and is typical
of small companies in
the early stages of their
development.
The entrepreneur often
has specialist
knowledge of the
product or service

7. It was Peter Drucker who famously said that ‘Culture eats strategy for breakfast’. No
kidding. A work culture can absolutely be the deal-breaker or decisive factor when
it comes to defining a company’s success.
Great company culture just doesn’t happen on its own. It’s more than mere fun and
games. It’s beyond the inspirational quotes and artwork chalked onto the pillar,
glowing customer testimonials lining the walls, and bean bags littered across the
floor. All that stuff is nice and makes life more pleasant, but it does not change the
core of who you are as a company. A great organizational work culture is more than
paychecks, fun, and perks

8. When organizational culture is the topic, Zappos always make it into the list. Always,
without exception. They weed out the people that are just there for a paycheck and
retain only those who are committed to what the company stands for
At Zappos, they carry out a culture fit interview which carries half the weight of
whether the candidate is hired. All employees, whether they are in a senior position
or not, have to go through the same four-week call center training where 10 core
values are instilled into each team member. And at the end of the first week, the
Zappos CEO, Tony Hsieh will pay you $2,000 to quit if you decide that it isn’t your cup
of tea. After such rigorous screening, it’s a wonder if their work culture didn’t work
like magic
Care more about the kind of people you acquire than the money that goes into hiring
them. For if you locate the right talent and have the right culture to nurture them,
they’ll more than pay you back with their commitment and drive. At Zappos,
employee raises are the result of their performance, not office politics. And liberal
budget portions are set aside for team building and cultural promotion activities.
They obviously care, and they have the team to show for it!

9. Walt Disney is not just among the most recognizable brands in the world, they also
are the kindest community on the planet. The organizational benefits of being a
Disney employee include access to Mickey’s Retreat (an exclusive area accessible
only to Cast Members and their families), generous discounts on Disney parks,
hotels and merchandise, incentive schemes and private healthcare.
All the fancy office furniture, designer juice bars, and loud parties don’t really
matter if people aren’t nice to each other. Disney strives to make every place the
happiest place to work and is compassionate towards each other. People can tell
when their company cares for them more than as an employee code. And as is the
case with Disney, they care back. Win-win!

10. When someone says rooftop meetings, I think Twitter! Twitter employees can’t
stop raving about their wonderful work culture.
 From rooftop meetings to paid lunches, yoga classes and even unlimited
vacation for some, Twitter employees get to have all the fun. Guess what’s even
better than these countless perks? The team-oriented environment in which
every person is motivated by the company’s goals.
On top of that, Twitter runs a quarterly ‘Hack Week’ when employees are
encouraged to explore their crazy ideas. People are allowed to have concentrated
time to go wild. This is a breath of fresh air and keeps the work-life from getting
monotonous and stagnant.
Built a workplace where people can be with fellow-minded colleagues who
inspire each other to work better. You can’t beat having team members who are
pleasant and friendly to each other, and are both good at and love what they are
doing. And don’t hold back on making your workplaces fun, not miserably
stressful, given the so many hours your employees invest in there

11. With perks galore from free food, employee trips and parties, financial bonuses,
open presentations by high-level executives, employee recognition, gyms, a pet-
friendly environment to the main campus that rivals a world-class resort,
Google’s corporate culture is the standard by which all other tech companies are
measured.
Another factor that sets apart Googlers from the rest is their drive and loyalty to
the organization which makes them stay on with the company and receive a
number of promotions throughout the year.
Aspire to be a company that employees will stay by, and call their own with
pride. Unhappy employees are 10 percent less productive than their happy
counterparts, according to Entrepreneur

12. Warby Parker has been making and selling prescription glasses online since
2010. It designs its own glasses, and sells directly to customers, cutting out the
middleman and keeping prices low.
Company culture at Warby Parker instigates “culture crushes,” and one reason
for that level of success is a team dedicated to culture. That team means that a
positive culture is on the forefront, setting up fun lunches, events and programs.
The company makes sure that there is always an upcoming event so the entire
team has something to look forward to, and it uses methods to make sure the
entire team works well together by insisting everyone helps keep break areas
clean or sending random employees out to lunch together.
Takeaway: Warby Parker has made company culture deliberate by creating a
dedicated team tasked with coming up with events and programs to promote
community. Great company culture doesn’t happen on its own.

13. Warren Buffett said, “It takes 20
years to build a reputation and five
minutes to ruin it.” Many organizations
struggle to create a memorable and
magnetic workplace culture, and it’s no
wonder. Culture is tricky to define, and
takes time and effort to build.
“Culture is like the wind. It is invisible; yet its effect can be seen
and felt.”
– Bryan Walker, Partner and Managing Director, Ideo
Customers will never love a company until the employees love it first.”
– Simon Sinek, Author, motivational speaker, and marketing
consultant

14. The strength of an organizational culture lies in the beliefs, values and
assumptions of an organization. When an organization has a strong culture the
company is defined as one that believes, across the board, the values and beliefs of
the company

15. A strong organizational culture works like a strong social
glue, which bonds members of an organization together
through shared goals. ... In an unstable environment,
organizations with weak cultures often function better
than organizations with strong cultures, because they are
much more adaptable to change.
Define desired values and behaviors. Do people understand them and how they
relate to day-to-day behavior? ...
Align culture with strategy and processes. ...
Connect culture and accountability. ...
Have visible proponents. ...
Define the non-negotiable....
Align your culture with your brand. ...
Measure your efforts. ...
Don't rush it.