Organization Culture. Do we really have one?

yes, organisation culture exists in almost every organisation. culture shows the values and  commitment of employees towards their organisation. mainly the culture comes from the founder of the organisation and somehow it is delivered  to its employees. we have seen that some people leave organisation just because they r not fit in the culture of that organisation. so it plays a major role in defining the system of the organisation

hi all, if humans are different, the groups they form are different, the purposes for which the groups are formed vary - things even vary at diff times of one single day - etc etc etc. (i could go on for quite long). then i guess it should be axiomatic that organisations differ !! and this differentiation itself may be a blessing - else some might just not fit into any organisation at all. but back to the issue at hand. do you think that there is any difference between the way our armed forces work as compared to the way our political organisations, our police forces, psu(s), or the private sector functions? (and this is with no malice towards any organisation at all). yes sir, organisations have personalities and culture - and that's one thing that makes them unique !!

I'm with Scott Willard on this. Obviously, this concept is quite subjective. 

Yes, there does seem to be an overall organizational culture and also there are many sub-cultures. Depending on the management of the organization i.e. the individuals who are the managers and/or leaders, there are often different takes on what the "culture" of the organization is. 

I've personally seen different kinds of managers: there are those who take the whole team out once in a while; other managers have conducted team meetings in cafés and restaurants; and others don't bother with such things and only demand results. 

Having an overall organizational culture seems to be the dream of the upper management. The definition of culture, though, is just: "All the things that a group of people do as part of their lives and that are passed on from generation to generation." 

Now, obviously, this would have to be applied to a work context. So, we could end up with something like: "All the things that a group of employees do as part of their work lives and that are passed on from hierarchy to hierarchy." This means all the usual things that an organization belonging to a particular industry must do as part of its existence AND some extra things that might differentiate this organization from another one in the same industry. 

Examples of the differentiators:

• Yoga/tai-chi mornings as a way to improve employee health and thus tackle work-related stress, improve productivity.
• Adventure outings or outdoor training sessions for each team (separately or combined)

Now, here arises a new issue: The lack of communication in previous ages isolated communities to a large extent which allowed them to develop along different lines and philosophies thus leading to the creation of different cultures. The present age though, has such rapid communication and very little isolation especially with employees moving around from organization to organization that it is going to be very hard to maintain one single culture. 

Also, there is a strength in the mixing of cultures that as Scott Willard says can be leveraged to the organization's benefit.

In short the organisation culture explains or it gives the overall picture of the personality, Mkt Repo, Health & Wealth of the organisation as well as its employees.

organization culture is intangible and functions like invisible hands which guide the employees of an organization for better performance ane more satifaction.it is the invisible power which is accumulated through the constant efforts of its people,itsbelief,common perception and understanding of organisation

Organizations culture exists in each and every organization it is up to the employees and employers to walk in that way.  Helps in bondage within the employees and employers.  Its made up of belief, vision, and mission which each individual should carry to make his organization a grand success and which internally empowers his career.

I believe that corporations definitely do have cultures.  I want to be clear about the "s" at the end of the word culture.  I believe that the organization sets and develops a culture and that corporate mission, vision, value statements and policies work to support the organizational culture.  But I also believe that there are a multitude of sub-cultures within most if not all corporations.  These can take the form of networks/communities of practice or learning communities.  These informal groups grow as a result of informal leaders, common interests and projects that rely on them to develop a focused expertise or social network to get the job done and for staff to keep morale up.  Sometimes the community of practice is simply united around a common interest like, "how do we put up with this crazy supervisor?"  Regardless of the motivation for the sub-group/culture, top corporations look for ways to tap into learning and energy provided by these sub-groups.

Yes, there is organisatioan culture, because every Org.thinking in terms of fitment where org. Culture play important role.