Managing Organizational Culture

To some extent, the organization's culture is the feel of a place. It is, however, also the way the organization does business, treats its employees and clients, manages conflicts, and makes decisions about the future. Organizational culture includes the kind of communication that takes place within the organization and the means by which that communication is conducted. It includes both organizational selfimage and the concept of the organization's mission. It also includes physical manifestations of the organization's activities, or artifacts of the culture. The organizational cu

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easy, however. It demands commitment on the part of the organizations leadership that is sincere. For example, in looking at the situation of sexual harassment, it has become clear that if top management is not committed to changing the environment of an organization, no amount of rules and formal structures will have a significant impact. All the major issues of the day respond to leadership, and both groups and individuals seem to be able to discern when leaders are sincere about their support for change and when they are simply giving it lipservice. When leaders are sincere about change, then minorities make advances. When they are not sincere, individuals attempting to call upon formal structures to support their position find that the formal structures are inadequate. According to Peters and Waterman (1982), leadership within the organization is primarily exercised through the informal structures that undergird organizational culture, rather than the formal structures, although those should be welldesigned. Their focus is on creating formal organizational structures that facilitate the development of informal group structures and processes which then undertake all the important functions of the organization, including
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Some common words found in the essay are:
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Approximate Word count = 4269
Approximate Pages = 17 (250 words per page)

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