Organizational culture is a term that defines specific patterns of behavior, including rituals, rules and identity within a professional environment. Culture specifically is a means of controlling behavior, providing stability within the organization and a sense of belonging. Individuals who disrupt normal behavioral patterns -- or shun the cultural controls within their organization -- might be deemed negative or deviant. Company leaders develop cultural controls to create social norms and a sense of shared values within the organization.
Unwritten Social Norms
Most large organizations espouse individuality but in reality create an environment of conformity. Most organizations, in fact, have expected levels of behavioral norms, whether they encourage individuality or conformity. Social norms are unwritten rules of behaviors that dictate how individuals react in specific situations. These are enforced by peers using social sanctions. For example, if your group has an unwritten rule of silence regarding unethical practices, an individual who speaks out against it may be shunned and excluded from future group activities.
Every company has a mission statement, and most have it written in some form. The mission statement provides a direction for all members and employees to take in regards to actions, behavior and quality control. Culture within a business is not spontaneous. It is deliberately cultivated and created, and the mission statement is the starting point. For example, a mission statement that reads: "Our mission is to inspire and nurture the human spirit -- one person, one cup, one neighborhood at a time," implies standards of high ethics, community activism and quality. It provides a base for company culture and how its employees should behave.
Rule and Regulations
That employee handbook you got on your first day on the job is good insight into your company's culture and methods of behavior control. Most company handbooks should include such things as nondisclosure agreements, anti-discrimination policies, expected work schedules, standards of conduct and general information. While many of these are included per federal or state law, other company policies fall in line with the organization's structure and culture. Violating these policies could result in verbal or written reprimands by your superior or termination in extreme cases. Rules and regulations integrate into the company culture and sometimes become embedded in the shared values and social norms of the culture.
Deliberate Role Modeling
When you are a new hire, you receive training for a certain amount of time. This training period, in cultural terms, is deliberate role modeling. Your trainer or manager shows you how the organization works, what you are expected to do, and how you are expected to perform and act. This also applies to membership organizations. Deliberate role modeling continues throughout your membership or employment, as people look to leaders for reminders or clues about what is important. Leaders must act in a way that reflects the organization's values, otherwise, members and employees become cynical and resentful.
- "Organizational Culture and Leadership"; Edgar H. Schein; 2004
- Hemera Technologies/PhotoObjects.net/Getty Images