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What is Organizational Culture

Handbook of Research on Social Dimensions of Semantic Technologies and Web Services
is a concept in the field of Organizational studies and management which describes the attitudes, experiences, beliefs and values of an organization. It has been defined as “the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.” (Charles & Gareth, 2001).
Published in Chapter:
Social/Human Dimensions of Web Services: Communication Errors and Cultural Aspects
Anca Draghici (Politehnica University of Timisoara, Romania), Diana Barglazan (Politehnica University of Timisoara, Romania), Myriam Lewkowicz (Université de Technologie de Troyes, France), and Gila Molcho (Israel Institute of Technology, Technion, Israel)
DOI: 10.4018/978-1-60566-650-1.ch018
Abstract
This chapter presents some recent studies of the social and human dimension of Semantic Web services in the era of virtual organizations, focusing on the challenges, effects, and implications. The issues and results presented refer to the virtual organization known as the Virtual Research Laboratory for a Knowledge Community in Production (VRL-KCiP), Network of Excellence (NoE). In this chapter the authors analyze the risks arising from the modern communication process in this new form of organization, focusing in particular on the knowledge sharing process. Furthermore, they discuss the cultural aspects of managing a virtual organization that determine the efficiency of the knowledge management processes. The aim is to consider the challenges and the associated effect on developing Web services from the social/human perspective and to examine the impact on an organization’s cultural dimensions.
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Do Religion and Spirituality in the Workplace Matter?: Concepts, Perspectives, and Implications
A shared system of attitudes and beliefs evolving over time in an organization.
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Impact of Adhocracy Organizational Culture on Effective Knowledge Management
It consists of organizational shared norms, values and standards which decides the way of behaving, thinking, and acting in any organization.
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Enabling Knowledge Flow: The Knowledge Management Triangle Model
The beliefs, values, and systems that guide how individuals within the organization behave and accomplish tasks. A common way of explaining this is “how the work gets done when no one is watching.”
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Strategic Implications of Organizational Culture, Knowledge, Learning Organizations, and Innovation on Sustainable Organizations
It is the set of beliefs, habits, values, attitudes and traditions of the members of a company.
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Inciting Grassroots Change
A “way of looking at how people in institutions create social reality through their interactions and interpretations” ( Birnbaum, 1988 , p. 72).
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Green Organizational Culture, Green Innovation, and Green Performance for Achieving Environmental Sustainability
Is the personality of the organization, which characterizes its way of being and doing things and which is based on: its values, mission, and vision.
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Exploring Antecedents of Mature Workers' Turnover Intention: Review of the Role of Organizational Culture
A complex set of shared assumptions, values, behavioral norms, and symbols that define the way in which an organization conducts its business and achieves its goals.
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Supply Chain Resilience
The set of values, traditions and behavioral rules which are spread and shared among the members of an organization.
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The Role of Performance Management Practices on Organizational Performance: A Functional Framework
The values and behaviors that contribute to the unique social and psychological environment of an organization.
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Human Resource Management Practices and Organizational Performance in the New Normal: A Relational Analysis
It refers to the underlying ideas, assumptions, values, and modes of interaction that contribute to an organization's distinctive social and psychological environment.
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The Nature of Digital Leadership in Managing Employees Through Organizational Culture
The underlying ideals, assumptions, values, and approaches that provide contributions to the particular social and mental environment of a business enterprise.
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Overlooking Organizational Culture: Problems in Analyzing the Success and Failures of E-government in Developing Countries
The cultural manifestations (values, beliefs, assumptions, perceptions, behavioral norms, artifacts, and patterns of behavior) that give meaning to the behavior of people within an organization.
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Leadership Development in Kazakhstan
The culture attributed to an organization and usually associated with the values of the founders and leaders.
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The New Chief Diversity Officer: Establishing a Diversity, Equity, Inclusion, and Belonging Initiative
The collection of values, expectations, and practices that guide and inform the actions of all team members.
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Developing a Receptive and Faculty-Focused Environment for Assessment
One of the elements that defines an organization (the other being the organization’s structure). A key aspect of organizational culture is an openness to change (Owen, 2005).
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The Roles of Organizational Justice, Social Justice, and Organizational Culture in Global Higher Education
The values and behaviors that contribute to the unique social and psychological environment of an organization.
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Congruency in Higher Learning: Developing Sustainable Adult Education Program Policies for the Digital Age
Shared, socially maintained patterns of beliefs and values used to interpret organizational experiences.
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Information Culture and Effective Use of Information Tools at Work: Conceptualizing and Measuring Group Adoption
“How things are done around here,” comprising a set of shared norms, behaviours, and values. The management school posits that organizational culture can be directed by top-down leadership; the interpretive school sees culture bottom-up enactment by groups. Both agree that observable, stable patterns of behaviour provide a means for quantitative and qualitative measurement. See Martin (2002) .
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Prerequisites for the Implementation of E-Collaboration
The organizational culture is the entirety of all associations, f.e. norms, values, beliefs, interpretations, paradigms aso. based implicitly or explicitly on the patterns of behavior of a social system. It is the set of values of an organization that helps to understand its members what the organization stands for, how things should be done and what it considers as important.
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Organizational Factors and the Success of Technology Transfer
A set of key values, assumptions, understandings and norms that are shared by employees of an organization and also taught to new employees ( Daft & Armstrong, 2012 ).
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The Paradoxes Between Business Performance and Organizational Behavior in Colombian and Ecuadorian Companies
Culture formed by beliefs and values that are established and communicated by the leaders of an organization, which ultimately shapes the perceptions, behaviors and understanding of its internal customers.
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Future Trends: Global Projects & Virtual Teaming
Organizational culture, or corporate culture, comprises the attitudes, experiences, beliefs and values of an organization Partnering- to join or associate with another as partner.
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Impact of Economic Culture on the Development of Enterprises
Is defined as “A pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration” that have worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems” ( Schein, 1992 , p. 9).
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Considering Dignity at Work in Organizational Cultures
Set of values and practices that guide the actions of members of an organization.
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Beyond Onboarding: Building a Culture of Continuous Professional Development for Effective Online Instruction
Expectations, experiences, values, and behaviors that contribute to the unique social and psychological environment of an organization.
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Mutually Beneficial Mentoring for Mental Wellness and Personal Growth
The behaviors and attitudes that members of an institution embody, often revealed through exploring how things really work in an organization separate from formal policies.
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The Human Side of Information Systems: Capitalizing on People as a Basis for OD and Holistic Change
The basic pattern of shared beliefs , behaviors and assumptions , acquired over time by members of an organization, as a result of a common learning process , which endure organizational behavior. Interpreted as integrating several layers: some more visible (external manifestations, commonly denominated as artifacts ); some others invisible ( underlying assumptions ); mediated by espoused values . As a product of organizational history, it strongly contributes to identity. Often presented to new organizational members as “the way we do things around here” and referred as “our collective mental programming”.
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Adoption of Electronic Commerce by Small Businesses
A pattern of basic assumptions invented, discovered, or developed by a given group as it learns to cope with problems of external adaptation and internal integration, which has worked well enough to be considered valid and therefore is to be taught to new members as the correct way to perceive, think, and feel in relation to those problems ( Schein, 1990 ).
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A Unified Framework of Organizational Perspectives and Knowledge Management and Their Impact on Job Performance
The values and behaviors that contribute to the unique social and psychological environment of an organization.
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Contemporary Leadership Development in Kazakhstan
The culture attributed to an organization and usually associated with the values of the founders and leaders.
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The Mediating Effect of Organizational Culture, Size, and Structure on the Relationship Between Innovations and Resilience in Selected Nigerian Universities
Refers to the complex set of ideologies, traditions, commitments, and values that are shared throughout an organization, which in turn influences how an organization conducts its whole performance.
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Cross-Cultural Leadership: Managing Diversity
It is the set of values shared by all members of an organization and differentiates the organization from the others.
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Understanding and Managing Organisational Culture and Justice: Implications for Higher Education Institutions
Organizational culture refers to a system of shared meaning held by members that distinguish one organization from other organization.
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Virtual Communities
Organizational culture is the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. http://en.wikipedia.org/wiki/Corporate_culture.
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A Critical Narrative of Employee Well-Being and Control Paradox in Higher Education
It is defined as expectations, experiences, philosophy, as well as the values that guide employee behavior and action.
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Conceptual Understanding of Provider Responses to the Complexity of Healthcare Delivery
The activities below the surface which permeate the organization. Much like an iceberg, what we see is one thing but what we do not see is quite another. Culture is what we do not see but its presence is powerful.
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A Forensic Psychological Perspective on Racism in Schools of Educational Leadership: Impact on Organizational Culture
The values and behaviors within an organization and the meanings individuals attach to those values and behaviors. It includes the organization’s expectations, experiences, and philosophy, which can potentially affect its productivity and performance.
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Organizational-Cultural Elements for Improved Workplace Performance of Disabled Individuals
Organizational culture involves the ways members of an organization think, interact and behave that contribute to the social and emotional climate of the organization.
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Impact of Organizational Culture on Performance during COVID-19 Pandemic: An Insight From the Malaysian Healthcare Industry
Culture is based on customs, beliefs and shared attitudes and reflets in written or unwritten rules which are considered as valid by the society. Similarly, organizational culture comprised of expectations, experiences, philosophy, as well as the values that guide employee's behavior and future expectations. In simple words, it is nothing, but the way things should be done in an organization.
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Organizational Learning Facilitation with Intranet (2.0): A Socio-Cultural Approach
This term refers to the way people give meaning to their actions in an organizational setting. Because of cognitive and normative diversity within an organization, the attribution of meaning is complicated and leads to organizational cultural integration as well as fragmentation; unity as well as diversity.
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The Role of Organizational Culture to the Management of Telecommunication Companies: I. Background and Motivation
The “personality” of an organization and is composed of the assumptions, values, norms, artifacts and behaviors of the members of the organization.
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From Project's Information Management to Project-Based Organizational Learning: The Role of Knowledge Sharing
All the practices, values and assumptions that the members of an organization share, which is holistic and socially constructed ( Ajmal, Takala, & Kekäle 2008 ).
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The Management of the Human Resources and the Quality of the Services
The mission, vision, and policies of a business that allow it to earn profits and interrelate both internally and externally with other organizations. The organizational culture directly influences the identity of the organization and the behavior of its employees because it is part of the informal rules which guide the behavior of its personnel and govern its operations within established limits.
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Organizational Learning: The Exploration of Work Culture
The shared vision, mission, values, symbols, and behaviors within an organization.
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Spirituality at Work: Past, Present, and Future Trends
A set of values that determine the general environment of an organization.
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Augmenting Transcultural Diffusion through Knowledge Management: The Critical Role of Internal Marketing
The organization values, visions, norms, working language, systems, symbols, beliefs and habits.
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Organizational Implications of Managing the HRIS Employee Experience
A reality-building process that causes people to see and conceptualize specific events, actions, objects, expressions, or situations in a particular manner.
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Multiculturalism in the Workplace: Leading With Emotional Intelligence at Every Level
The distinct way in which an organization functions; a way of operating that may be handed down to new employees by existing employees.
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Techniques for Preparing Business Students to Contribute to Ethical Organizational Cultures
The system of shared beliefs, values, expectations, and taboos within an organization that influences the corporate and individual behavior of the organization’s members; often referred to as “the way we do things around here.”
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Emotional Intelligence and Customer Satisfaction of Online Health Information
Values and behaviors that contribute to creating a social and psychological environment of an organization.
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Knowledge Leaders as Multipliers: Creating and Promoting the Conditions for Successful Knowledge Management
An organization's collected practices, values, and beliefs, which are communicated to all employees and influence their actions.
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Institutionalized Organizational Internal, Environmental, and Interacting Variables and Perspectives
Those norms and values by which a company is governed. Some principles related to the structure of the company, with the methods of work performance, and even the way in which the staff is related. It is, in Roman Paladino, the psychology of the organization, its core.
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Managing ICT in Healthcare Organization: Culture, Challenges, and Issues of Technology Adoption and Implementation
comprises the attitudes, experiences, beliefs and values of an organization. It can also be dfeined as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization
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The “Complete” Firm
For the purpose of our discussion here. The organizational culture shall refer to the forms of the interactions between the enterprise organs and the collection of customs and values of the enterprise.
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Black Women, Emotional Intelligence, and Organizational Opportunities for Growth
Values, beliefs, and actions of an organization that drives employee interactions, workplace ethics, and organizational effectiveness.
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The Effect of Organizational Culture on Organizational Energy
A set of organizational attributes such as values, norms and rules, which apply to all employees.
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Management by Values in Educational Organizations: A Case Study of a Technical University
Refers to common values, beliefs, experiences, and actions which represent the organization uniquely.
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The Organization Culture Affecting Job Performance of Newly Hired Employees: A Case Study of the Customs Bureau at Bangkok Suvarnabhumi International Airport, Thailand
Defined as the culture of the organizational concerned with vision and mission including work-related matters of job duty of the Thai Royal Customs department which consist of Facilitation, Continuous learning, Professional customs officer, Task achievement orientation, Integrity, Responsibility, Transparency and accountability, Technology adapting, and Cooperation partnership.
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A Review of the Coronavirus Impact on Higher Education Institutions and Opportunity of Information Technology Applications in Collaborative Work
Organizational culture can be considered as the norms that characterize a workgroup or organization. It is also suggested that the cultures of productive and economically successful organizations are often characterized by the norms of (1) collaboration, (2) innovation, and (3) integrity/ethical behaviour. These norms characterize successful organizational cultures, in part, by fostering greater trust and commitment among team members or employees.
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A Case Study of Knowledge Management and Organizational Culture in an Undergraduate Software Development Team Project
Organizational culture can be considered as the norms that characterize a workgroup or organization. It is also suggested that the cultures of productive and economically successful organizations are often characterized by the norms of (i) collaboration, (ii) innovation, and (iii) integrity / ethical behaviour. These norms characterize successful organizational cultures, in part, by fostering greater trust and commitment among team members or employees.
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Knowledge Management Challenges in the Non-Profit Sector
The values, norms, and assumptions that are widely held by members of the organization that subsequently shape their behavior.
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SMarketing: A New Strategic Concept
Is a conceptual model that influences all members of an organization as guidelines and assumptions to guide their behaviors and mindsets.
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The “Private Face” of Nonprofits: Legal and Ethical Human Resource Practices
The values and behaviors that contribute to the unique social and psychological environment of an organization.
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Multicultural Urban Business Environment: Managing Cross-Cultural Problems Within Globalization
Means norms, shared values and expectations that together determine governing of a certain organization; it describes the manner in which people interact as well as approach their work.
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Globalization and Media's Impact on Cross Cultural Communication: Managing Organizational Change
Organizations that has its unique language, artifacts, values, celebrations, heroes, history and norms.
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Gender-Based Leadership Barriers: Advancement of Female Faculty to Leadership Positions in Higher Education
The “interwoven pattern of beliefs, values, practices, and artifacts that define for members who they are and how they are to do things” ( Bolman & Deal, 1997 , p. 217).
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Ethical Decision Making: A Critical Assessment and an Integrated Model
Formal and informal systems in controlling behaviour of individuals in an organization. This system provides applicable and relevant information of behavioural conduct.
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The Role of Organizational Culture to the Management of Telecommunication Companies: II. Applications and Case Studies
Is the personality of an organization and is composed of the assumptions, values, norms, artifacts and behaviors of the members of the organization.
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Managing ICT in Healthcare Organization: Culture, Challenges, and Issues of Technology Adoption and Implementation
comprises the attitudes, experiences, beliefs and values of an organization. It can also be dfeined as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization
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Consequences and Strategic Implications of Networked Enterprise and Human Resources
This identifies the character of the firm. The organizational culture is manifested in the operational ways the firm uses to confront problems and management opportunities, as well as in the way the firm adapts to changes and external and internal requirements. The culture is interiorized in beliefs, collective manners and so forth, which are transmitted and learned by new members as a new way of thinking, living and operating.
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Showing Business Students How to Contribute to Organizational Cultures Grounded in Moral Character
The system of shared beliefs, values, expectations, and taboos within an organization that influences the corporate and individual behavior of the organization’s members; often referred to as “the way we do things around here.”
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Proactive Information Security Strategy for a Secure Business Environment
Values and behaviors that contribute to creating a social and psychological environment of an organization.
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Power Structure as a Guide to Organizational Culture: OC Strategies for Adapting to Change
Organizational culture refers to the shared values, beliefs, assumptions, norms, and behaviors that define the social and psychological environment within an organization. It encompasses the collective mindset, attitudes, and practices that shape how members interact, make decisions, and perceive their work.
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Activity: Review of the IT Audit Responses
Represents a way of thinking, behaving, or working that exists in an enterprise.
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The Role of the Supervisor in Creating and Maintaining an Emotionally Healthy Workplace
The structure of formal and informal priorities, values, and behavioral expectations in a given workplace environment.
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Strategy From Human Talent
Response and behavior of human talent to daily activities consistent with values (human and organizations) and organizational policies.
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Cross-Cultural Communication in the Digital Business Environment
Organizational culture refers to the collection of values, expectations, and practices that guide and inform the actions of all team members.
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Organizational Factors for Implementing E-Democracy in Organizations
The collection of relatively uniform and enduring values, beliefs, customs, and practices that are uniquely shared by an organization’s members and which are transmitted from one generation of employees to the next. Basically, organizational culture is the personality of the organization.
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National and Organizational Culture and Its Impacts on the Negotiations Between United States and Mexico in the Case of USMC-TEMEC
Organizational culture is an idea in the field of organizational studies and management that describes the psychology, values, attitudes, experiences, beliefs, and personal and cultural values of an organization.
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Understanding Human Resources Needs in Tourism: A Competittive Advantage
A set of shared assumptions that guide what happens in organizations by defining appropriate behaviour for various situations. It affects the way people and groups interact with each other, with clients, customers, and other stakeholders. Also, organizational culture may influence how much employees identify with their organization.
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Effective Virtual Teams
The collective programming of the mind that distinguishes the members of one organization (or part of an organization) from another ( Hofstede, 1997 )
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What Does Culture of Higher Education Mean for Teacher Candidates?: Turkish Sample
A culture, emerging in an organization, includes beliefs, values, norms, emotions, and relationship of individual in that organization.
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Expendability and Efficacy: The Slow Rise to the Rose-Colored Glass Ceiling – Institutional Support for Black Women Leaders
The underlying beliefs, assumptions, values, and ways of interacting that contribute to the unique social and psychological environment of an organization.
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Contemporary Leadership Development in Kazakhstan
The culture attributed to an organization and usually associated with the values of the founders and leaders.
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Looking Towards the Sun: The Realities of Mentorship for Black Women
Social customs that represent the attitudes, beliefs, practices, and history within a workplace.
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Adaptive Performance: A Review of Managerial Interventions
The shared basic assumptions, values, and beliefs that characterize a workplace.
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Dealing with the Primacy of Knowledge in an In-Patient Mental Health Setting
The broad set of commonly held attitudes, beliefs, and assumptions that characterize an organization.
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Underrepresentation of Latina Faculty in Academia
The organizational culture describes the norms or behaviors that are established and are considered acceptable.
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Organizational Culture in Higher Education
Pettigrev, 1979 who makes the theory obtained to the area first, describes organizational culture as “The system of senses shared by a group”. Schein, 1984 who concerns organizations as a group, defined it as “The patterns of shared basic hypothesis to solve the problems what can be come across in the process of internal integrity and external adaptation is learned by the members of a definite group whose validity is approved, as efficient to be transfered, and consequently a correct way of understanding, thinking and feeling related to the new members or problems”. Organizational Culture can be described with all councils and foundations, in forming formal or informal groups, who reflects all characteristics of the community and as an element, arranging relationships with it’s environment.
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Organizational Culture and Strategies to Face the Corruption
Set of shared beliefs, values and practices that allows a group of people to focus all their activities on the same goal to fulfill the objectives of the organization to which they belong.
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