Organizational Culture and Subcultures

Organizational culture is a system of shared assumptions, values, and beliefs that defines what is appropriate and inappropriate behavior for employees.

It is an oversimplification, as there may be multiple cultures within an organization, such as subcultures emerging in different departments, branches, or geographic locations.

A subculture is a culture that emerges within different departments, branches, or geographic locations, arising from personal characteristics, work conditions, and departmental goals.

Different departments may have different cultures, such as marketing emphasizing innovativeness and manufacturing emphasizing detail orientation.

Researchers uncovered five different subcultures within a single police organization.

Recognizing and understanding subcultures can help organizations address potential conflicts, improve communication, and enhance overall performance.

By observing how employees interact and the choices they make, as well as by inquiring about their beliefs and perceptions regarding what is right and appropriate behavior.

It can be a rare and hard-to-imitate asset that benefits the organization as a competitive advantage.

A match between the company's culture and the industry can benefit performance, while a mismatch can lead to performance difficulties.

Organizational culture is an effective control mechanism for dictating employee behavior, more powerful than rules and regulations.

Conflict management is essential to encourage positive change, avoid division and frustration, and promote productive conflict resolution.

Organizational culture can affect how often people argue, conflict resolution style, and what most disagreements are about.

It is the practice of being able to identify and manage conflicts sensibly, fairly, and efficiently.

One common style is collaborating, which involves finding a win-win solution that satisfies all parties.

It helps to keep workplace conflict functional and productive.

To manage conflict in a way that encourages positive change and avoids division and frustration.

The two types of subcultures mentioned are 'crime-fighting street professionals' and 'anti-military social workers', which differ in their level of danger involved and type of background experience.

Employee perceptions regarding subcultures are related to their commitment to the organization.

A counterculture is a shared set of values and beliefs that are in direct opposition to the values of the broader organizational culture.

The three levels of organizational culture are basic assumptions, values, and artifacts.

The deepest level of organizational culture is basic assumptions, which reflect beliefs about human nature and reality.

Values are shared principles, standards, and goals, while artifacts are visible, tangible aspects of organizational culture.

To avoid feelings of discomfort and intrapersonal conflict if one's personal assumptions and values do not align with the organization's culture.

Observing artifacts, such as physical environment, employee interactions, and company policies, can provide a starting point for understanding the organization's culture.

Simply looking at artifacts is unlikely to give a full picture of the organization, as an important part of culture exists below one's degree of awareness.

Understanding subcultures is important for managers to see its impact on workforce behavior and attitudes, and for employees to understand the type of subculture in their department.

When it is critical to maintain all parties' relationships or when the solution itself will have a significant impact.

Lowering morale and productivity.

When a cool-down period would be beneficial or if you need more time to consider your stance on the conflict.

When you don't care as much about the issue as the other person, if prolonging the conflict isn't worth your time, or if you believe you're wrong.

Adapting communication style to suit the situation, audience, and purpose, using clear, concise, and respectful language, and avoiding assumptions, judgments, and sarcasm.

Breed resentment.

By establishing and following clear rules, policies, and procedures, communicating them effectively, encouraging feedback, participation, and collaboration, and addressing issues promptly and transparently.

Diversity and inclusion.

Poor management of diversity and inclusion.

Aligning values and goals with the organization's vision and mission, communicating them clearly, and respecting and supporting the values and goals of others.

By creating a culture of learning, curiosity, and adaptability, involving and informing employees in the change process, and providing adequate support, resources, and recognition.

Communication styles.

Employees may feel that they are not treated fairly, their opinions are not heard, or their roles are not clear, leading to demotivation and conflict.

Clashing communication styles.

It helps to avoid miscommunication, misunderstandings, and escalation of conflicts, and promotes effective conflict resolution.

A culture of respect, empathy, and openness.