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Running head: IMPACT OF ORGANIZATIONAL CULTURE The impact of organizational culture on employee behavior and attitude By Boniface C. Nwugwo March 2001
TABLE OF CONTENTS Abstract ........................................................ 1 Introduction .................................................... 2 Definition of Terms ............................................. 5 What is organizational culture? ............................... 5 What is Sociability? .......................................... 7 What is Solidarity? ........................................... 9 The Double S Cube Framework .................................... 11 Benefits of Sociability ...................................... 12 Drawbacks of Sociability ..................................... 14 Benefits of Solidarity ....................................... 15 Drawbacks of Solidarity ...................................... 16 Review of existing Literature .................................. 18 Cultural Influences on Behavior and Attitude ................... 21 Understanding of the firm’s history and current approach ..... 23 Commitment to corporate philosophy and values ................ 24 Control mechanism for employee behaviors ..................... 25 Employee ethics .............................................. 28 Summary and Conclusion ......................................... 31 References ..................................................... 33
Impact of organizational culture Abstract Every organization has a unique culture. Each organization’s culture differs from what it values most, what it expects and accepts from its employees, and how it gets things done. For instance, performing the same job for Wal-Mart is different from performing it for Sears, as is performing it for Microsoft compared to IBM, General Electric to Boeing, Dell to Sony, etc., etc. The better an employee’s needs and expectations fit with the requirements of the culture of the organization the happier the employee and the organization will be. The more successful the company, the more defined its culture tends to be, and the more that the employee will be expected to either embrace it or leave. The culture of the organization to a large extent shapes the behavior of individuals and groups in organizations. Using the Double S Cube framework with existing literature on the impact of organizational culture, this paper examines the effect of organizational culture on employee behavior and attitude.
Impact of organizational culture 2 Introduction As we march into the twenty-first century, the environment in which organizations operate is increasingly turbulent, rocked by forces such as globalization and rapid technological change. Social and demographic forces have dramatically changed the make-up of today's workforce, which is now the most educated and ethnically diverse in history, in addition to having the greatest representation of women. These developments are profoundly affecting the way in which organizations organize themselves, just as they are influencing individuals' behaviors and attitudes to and expectations of both organizations and work. Organizational systems always find ways of controlling behavior so as to maintain a balance in the system, even when that balance may be less than optimal for the organization’s success. Some of the ways organizations do this are through the formal and informal cultures in place. Every organization has a culture that sets the rules for employee behavior. Culture is the style or behavior patterns that organizational members use to guide their actions (Cohen, 1993). For example, an organization whose culture values the initiatives of all its members will have a different climate than an organization in which decisions are made by senior managers and enforced by

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