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Organizational Culture

Organizational culture is a set of values, beliefs, norms, and patterns of behavior that are shared by organization members and that guide their behavior.Individuals who understand an organization’s culture are better able to accurately interpret organizational events, know what is expected of them, and behave in appropriate ways in new or unfamiliar situations. Organizations that have a strong culture try to perpetuate that culture by selecting individuals who already share the culture (as Southwest Airlines does in its efforts to recruit people who have a fun, team-oriented attitude) and by socializing new members so that they accept these norms and values.

Two examples can illustrate the impact of organizational culture on individual behavior. If an organization firmly embraces the idea of continuous improvement as the way to ensure high levels of quality (as in total quality management efforts), employees should be motivated to find ways to improve quality, engage in HRD programs to improve knowledge and skills, and focus their efforts on satisfying customer needs and expectations. Similarly, in organizations committed to diversity (where individuals from all cultural backgrounds are viewed and treated as full organizational members and participate fully within the organization), employees will behave in ways that encourage acceptance and the active participation of all members in achieving the organization’s goals. One clear implication of organizational culture for HRD is that HRD can be a means through which an organization’s culture is perpetuated or changed, and HRD can also be influenced by the organization’s culture (in terms of HRD content, importance, and acceptance).

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