The term Organisational culture is not readily defined. It is a loose term and has a different meaning in different situations. I understand the term as; the way an organisation is run. Take the word itself, organisation. Picture it as an organ in the body. Each one provides a different service, it works in different ways, has different shapes and structures, and needs different vitamins and minerals in order to be successful in doing its job. This is the same for an organisation in business. Each organisation will need a different structure or ‘culture’ to suit itself and the people working in it, in order to be successful. A more informal approach to the term might be ‘the way we do things around here’.
Organisational culture can be looked at in two ways, as an outcome and as a process. The outcome describes the behaviour people have in an organisation that relates to the way the person performs tasks, treats its employees and customers, solves problems and resolves conflicts, i.e. the way in which the person carries out their job. The process, creates the behaviour people have when carrying out their job. Here, it is defined as the informal values, attitudes and the norms that control the way people behave in an organisation. Each outcome or process will determine the way in which an organisation is run. (managementconsultingcourses.com/lesson35organisationalculture.pdf)
In order to fully understand the organisational culture, I will be looking at four types of well-known cultures (C. Handy); I will look at the club culture in depth, and summarise the role culture, the task culture and the person culture.
Firstly the club culture; an organisation which is run by a club culture can be described stru ...