The culture of an organization is being formed in various ways:
Selection of employees: the type of person recruited reflects and reinforces the culture of the organization.
Performance of staff, newly hired someone copy what others do . This ranges from how to dress, to the work schedule, going through how they use technology, and value they give to the posts in the parking lot.
The nature of business: some industries promote a particular culture, such as consulting or banking.
External environment means any organization is part of a society. Even still the same company, an office in Miami will not have the same culture as the branch in Nairobi and Buenos Aires.
Some of the dimensions in which culture can be measured include:
Individual vs. Collective: to what extent the employee is concerned for himself, working alone, or organized in groups or teams.
distribution of power: to what extent is concentrated or dispersed power in the organization.
Handling uncertainty: the extent to which employees feel threatened by ambiguity, and the importance they give to the rules, long-term employment, job security, etc.
Sexism: if the dominant values \u200b\u200bare masculine (more aggressive and forward-money) or female (with a focus on the quality of relationships).
long-term vs Short term: what is the timeframe considered in the decision-making.
Creativity and failure management: innovation is encouraged even lead to failure, or prefer to maintain the status quo.
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