Organizations Culture Analysis

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Running head: ORGANIZATIONAL CULTURAL ANALYSIS Organizational Cultural Analysis Shashi K. Bhat BUS7000 Organizational Behavior and Theory Diane Wuthnow Sunday, February 26, 2012 Introduction Organizational culture is a set of shared values, beliefs and assumptions that are commonly held in an organization. Culture defines the boundaries of an organization and differentiates an organization from another (Robins & Judge, 2012). Culture is what defines the dynamics of an organization and acts as a binding force between the members. Culture establishes implicit norms for the business, and may ultimately attribute to the rise or downfall of an organization. In today’s fast paced globalized businesses, maintaining a strong culture is getting increasingly challenging, and therefore stresses the need for a heightened awareness to maintain it. Cultures are generally described as how the employees perceive it. Organizational Cultures are usually started by the founders and early leaders, and generally reflect on their beliefs and values. Organizations describe and maintain their cultures using a variety of strategies such as hiring, socialization, stories, rituals, material symbols, and slogans etc. An organization where culture is widely shared across employees and groups is said to have a strong culture. A culture can have a significant impact on the employee’s attitudes in the organization (Robins & Judge, 2012). Study This study is based on a series of interviews that were conducted between February 9th and February 17th, at Kansas City Community Center (KCCC), a local rehabilitation center that helps nearly 10,000 people each year (, 2012). The center works with several government agencies and helps people to rebuild their lives by providing substance abuse treatment, and correctional services. The center has been in business for

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