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Organizational culture is fundamentally about symbolic meaning and as such cannot be managed. Discuss - Essay Example

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Organization Culture Name Institution Most business organizations world over have specific codes of conduct that are either formally or informally imposed on their employees, employers, and any other person associated with the firm. The branding of a firm is a psychological issue that highly depends on an individual’s perception of the same in terms of a consistently observed behavior…
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Organizational culture is fundamentally about symbolic meaning and as such cannot be managed. Discuss
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Extract of sample "Organizational culture is fundamentally about symbolic meaning and as such cannot be managed. Discuss"

Download file to see previous pages The reason for such is that once a given culture is introduced into an organization, it ceases to become part of the manageable aspect of the organization but becomes a self regulatory aspect which anybody who joins the system in any rank automatically becomes assimilated into. This is the trend in most organizations. The following discourse mainly focuses on organizational cultures in view of their symbolic meanings and the implications they have on managements. The standards adopted or entrenched in the cultural domain of an organization are very important determinants in its productivity and overall performance. The quality of the customer care service, for instance, is one of the symbolic natures of the organizational attitude since this is the point of the first interaction between a client and the organization’s staff. It is imperative to note that even the quality of the products, levels of safety, and environmental care policies are basis of a firm’s tradition that can hardly be altered through the management process. This extends to the marketing mix techniques of a firm, methods of value creation, and the desire to develop new products in the market. The organization must also have a predetermined management structure. It is important to note that the culture of an organization is the symbol of its identity. Consequently, it is not easy to be changed by emerging management dynamics. It is a tradition that gradually grows with the company and ends up defining its overall operational discourse. This simply means that even if a new person is recruited into the firm in any position, one would be compelled to do things in line with the path of action already created. The tradition of an organization also looks like a template onto which all the guidelines towards the anticipated behaviors judged against. It is worth noting that an organization is just like any other social entity with many people working towards achieving a specific goal just like in the rest of the society. In that respect, it can be compared to the general society where, in most cases, the norms are not written anywhere but generations change without manipulating any aspect of the age old traditions. Besides, every generation is always compelled to conform to the dictates of existing norms. The way each organization runs its activities is always unique. This even includes such aspects as public perception of the organization which end up defining the organizational culture. These features are always based on beliefs, attitudes, and customs of the organization. They must always be adhered to for smooth working relations and comfortable working environments. This is not an issue of an overnight arrangement but it is built over a long period of time until it becomes the basis of all the policies of the organization which even the top managers cannot deviate from through any managerial action. The organizational culture is simply a platform on which a management tests and implements organizational policies. Take the case of the social standard of top brass managers and how they relate to other employees or members of the public; this is likely to give the true picture of a company (Woodside, 2010). The behavioral conduct of the organizatio ...Download file to see next pagesRead More
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