Contact Us
Sign In / Sign Up for FREE
Go to advanced search...

Deciphering Organizational Culture through Artifacts - Book Report/Review Example

Comments (0) Cite this document
The aim of this article was to examine the direct relationship between common artifacts (pertaining to rituals and team orientation) and organizational culture and the extent to which the former influences the latter.
2. The participants in this research were 140 employees…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.4% of users find it useful
Deciphering Organizational Culture through Artifacts
Read TextPreview

Extract of sample "Deciphering Organizational Culture through Artifacts"

Common artifacts and Organizational Culture inserts his/her s The aim of this article was to examine the direct relationship between common artifacts (pertaining to rituals and team orientation) and organizational culture and the extent to which the former influences the latter.
2. The participants in this research were 140 employees working in sectors including Education, Manufacturing, Government, Healthcare, Hotel, IT and Textiles. Questionnaires possessing the Likert and Interval Scale were used (Jagajeevan & Shanmugam, 2008). The final results were based on 103 returned and fully completed questionnaires (Jagajeevan & Shanmugam, 2008). The methodology involved the use of t-test, Chi-Square and One-way ANOVA (Jagajeevan & Shanmugam, 2008).
3. The results discovered by the researchers suggested that although employees (irrespective of gender) were satisfied with current work timings, they anticipated delayed reporting time at work (Jagajeevan & Shanmugam, 2008). The common artifact explored in all sectors was that all workers greet their co workers irrespective of organizational hierarchy. Majority of the workers also suggested a need for dress code at work. Employees also suggested their practice of discussing with colleagues before arriving at various decisions at work. Also, the results revealed that there was resistance to change amongst most employees once they got used to the working in an organization (Jagajeevan & Shanmugam, 2008).
4. This research article has several limitations. The sample size is too small (only 120 respondents) on the basis of which generalizations cannot be made. Furthermore, since the participants in this research were employees who were actively employed with the organizations, there are chances that personal bias distorted accurate responses. The presence of Likert and Interval scale means that quantification of some responses would be difficult especially for intangible artifacts and organizational values.
5. My learning from this article was that organizations should encourage informal gatherings and ceremonials to encourage cohesion and teamwork. Also, psychological orientation prior to the adoption of any change is necessary so that the employee develops an emotional bond with the organization. Offering flexi-time and encouraging greeting could also enhance employee morale.
Jagajeevan, R. & Shanmugam, P., 2008. Common Artifacts Contributing to Organizational Culture: An Indian Perspective. ICFAI Journal of Soft Skills, 2(3), pp.29-59. Read More
Cite this document
  • APA
  • MLA
(“Deciphering Organizational Culture through Artifacts Book Report/Review”, n.d.)
Deciphering Organizational Culture through Artifacts Book Report/Review. Retrieved from
(Deciphering Organizational Culture through Artifacts Book Report/Review)
Deciphering Organizational Culture through Artifacts Book Report/Review.
“Deciphering Organizational Culture through Artifacts Book Report/Review”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Deciphering Organizational Culture through Artifacts

Organizational Culture

...?Running head: organizational culture Organizational culture a. Discuss the layers and functions of organizational culture and the types of organizational culture and their associated characteristics. The three fundamental layers of organizational culture include observable artifacts, espoused values and basic assumptions. Observable artifacts present the organizational culture through physical manifestations like dress code, awards, myths and stories about the organization, values,...
2 Pages(500 words)Essay

General motors project

...experience, GM culture has to change. In the light of past experiences, I would recommend that GM needs to evaluate the need for change and incorporate all necessary amendments not only in its operations and processes but in the overall organizational culture with a special emphasis to our most valued assets, our human resources. According to Schein (in Nellen, 1997), Organizational culture is defined by the artifacts (reflected through oral and written communication), espoused values (which will be demonstrated by the management and then will be adopted by the workforce), and the integration process of these values into...
3 Pages(750 words)Research Paper

Deciphering Organizational Culture through Artifacts

...? Deciphering organizational culture through Artifacts Deciphering organisational culture through Artifacts Introduction Organisational culture refers to the value systems, customs, beliefs, norms and behaviors that regulate the interactions of stakeholders in the organisation (Mukherjee, 2005). Organisational culture contributes to the psychological and social environment in the organisation. Culture of an organisation is expressed in the interaction with outside stakeholders, future expectations of the organisation and information flow...
4 Pages(1000 words)Term Paper

Organizational Culture

...of the Management of the Teacher 5 October Organizational Culture Part A Zappos has a well contrived strategy aimed at helping and influencing employees during each of the three successive phases of socialization. Zappos influences it employees during the anticipatory phase of socialization by engaging in a concerted PR strategy aimed at introducing the outside world to the impression that Zappos intends to make on it. For instance, if a prospective employee, supplier or a lay person comes for a tour at Zappos, it is conducted in a ceremonial manner to the accompaniment of paraphernalia like flags, pom-poms, cheers and slogans, so as to present Zappos as a company with a difference. During the...
3 Pages(750 words)Assignment

Occupational Therapy as an Unheard Profession in the Country

3 Pages(750 words)Essay

Organizational Culture

...Organizational structure Organizational culture Organizational culture is a system of shared values, beliefs, and assumptions that show employees what is inappropriate or is appropriate behavior. The values strongly influence on worker’s behavior and organizational performance. The visible aspect of organizational culture is reflected in symbols, artifacts, and visible behavior of workers. In this context, I chose Starbucks as a coffee producing company with a visible organizational culture. Starbuck’s Organizational...
2 Pages(500 words)Assignment

Adaptive Culture and Cultural Artifacts

..., competencies, reinforced norms, et cetera. A more binding reinforcement for an organization aspiring an adaptive culture is the top management’s commitment. Additionally, the organization’s people should be tirelessly reminded of the purpose of such adaptive culture. Both commitment and purpose are consistent ‘reinforcers’ of any desired organizational culture, and adaptive culture is no exception. Cultural Artifacts I think that our organization has a relatively strong culture. First, because everybody knows what and who we do for; more than just profit or bonuses, we serve people. Every...
2 Pages(500 words)Essay

Organizational culture

...Organization culture plays an important role in determining the organizations performance. This is the one that has led to Wal-Mart success. The company has established different branches such as in China, United States, United Kingdom and other countries. This has been attributed to good governance and a rich culture which the organization follows promptly (, 2002). Wal-Mart has maintained a culture of teamwork. Leaders and other subordinates have retained a culture of working as one group towards the achievement of the company’s goals. This has enhanced efficiency in operations and reduced time needed for different departments to consult each other in...
1 Pages(250 words)Assignment

Organizational Culture

...Organizational Culture Contrast the organizational culture perspectives of two of the four highlighted in the reading. Organizational cultureperspective of Edgar Schein and that of Joanne Martin are very different from each other. Edgar Schein’s perspective views organizational culture as consisting of artifacts, values, and the pattern of shared assumptions held by organization’s members. Values are what organization expects from its members in terms of behavior and conduct. Assumptions on the other hand represent accepted meaning and beliefs that guide the actions and values of members. Joanne Martin’s...
1 Pages(250 words)Essay

Organizational Culture

..., there are specific conditions that must exist. Denison (2012) further reveals that one of these conditions and the most important of them all is a favorable organizational culture that promotes innovation. The organizational cultural effect develops on the basis that different situations and problems in an organization can be tackled under two opposing processes, that is the tradition that the organization has put in place to tackle the problem or situation, or through the innovation of an organizations employee. Some organizations encourage their employees to be innovative, for purposes of solving their problems and interacting with customers, while...
9 Pages(2250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Book Report/Review on topic Deciphering Organizational Culture through Artifacts for FREE!

Contact Us