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Deciphering Organizational Culture through Artifacts - Book Report/Review Example

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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…
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Deciphering Organizational Culture through Artifacts
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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.
References
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
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