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Lesson 2: Organizational Development and the Impact on Communication

Organizational Culture

"That is true culture which helps us to work for the social betterment of all."

— Henry Ward Beecher (1813-1887), American politician

In Lesson 6 we will discuss organization culture in­depth, however, it is important to recognize this concept as we begin to lay the foundation for communication and managed change.

Organization Culture refers to a system of shared meanings, including the language, dress, patterns of behavior, value system, feelings, attitudes, interactions, and group of norms of the members.

To further clarify the complexity of culture within firms we recognize the existence of norms that exist within the environment. Norms, while more encompassing than rules, are shared attitudes, opinions, feelings, or actions that guide social behavior. While not written down or studied, norms have powerful influences on defining and sustaining the organization's culture. The choice of the individual within the organization is, will I conform to the existing norms, or not?

Norms differ in terms of intensity and relevancy to the organization. Pivotal norms, such as attitude or a defined work ethic, are behaviors essential to accomplishing the organization's objectives. Peripheral norms, such as dress codes, are not as vital to the firm's goals and exist in support of the more pivotal norms.

The Socialization process, as outlined in Brown (2011), is the process that adapts employees to the organization’s culture.

Consider how you became aware of (were socialized) of your organization’s culture, in terms of communication. More on this in Lesson 6.

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