Summary
Culture Defined
According to Madu (2004), organizational culture is defined as values, beliefs, and
behaviors that differentiate one organization from another (p. 2, para. 1). A majority of the
workers in the organization will abide behaviorally in accordance with the stated values (p. 3,
para 2). The ethical standards of an organization, generally are reflective of the organizational
culture, and are derived from the organizations core values, such as honesty, trust, and loyalty
(p. 3, para. 4).
Formation of culture
The very nature of an organizational culture was stated by Morley and Zalabak (1991), as
an individuals values, beliefs, and assumptions, in reference to what they see as an ideal
organizational life, based on their perceptions of organizational reality and the level of their
satisfaction, as it relates to overall organizational quality and effectiveness (p. 22, para. 5). Just
as the founders create their organizations culture, based on their assumptions, which they enter
into the business with, that culture is embedded and transmitted through both implicit and
explicit messages such as formal statements of organizational philosophy, design of physical
space, deliberate role modeling, teaching, and coaching by leaders (p. 23, para. 8).
Founders role in continuing the culture
Nelson (2003), stated that the founder is involved highly in a firm, up to a point of the
firm being operational. Upper management generally continues in the operation, carrying the
founders influence forward (p. 709). In organizations where the founder continues in a role that
makes them visible throughout the organization, they may become a focal point for other
decision makers because of their knowledge, experience, and organizational stature (p. 710).
Thereby, continuing the cultural norms through their influence over others decisions.
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