The Effects of Leadership Styles on Team Motivation

Organisational Culture Dynamics

Organizational culture is dynamic and complex. It can be defined as the pattern of shared basic assumptions learned by a group to solve the problems associated with internal integration and external adaptation. In the current competitive and dynamic business environment, the culture of organizations is dynamic and fluid, as a number of cultural dynamics are at play at any given point of time. The dynamics of organizational culture also result from cultural systems being expressed and communicated in a variety of ways.

The concept of culture is a major aspect of folklore and anthropological studies. Schein known for pioneering work in the field of organizational culture, suggests that culture is a set of basic assumptions devised and discovered by a group. These assumptions are associated with learning to deal with external problems. Schein articulated a three-level dynamic model for culture, which needs to be learned, communicated and modified. The three levels it exists are artefacts (surface level); values (below artefacts) and basic assumptions (form the core). In this linear model, assumptions represent the belief system of human nature and reality, which is taken for granted. Further, values are the espoused goals and social principles that have intrinsic worth. Artefacts are the tangible, audible and visible outcomes of activities that are embedded in the values and assumptions.

Schein further suggests that employees working in an organization may share basic assumptions and values. Therefore, the studies associated with organizational culture should include the observation of artefacts that are visible, along with the interactions between people in the organization. As such, the term cultural dynamics has originated from cultural anthropology.