On Reading Organizational Culture

1992 ◽  
Vol 13 (3) ◽  
pp. 331-355 ◽  
Author(s):  
Stephen Linstead ◽  
Robert Grafton-Small
Keyword(s):  
Organizational Culture ◽  
Jacques Derrida ◽  
Common Knowledge ◽  
Everyday Practice ◽  
Close Reading ◽  
Organizational Cultures ◽  
Cultural Organization ◽  
Production Of Culture ◽  
Interpretative Approach

The study of organizational cultures has been dominated by an interpretative approach which has emphasized the production of culture at the expense of the creativity shown by the consumers of cuiture, organizational members. 'Corpor ate culture' is distinguished from 'workplace' or 'organizational' cultures, and a number of other problems emerging within the literature are identified. These are presented as organizational culture versus cultural organization; cultural plurali ties ; rationality and the irrational; common knowledge and its constitution; power and ideology; and individualism and subjectivity. It is then argued, after a detailed discussion of concepts drawn primarily from a close reading of the work of Jacques Derrida, that a postmodern approach to organizational culture would recast the problems in terms of a revised conceptualization of subjectivity, and would formulate culture as paradox, otherness, seduction, and discourse. This would entail studying the 'bricolage' of organizational members within the 'microphysics' of what de Certeau calls the 'tactics of everyday practice'.

How Do Public Service Professionals Behave in Risky Situations? The Importance of Organizational Culture

2021 ◽  
pp. 027507402110103
Author(s):  
Emily Rose Tangsgaard
Keyword(s):  
Organizational Culture ◽  
Risk Perception ◽  
Public Service ◽  
Health Professionals ◽  
Organizational Cultures ◽  
Negative Consequences ◽  
Seeking Behavior ◽  
Subsequent Behavior ◽  
Hospital Wards

Many situations in public service delivery are characterized by uncertainty about the potential negative consequences following decisions. These risky situations make the behavior of frontline professionals particularly important. But what shapes the risk perception and subsequent behavior of frontline professionals in risky situations? This article explores the idea that organizational culture provides part of the answer. To examine this, a comprehensive qualitative study with participant observations and interviews at five public hospital wards was conducted. The findings demonstrate the importance of organizational culture on risk perception and behavior in risky situations. Basic cultural assumptions related to professional discussion, administering medicine, grading of adverse events, and prioritizing follow-up activities matter to behavior in risky situations. In organizational cultures with high levels of trust and dialogue about decision-making, the health professionals rely on each other and ask for second opinions, when making decisions in risky situations. Conversely, in organizational cultures with little trust and professional discussion, the health professionals are less likely to ask for second opinions and follow up on risky situations, which increases the possibility of unintended, negative consequences. In this way, organizational culture can be a driver of risk-reducing and risk-seeking behavior among frontline professionals.

scholarly journals EFFECT OF ORGANIZATIONAL CULTURE INTENSITY ON JOB SATISFACTION

2019 ◽  
Vol 7 (2) ◽  
pp. 116
Author(s):  
Prasiska Ramadyaning Utami ◽  
Maria Kristine Sitohang
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Research Design ◽  
Organizational Cultures ◽  
Cross Sectional ◽  
Population Total ◽  
Healthcare Center ◽  
Independent Variable ◽  
Cross Tabulation

Background: Organizations need to pay attention to the job satisfaction of their members to achieve their goals. In 2011, the Airlangga Healthcare Center surveyed job satisfaction with the target of 80%. However, the target has not been achieved.  Job satisfaction can be affected by several factors, and one of them is the culture within the organization.Aim: This study aims to analyze the effect of organizational culture intensity towards job satisfaction of the Airlangga Healthcare Center’s employees.Method: This study was conducted in November 2011 – June 2012 with a cross-sectional research design. The sample of the study used the population total technique. The independent variable of the research was the organizational culture intensity. While the dependent variable was job satisfaction. The data were analyzed descriptively by employing cross-tabulation analysis between organizational culture intensity and job satisfaction.Results: The most influential aspect of the organizational culture was cooperation that reached 73.9%. Job satisfaction aspects with a very satisfying level were job and co-worker aspects that reached 78.3%. The most influential aspect of organizational cultures that affect job satisfaction is trust that amounted to 83.3%. However, the organizational cultures affect job satisfaction with a percentage of  92.3% overall.Conclusion: The research concludes that the organizational culture intensity is a factor that affects job satisfaction of the employees at the Airlangga Healthcare Center. The recommendation for the organization is to improve the togetherness aspect of organizational cultures.Keywords: organizational culture intensity, job satisfaction, organization. 

scholarly journals Pengaruh Budaya Organisasi dan Kepemimpinan terhadap Kinerja Pengurus Cabang Olahraga dan Prestasi Atlet KONI Riau

2018 ◽  
Vol 15 (2) ◽  
pp. 1-15
Author(s):  
Deswita Satria
Keyword(s):  
Organizational Culture ◽  
Linear Regression Analysis ◽  
Secondary Data ◽  
Multiple Linear Regression Analysis ◽  
Positive Influence ◽  
Primary Data ◽  
Board Members ◽  
Independent Variables ◽  
Cultural Organization ◽  
School Sports

The purpose of this study is to analyze organizational culture and leadership of the sport branch Board and Athlete Performances and impact against KONI (Indonesian National Sport Committee) of Riau Province. The object of research is the Sport Branch Board members of KONI (Indonesian National Sport Committee) of Riau Province. Population in this study is the Sport Branch Board members of KONI of Riau province as many as 165, with a sample of 117 people, by using a formula Solvin. The type of data required in this research is primary data and secondary data. Primary data sources were obtained from the results of empirical research through deployment questionnaire to the Branch Board Sports, while the secondary data source authors were obtained in the form of ready-made include about organisational profile of KONI of Riau Province.  Data collection methods used were interviews and questionnaires. Data analysis tools used in the study was a multiple linear regression analysis.  Results from this study showed that: (1) There is a positive effect of the Cultural Organization (X1) on the performance variable (Y1) the coofficient 0,386 with sig = 0.002 ≤ 0,05; (2) there is a positive influence Leadership variable (X2) of the variable Cultural Organization (Y1) the coofficient 0,182 with sig = 0,038 ≤ 0,05; (3) there is a positive influence organizational culture variable (X1) to achievement athlete (Y2) the coefficient 0,252 with sig 0,002, 4). there is positive leadership variables (X2) on achievment athlete (Y2) the coefficient 0,287 with a value coofficient sig = 0,000 ≤ 0,05. there is a positive influence organizational culture variables (X1) to the achievement athlete (Y2) with sig = 0,000 ≤ 0,05. Cultural organizations are independent variables that influence is greater than the other independent variables. Coofficient determination or R-square is 79.04%, while 20.96% is influenced by other variables outside the research. Suggestions for further research are to find out other variables that have a greater influence on the performance of government policy, and the development of school sports.

Concept and Types of Organizational Cultures of Hospitals

2015 ◽  
pp. 1279-1305
Author(s):  
Łukasz Sulkowski ◽  
Joanna Sulkowska
Keyword(s):  
Organizational Culture ◽  
Positive Culture ◽  
Corporate Identity ◽  
Two Dimensional ◽  
Organizational Cultures ◽  
Pilot Studies ◽  
Alternative Approach ◽  
Innovative Culture ◽  
Strong Culture ◽  
Culture Negative

This chapter sets out to analyze the problem of defining the concept of organizational culture as well as models and typologies used in reference materials. It presents various issues of organizational culture: paradigms of organizational culture, definitions of organizational culture, and two-dimensional typologies of organizational culture. The single-dimensional classifications present the following dichotomies: 1) weak culture – strong culture, 2) positive culture – negative culture, 3) pragmatic culture – bureaucratic culture, 4) introvert culture – extrovert culture, 5) conservative culture – innovative culture, 6) hierarchic culture – egalitarian culture, 7) individualist culture – collectivist culture. Furthermore, this chapter includes: multidimensional typologies of organizational culture, corporate identity – alternative approach to organizational culture and relations between culture, and structure, strategy, and organization setting. Moreover, based on the quality pilot study, it strives to explain peculiarity of this concept in relation to Polish hospitals. Results of pilot studies of organizational cultures of hospitals in Poland relate to four hospitals in Lodz Province.

Concept and Types of Organizational Cultures of Hospitals

2013 ◽  
pp. 112-141
Author(s):  
Łukasz Sulkowski ◽  
Joanna Sulkowska
Keyword(s):  
Organizational Culture ◽  
Positive Culture ◽  
Corporate Identity ◽  
Two Dimensional ◽  
Organizational Cultures ◽  
Pilot Studies ◽  
Alternative Approach ◽  
Innovative Culture ◽  
Strong Culture ◽  
Culture Negative

This chapter sets out to analyze the problem of defining the concept of organizational culture as well as models and typologies used in reference materials. It presents various issues of organizational culture: paradigms of organizational culture, definitions of organizational culture, and two-dimensional typologies of organizational culture. The single-dimensional classifications present the following dichotomies: 1) weak culture – strong culture, 2) positive culture – negative culture, 3) pragmatic culture – bureaucratic culture, 4) introvert culture – extrovert culture, 5) conservative culture – innovative culture, 6) hierarchic culture – egalitarian culture, 7) individualist culture – collectivist culture. Furthermore, this chapter includes: multidimensional typologies of organizational culture, corporate identity – alternative approach to organizational culture and relations between culture, and structure, strategy, and organization setting. Moreover, based on the quality pilot study, it strives to explain peculiarity of this concept in relation to Polish hospitals. Results of pilot studies of organizational cultures of hospitals in Poland relate to four hospitals in Lodz Province.

Techniques for Preparing Business Students to Contribute to Ethical Organizational Cultures

2015 ◽  
pp. 221-248 ◽  
Author(s):  
William Irvin Sauser Jr. ◽  
Ronald R. Sims
Keyword(s):  
Organizational Culture ◽  
Experiential Learning ◽  
Business Ethics ◽  
Business Students ◽  
Moral Character ◽  
Organizational Cultures ◽  
Learning Context ◽  
Ethical Organizational Culture ◽  
Effective Learning

This chapter distinguishes among four corporate cultures with respect to ethics—cultures of defiance, compliance, neglect, and character—and outlines a plan for constructing an ethical organizational culture. Some proven ideas are then shared for showing business students how to contribute to such a culture. These include (a) describing how to establish an effective learning context for teaching about business ethics, (b) offering a number of practical suggestions for student assignments and experiences that can empower students to understand, appreciate, and contribute to ethical organizational cultures, and (c) explaining how to enhance experiential learning by conducting an effective debriefing session. The chapter concludes with three examples from the authors' experience illustrating how these ideas can be incorporated into programs designed to teach business students how to contribute to organizational cultures grounded in moral character.

scholarly journals Pengaruh Pengendalian Internal, Budaya Organisasi, dan Moralitas pada Kecenderungan Kecurangan (Fraud) di LPD se-Kabupaten Gianyar

2018 ◽  
pp. 2155
Author(s):  
I Putu Aditya Prastika Eka Putra ◽  
Made Yenni Latrini
Keyword(s):  
Organizational Culture ◽  
Internal Control ◽  
Random Sampling ◽  
Stratified Random Sampling ◽  
Fraud Triangle ◽  
Cultural Organization ◽  
Analysis Technique ◽  
Linear Regression Technique ◽  
Triangle Theory ◽  
Questionnaire Method

This research aimed to determine the effect of internal control, organizational culture, and morality to fraud tendency. The theory used in this research are Fraud Triangle Theory and Agency Theory. The population in this study is the head of LPDs in Gianyar regency. This research using proportionate stratified random sampling. The samples were taken are 73 head of LPDs. The data collectment is done by questionnaire method. The data analysis technique used in this research is multiple linear regression technique. The results of this research showed that internal control, cultural organization and morality have negative affect on fraud tendency in LPDs in Gianyar regency. Keywords:  Internal Control, Organizational Culture, Morality, Fraud Tendency

scholarly journals Organizational Culture Based on Competences in Public Service – Example of the Competency Model in the Customs Service

2015 ◽  
Vol 7 (2) ◽  
pp. 113-123
Author(s):  
Maria Jabłońska-Wołoszyn
Keyword(s):  
European Union ◽  
Organizational Culture ◽  
Public Service ◽  
Public Organizations ◽  
Competency Model ◽  
Organizational Cultures ◽  
The European Union ◽  
Business Organizations ◽  
Organizational Goals

Abstract Using competencies to manage business organizations and to base a competency model on attributes of a preferable organizational culture is a common practice in business. Competency criteria allow improvement of workers’ performance by informing them what behaviors further achieving the required organizational goals. Public organizations, faced with challenges of being a part of the European Union, have been learning how to use competencies to pursue new goals and create new organizational cultures of the offices. The goal of this article is to present practices of the competencies evaluation usage in the Customs Service to shape behaviors accordingly to its preferable organizational culture.

Conversion and the Idea of the Secret

2018 ◽  
Vol 73 (2) ◽  
pp. 161-186
Author(s):  
Gauri Viswanathan
Keyword(s):  
Sixteenth Century ◽  
Jacques Derrida ◽  
Religious Beliefs ◽  
Belief Systems ◽  
Close Reading ◽  
African History ◽  
African Slave ◽  
Dynamic View ◽  
Helena Petrovna Blavatsky ◽  
The Individual

Gauri Viswanathan, “Conversion and the Idea of the Secret” (pp. 161–186) Obsessed with the notion of the secret in his writings on religion, Jacques Derrida uncannily evokes a predecessor with whom he has rarely, if at all, been compared—the Russian occultist Helena Petrovna Blavatsky. This essay argues that Blavatsky’s occult writings set the stage for the kinds of speculations on crypto-conversion, conscience, and responsibility that subsequently engaged Derrida. Like Blavatsky, Derrida saw conversion not as change but as retaining whatever it displaces in the form of a secret, persisting as an enduring reminder of supplanted religious beliefs. While Derrida was more interested in conversion as a form of repression that mutually constitutes the old and the new, Blavatsky held a broader and more dynamic view of conversion-as-repression: in describing Christianity’s battle against the heterogeneous belief-systems it eventually supplanted, she sought to illuminate conversion as a larger process well beyond the individual and involving religious expansion and consolidation. The essay culminates in a close reading of an occult text, W. B. Yeats’s “The Manuscript of ‘Leo Africanus,’” that exemplifies the problematics of crypto-conversion as delineated by Blavatsky and Derrida in their respective ways. “Leo Africanus” stages Yeats’s encounter with a dead spirit alternatively grasped as his anti-self and historical conscience. A breakthrough in understanding allows Yeats to acknowledge an occluded history—his as much as that of his deceased interlocutor—that can only be told in the terms of crypto-conversion, in this instance of a sixteenth-century African slave forcibly converted to Christianity and turned into a native informant of African history and geography.

scholarly journals Transforming Representation: Jacques Derrida and the End of Christianity

Open Theology ◽  
2019 ◽  
Vol 5 (1) ◽  
pp. 116-124
Author(s):  
Martin Koci
Keyword(s):  
Jacques Derrida ◽  
Driving Force ◽  
Close Reading ◽  
Central Question ◽  
The World ◽  
The Media ◽  
Central Argument ◽  
Common Understanding

Abstract The central question of this paper revolves around the problem of representation. Following Jacques Derrida and his critique of representation, this paper will interconnect two, at first sight distinct, topics: Christianity and the world of media. For Derrida, Christianity stands behind our common understanding of representation, whereas the media are the major driving force of any representation today. The central argument of this paper is to unfold this link between Christianity and representation and thus to elaborate on the idea of representation in relation to the end of Christianity announced by Derrida. Firstly, I will review Derrida’s account on the logic of representation. Derrida deems Christianity to be responsible for the logic of representation discernible in today’s media world and offers a devastating critique of the concept. Secondly, I will contextualize Derrida’s approach by pointing out the tension between the modern and postmodern perspectives on representation. Thirdly, I will return to a close reading of Derrida. Fourthly, I will offer a critique of Derrida’s critique and will look further at the possible meanings of ‘the end of Christianity.’

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