What is the relationship between organizational culture and values?

Organizational culture is generally speaking, "personality" or "attitude" of the organization, such as the company, volunteer group, church or government office. The culture of the organization affects and is strongly influenced by the objectives and values ​​of this organization, as well as the structure of management and various employees. Organizational culture and values ​​are closely linked because the organization is generally based on certain values. These values ​​tend to influence the organizational structure, but may change over time because different people take different roles in the organization and overall changes in culture. The organizational culture and values ​​thus affect over time and tend to change if there is a conflict between them.

management in the organization is one of the most important determining factors of both organizational culture acknowledgments. All leaders have their own plans, values ​​and goals, all of which affect the way they lead. GroupsAccessing under a particular leader can to some extent change their organizational culture and values ​​to better reflect the goals and interests of the leader. A good leader should be able to encourage his subordinates to appreciate the goals and intentions of the organization and be able to develop a culture that contributes to achieving these goals. On the other hand, a bad leader can appreciate personal prestige and progress, and his behavior could lead to the development of culture based on the attracting and impression of the leader instead of achieving the objectives of the organization as a whole.

"values" of the organization include ideas on how the types of goals that people belonging to this organization should try to achieve, and the way they should behave in working on these goals. Organizational culture and value are connected in this culture often reflect the peace to which employees personally deal with the values ​​of the organization. Organizations whose employees personally approve their values ​​and goals will probably have a strong, natural culture based on takingan emotional effort for these goals. An organization with employees who, on the other hand, feel little personal connection with its values ​​and goals may need a strict hierarchical structure with great bureaucracy to remain productive.

In some cases, organizational culture and values ​​are incorrectly balanced. For example, the company can claim to evaluate promotions and progress, but then offer employees only limited opportunities to advance. Such a conflict often leads to a weak culture that can lead to reduced productivity and a high level of employee turnover.