Research Paper on Organizational Culture & Mentoring

Topics: Organizational studies, Organization, Organizational culture Pages: 8 (2149 words) Published: January 23, 2011
Research paper
Organizational culture & mentoring

SUBMITTED BY: Anora Muriel dsilva
Class: MBA (IB)

Introduction| 2|
Why do we study organizational culture| 2|
Levels of organizational culture| 3|
Consequences and implication of organizational culture| 4-5| Research findings on organizational culture| 5|
Mentoring| |
Introduction| 5|
Functions of Mentoring| 5|
Characteristics of a good mentor| 6|
Personal and organizational implications of mentoring| 6| Building an effective mentoring network:| 7|
Research finding on mentoring| 8|
Bibliography| 9|

The word culture has been is derived from the idea of cultivation which means the pattern of development. This pattern differs from country to country and society to society. Organizational culture refers to the common beliefs and values that are present in the organization which guides the behavior of its members. Organizational behavior is usually considered to be a soft concept but still it is a very strong and reliable culture. A firmly established culture can even take as long as 10 to 20 years or even more number of years to accept changes in the organization. An organizational culture is usually passed on from the existing employees of the organization to the new recruits of the organizations by socializing with one another. Organizational culture to a great extend influences the behavior of the employees in the work place. WHY WE NEED TO STUDY THE ORGANIZATIONAL CULTURE:

A strong work culture acts as a driving force for the organizations success. The reasons why we need to study organizational behavior are as follows: 1) Firstly culture refers to a constant change and development of values , beliefs and attitudes over a period of time. Organizations have a certain set of values which can be related to the founders of the organization and organizations prefer to select or employee such employees who have a similar set of values, beliefs and attitudes. 2) The organizational culture to a great extent is influenced by the external environment and the interaction between the organization and the external environment. For example the work culture of an MNC differs to a great extend from the nationalized companies etc. 3) Thirdly the work culture also refers to the nature of the work, the objectives, mission, vision and the goals of the organization. In order to carry on the job effectively one has to be aware of the culture of the organizations. For example companies like ABB have a zero tolerance level for bribery and if an employee indulges in doing so will be sacked from their job without even giving them a chance to justify themselves as to why they entered into such a practice. Thus an employee who is unaware of this fact and indulges in such practices could easily be fired. LEVELS OF AN ORGANISATIONAL CULTURE:

An organizational culture can be divided into three parts namely a) observable artifacts, b) shared values, c) common assumptions. a) Observable artifacts:
It refers to the symbols of culture in the work environment. It contains the following: i) Organisational heroes: In view of the organizations philosophy organizational behavior studies the the behavior of the members of the organization specially those of the top management and their leadership style. As they tend to easily become the role model for the other members of the organization and also represent the values of the company and the companies culture while dealing with the outside world. ii) Ceremonies and rights: It refers to the activities which are constantly repeated in the organization on important occasions. Eg: recognizing the members who have achieved success and rewarding them. These ceremonies like dinners, picnics etc bring about a common cultural bond among its members. iii) Stories: stories and...

Bibliography: Some scholars argue that to apportion special sets of ethics to separate spheres or arenas of activity, such as business ethics, is to create an artificial distinction between business and the rest of life (Drucker, 1981).
1. Organisation Theory and the Ethics of Participation; Stephan Cludts; Journal of Business Ethics, Vol. 21, No. 2/3, The Ethics of Participation (Sep., 1999), pp. 157-171
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