Independent. Objective.

Organizational culture refers to the shared values, beliefs, attitudes, and practices that characterize an organization. It is often considered the "personality" of an organization and influences how employees interact with each other and with external stakeholders. Organizational culture is a key factor in shaping the behavior of individuals within the organization and can have a significant impact on various aspects of organizational life, including decision-making, communication, innovation, and employee engagement.

Here are some key elements and characteristics of organizational culture:

1. Values and Beliefs: The core principles and convictions that guide the organization. These may include ethical standards, customer focus, or a commitment to innovation.
2. Norms and Behaviors: The expected patterns of behavior within the organization. This includes both formal policies and informal practices that shape how people interact and work.
3. Symbols and Rituals: Tangible and intangible symbols that represent the organization's identity. This might include logos, mission statements, or rituals that reinforce cultural norms.
4. Communication Styles: The way information flows within the organization. This includes the openness of communication, the use of formal or informal channels, and the level of transparency.
5. Leadership Style: The leadership approach prevalent in the organization. This can significantly influence the culture, as leaders set the tone and expectations for the rest of the workforce.
6. Employee Engagement: The extent to which employees feel connected to the organization and its values. Engaged employees are more likely to contribute positively to the organizational culture.
7. Adaptability: The organization's ability to adapt to change. Cultures that embrace change and innovation are generally more adaptable in dynamic environments.
8. Customer Orientation: The degree to which the organization focuses on meeting the needs and expectations of its customers. This can influence decision-making and strategic priorities.

There are various types of organizational cultures, and scholars often categorize them into different models. For example, Edgar Schein identified three levels of organizational culture: artifacts and behaviors, espoused values, and basic underlying assumptions. Another model proposed by Cameron and Quinn outlines four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy.

It's important to note that organizational culture is not static and can evolve over time, especially as new leadership takes charge or as the external environment changes. Organizations may also deliberately work to shape or change their culture to better align with their goals and values.