Organizational Culture: A Dynamic Model (Classic Reprint)

I ntroductlon The purpose of this paper Is to describe and argue for a formal model of organizational culture which is built on a dynamic model of learning and group dynamics. 1will present a formal definition of organizational culture and then elaborate each element of the definition as a way of explicating the implications of this way of thinking. My purpose in approaching the concept in this manner is to lay a conceptual foundation for analyzing organizational cultures which will make it possible for different observers and students of organizations to begin to use a common frame of reference. The approach taken here falls into whatS anday (1979) would call the holistic approach, as distinguished from the semlotic or behavioral, though I hope to show that by taking a dynamic evolutionary point of view one can incorporate in a useful way all three of these approaches, I am making the assumption that one needs to know more than the shared understandings which the semlotic view advocates, in that even if we understand an organization well enough to live in it, we do not necessarily understand how an organization got to be that way, or where it is headed in the future. I also believe that we cannot really begin to manage or change organ zational culture until we have a model of culture which is based on learning theory, and until we understand the dynamic evolutionary forces which govern how culture grows and changes.
(Typographical errors above are due to OCR software and don't occur in the book.)

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