Briefly describe the definition of organizational culture and its main characteristics

1.The concept of organizational culture.

Organizational culture (organizational

culture) refers to the sum of values, group consciousness, ethics, code of conduct, characteristics, management style and traditional habits formed by an organization in the long-term development process, which belongs to the scope of management software.

2.Characteristics of organizational culture.

1) Culture: It is the fundamental point that distinguishes organizational culture from other contents of the organization, and it is also one of the most obvious and important characteristics. Organizational culture is expressed in the form of culture.

2) Comprehensive: As a unique culture, the content of organizational culture permeates all aspects of the organization. An employee's values and service concept are not the content of the organizational culture, but the common values of most employees and the common "people-oriented" service concept of the organization are part of the organizational culture.

3) Integration: The organizational culture has strong cohesion.

It plays an important role in adjusting the thinking and behavior of employees, so that employees can understand the common goals and interests of the organization, so that all employees tend to be consistent in their behavior, and work together to minimize internal friction.

4) Consciousness: Organizational culture is the concept of organizational culture put forward by managers, entrepreneurs and employees on the basis of summarizing lessons and lessons, and applied to practice, so as to cultivate and sublimate a high-level organizational culture.

5) Practicality: The formation of organizational culture originates from and serves practice, and exists as a practical tool; In addition, the content of organizational culture is inseparable from practice, so it can be said that organizational culture is a culture of practice.

To put it simply, organizational culture is the interpretation of the whole culture in the form of packaging through the organization of a team.

This organizational culture often has a traditional significance, and through the transmission of this traditional culture, it can further promote the inheritance of culture, which is very helpful to future generations and promotes their subsequent growth.

1. Organizational culture is an organizational culture of micro-organization.

2. The content of organizational culture roughly includes the following four aspects:

1) Organizational goals or objectives. It is the starting point and destination of organizational culture construction;

2) Shared values are the core of organizational culture;

3) style and traditional habits, in order to achieve the highest goals and values of the organization;

4) Code of conduct and rules and regulations to ensure the implementation of organizational culture.

The embodiment of organizational culture characteristics is intangible and tangible, soft constraints, continuity, and innovation.

1. Intangible and tangible.

The common ideals, values, and codes of conduct contained in the organizational culture exist in the members of the organization as a group of psychological stereotypes and atmospheres. Under the influence of spiritual culture, the members of the organization will consciously engage in social activities in accordance with the common values and codes of conduct of the organization. This effect is subtle and intangible.

However, as the carrier of organizational culture, material culture and institutional culture are tangible.

2. Soft constraints.

Organizational culture plays a role in organizational management, not by the hard means of rules and regulations, but mainly by the edification, infection and inducement of members by core values, so that members can identify with the organization's goals, codes of conduct and values, and consciously act in accordance with the common values and codes of conduct of the organization.

3. Continuity.

Organizational culture is related to the long-term development history of the organization, has a certain degree of organizational connection and continuity, and can have a long-term impact on the members of the organization, and will not change because of environmental changes or personnel changes encountered in the process of organizational development.

4. Innovation.

Organizational culture is always enriched and innovated in the process of adapting to the environment. Otherwise, an outdated, closed, rigid organizational culture can lead to the organization failing in the competition. Only through innovation can the organizational culture have strong vitality.