Organizational culture encompasses shared beliefs, values, and practices that influence how members behave within an organization. Managers play a crucial role in shaping this culture while also being influenced by it, which can affect their decision-making and interactions. Understanding organizational culture, including its components and how it interacts with broader societal cultures, is essential for effective leadership and talent management.

1. Define organizational culture and explain how managers both create and are influenced by
organizational culture.
JENNY O. SARGADO II-AB/B
Organizational culture is the collection of shared beliefs, values and myths. It includes
the sharing of organization’s experience and values that holds it together in the organization.
According to John McLaughlin, Organizational culture is a system of shared
assumptions, values, and beliefs, which governs how people behave in organizations. These
shared values have a strong influence on the people in the organization and dictate how they
dress, act, and perform their jobs. Every organization develops and maintains a unique culture,
which provides guidelines and boundaries for the behavior of the members of the organization.
Let's explore what elements make up an organization's culture. According to MARK
MALLINGER, PHD, DON GOODWIN, MBA and TETSUYA O’HARA, MBA
(2009) organization members are more inclined to embrace change when the organization’s
culture is aligned with the mission and goals of the company. Although senior management may
espouse a set of values that they assume defines the organizational culture, the reality is that the
way members perceive what is rewarded and what they believe to be the underlying message
will constitute the “real,” in-use culture of how things are accomplished.
In this concept I reflect my experience when I became an organizational leader to my
place. Some of the times when we are having our meeting we always argue because of the
different culture that we have. We express different opinions base on our different traditions
practices and beliefs. We suggests different concept that was also base on the culture, traditions
and practices we’ve gather from our parents and also from our ancestors. Despite of our
differences we’ve come up into a unique and productive idea. For instance, when we are talking
about the decorations of our chapel, some of the members want the indigenous design and some
wants modern. For us to understand each other we come up the indigenous and modern design.
According to Needle (2004), organizational culture represents the collective values, beliefs and
principles of organizational members and is a product of such factors as history, product, market,
technology, strategy, type of employees, management style, and national culture; culture
includes the organization's vision, values, norms, systems, symbols, language, assumptions,
beliefs, and habits. Collaborated by Edgar Schein, defines organizational culture as “a pattern of
shared basic assumptions that the group learned as it solved its problems of external adaptation
and internal integration that has worked well enough to be considered valid and, therefore, to be
taught to new members as the correct way to perceive, think, and feel in relation to those
problems. In other words: shared beliefs within an organization that have been proven to work

2. Well in external and internal communication, are embraced by management and employees, and
are used as guidelines when addressing problems or other situations.
Schein states that culture can be seen in three key ways within an organization: in observable
artifacts, espoused values, and basic underlying assumptions.
In this concept, in an organizational it is very important to share our knowledge in a
business.
According to Patrick Hauensten (2011) the six Components of organizational culture are
History/Folklore, Communications/Symbols, Metrics/Rewards/Recognition, Behavioral
Rules/Norms, Valued Skills and Valued Traits. He also added that Understanding your culture
will help you make better talent management decisions. It is a key factor in deciding which
individuals are placed or promoted into a given environment and should guide the criticality of
traits and skills that are to be evaluated. According to Elizabeth Skringar, Organizational culture
is shaped by and overlaps with other cultures — especially the broader culture of the societies in
which it operates. This observation highlights the challenges that global organizations face in
establishing and maintaining a unified culture when operating in the context of multiple national,
regional and local cultures. How should leaders strike the right balance between promoting “one
culture” in the organization, while still allowing for influences of local cultures?
In this concept, I learned here how the organizational cultures help the field of business
using six components of organizational culture. The talents and traits here are all used with the
help of the organization.
Hence, organizational culture is all about our behavior and beliefs that we contribute in
an organization. It motivates all of us not to think what culture we have instead of we should be
proud of to our culture.

3. REFERENCES:
http://www.theomniview.com/ /what-are-the-components-of-organizational-culture
https://en.wikipedia.org/wiki/Organizational_culture
https://www.criminalwatchdog.com/resources/workplace-culture/what-is-organizational-
culture