Every organization will naturally develop a dominant culture and likely a subculture as the organization grows. First, an organization will have a dominant culture. A dominant culture within an organization is the core values that a majority of the members share (Baack, 2012). As the organization gets larger, it is likely a subculture will develop. A subculture is a smaller group within the organization that aligns values in terms of shared problems, situations, or experiences (Baack, 2012). Often times the dominant culture and subcultures will work together to drive the organization’s overall core values. While there may be exceptions to this that management must monitor for, often times the two cultures will work together to drive the personality of the organization (Baack, 2012). It is important for an organization to have an understanding of how these cultures affect the overall function of the company. These cultures make the organization distinct, create a sense of identity, build the social system, and drive inclusion (Baack, 2012). When there is a positive culture, there are also many additional benefits. The successful implementation of a positive culture will lead to stability, employee self-management, and a comfortable and secure workplace (Baack, 2012).
The organization that I work for has a culture that focuses on the importance of inclusion and embracing diversity. This focus on a need to accept others regardless of their differences drives a culture that understands diversity. In order to accept and welcome others, one needs to understand and respect diversity. While the group that I work with has a dominant culture, there is also a subculture. Regardless of the situation, both groups are able to voice and share their opinions and thoughts in relation to a topic. Those beliefs are appreciated and as a group, we decide on what the best outcome for the specific situation will be.
Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.
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