Culture of Organization vs. Organizational Culture

Attribute	Culture of Organization	Organizational Culture
Definition	Refers to the values, beliefs, and behaviors that contribute to the unique social and psychological environment of an organization.	Refers to the shared values, beliefs, and norms that influence the way individuals and groups interact within an organization.
Focus	Emphasizes the overall culture and environment within an organization.	Focuses on the specific values and norms that shape behavior within an organization.
Impact	Affects the overall functioning and success of an organization.	Influences employee behavior, decision-making, and performance within an organization.
Development	Can be intentionally shaped and developed by organizational leaders.	Can evolve over time based on the values and behaviors of employees and leaders.

Definition

When discussing the attributes of Culture of Organization and Organizational Culture, it is important to first define these terms. Culture of Organization refers to the values, beliefs, and behaviors that shape the way an organization operates. It encompasses the norms and practices that guide the actions of individuals within the organization. On the other hand, Organizational Culture is the shared values, beliefs, and norms that influence the behavior of individuals within an organization. It is the collective mindset that shapes the organization's identity and guides its decision-making processes.

Focus

One key difference between Culture of Organization and Organizational Culture is their focus. Culture of Organization tends to emphasize the specific practices and behaviors that are unique to a particular organization. It looks at how these practices shape the overall culture of the organization. Organizational Culture, on the other hand, focuses on the broader values and beliefs that are shared by all members of the organization. It looks at how these shared values influence the organization as a whole.

Origin

The origin of Culture of Organization and Organizational Culture also differs. Culture of Organization is often seen as something that is created and maintained by the individuals within the organization. It is shaped by the interactions and experiences of employees at all levels of the organization. Organizational Culture, on the other hand, is often seen as something that is established by the leadership of the organization. It is influenced by the values and beliefs of the founders and top executives, and is then passed down to all members of the organization.

Impact

Both Culture of Organization and Organizational Culture have a significant impact on the success of an organization. Culture of Organization can affect employee morale, productivity, and overall satisfaction within the organization. It can also impact the organization's reputation and ability to attract and retain top talent. Organizational Culture, on the other hand, can influence the organization's ability to adapt to change, innovate, and achieve its strategic goals. It can also impact the organization's relationships with customers, suppliers, and other stakeholders.

Measurement

Measuring Culture of Organization and Organizational Culture can be challenging. Culture of Organization is often assessed through surveys, interviews, and observations of employees at all levels of the organization. It can also be measured through the analysis of organizational policies, practices, and procedures. Organizational Culture, on the other hand, is often assessed through cultural audits, employee feedback, and analysis of organizational artifacts such as mission statements, logos, and symbols.

Alignment

One key goal of both Culture of Organization and Organizational Culture is to ensure alignment with the organization's goals and objectives. Culture of Organization seeks to align the behaviors and practices of individuals within the organization with the overall mission and vision of the organization. It aims to create a sense of purpose and direction among employees. Organizational Culture, on the other hand, seeks to align the values and beliefs of all members of the organization with the strategic goals and objectives of the organization. It aims to create a cohesive and unified culture that drives the organization forward.

Adaptability

Another important aspect to consider when comparing Culture of Organization and Organizational Culture is their adaptability. Culture of Organization is often more flexible and can change more easily in response to internal and external factors. It can evolve over time as new employees join the organization or as the organization faces new challenges. Organizational Culture, on the other hand, is often more resistant to change and can be more difficult to shift. It is deeply ingrained in the organization and can take time and effort to transform.

Conclusion

In conclusion, Culture of Organization and Organizational Culture are both essential components of any successful organization. While they share some similarities, such as their focus on values and beliefs, they also have distinct differences in terms of their origin, impact, measurement, alignment, and adaptability. Understanding these differences can help organizations better leverage their culture to achieve their strategic goals and create a positive and productive work environment for all employees.