Organizational Culture at Hands-On Labs

Hands-on Lab (HOL) is an online science and educational institution that creates and sells scientific "wet" labs for distance learners in higher education. The company has experienced a variety of leadership styles, such as the high turnover rate of employees and the crisis of identity. Given the instability of HOL and "culture helps us deal with uncertainty" (Trice & Beyer, 1993), HOL needs a positive cultural change. As a result, the president of HOL brings a new leader to adopt the idea that employees should take the first place and form a solidarity culture.

On the other hand, culture is simply to express your company's spirit, tradition, customs, beliefs, and methods of communication. According to the organization culture model of Edgar Schein, the company's organizational culture has two aspects: the core culture and the observable culture The first essential aspect points to the definition of organizational culture framework and the spirit and value of ethical behavior I will. This cultural perspective is reflected. For example, in core culture you use teamwork as one of the corporate values, and observable cultures do weekly team building activities for employees. On the other hand, when a company considers elite management to be one of its basic values, if its employees lack diversity, its core, spirit, and observable culture have obvious differences. . That route

Organizational culture is the collective or shared values, beliefs, and customs within an organization that determine the behavior and behavior of employees. Organizational culture is directly related to the enthusiasm and morale of employees, productivity and performance, consumption and retention, teamwork and so on. In most cases, however, drawing organizational culture in black and white is not realistic. However, it is very important for commercial companies to build positive, professional working culture from early childhood. With an ideal organizational climate, the management of the company can rely more on employee collective possibilities and professionalism to strengthen the organization's established order.

In the introduction, the nature of the relationship between organizational culture and organizational structure points out that it means two ways, that culture influences the organizational structure, ie organizational structure affects organizational culture . While organizational culture affects the selection and implementation of organizational models in the manner described above, the long-term implementation of the organizational structure model also affects organizational culture. In other words, you can integrate or change the existing organizational culture type within your company. The impact of organizational structure on corporate culture depends on the compatibility between cultural values ​​and norms on the one hand and on the other hand on the mode of performance and the mode of completion of tasks realized by the implementation of a specific organizational structure model I will.