Organizational Culture in Multinational Corporations Research Paper

Organizational Culture in Multinational Corporations - Research Paper Example The culture in general and broad-spectrum comprises of assumptions, beliefs, values, norms, customs, artifacts, and several other components, likewise organization also have its norms, values, principles, and policies that makeup characteristics of the organization. In the view of many experts and theorists, culture can come under illustration and distinguish itself on three levels (Schneider, 1988). Behavior and artifacts are considered the most obvious and manifest level as it encompasses the behavioral structure of the populace of a particular culture. Values or the principles are the subsequent levels that motivate, inspire, and figure out the actions of the people. Assumptions, hypothesis, values, and attitude are the distant and rooted level and considered the most vital and imperative level to apprehend (Schneider, 1988). In order to understand the effective functioning of the organization, it is pivotal to identify with the culture first as it is a complete experience of the happenings and circumstances that encircles the entire population of the world (Alvesson, 2002).  Ã‚   Although organizational culture has come under analysis and study from a wide variety of aspects, yet it does not have a solitary and distinct definition as it is complicated and tricky to articulate in a noticeable or apparent manner. Some schools of thought even refer the organizational culture as a system where the key in elements are the response and opinion from various characteristics such as the general population, laws, and ethical, moral and competition principals. The beliefs, hypothesis, ethics, and customs based on factors such as time, money, people etc. amalgamate as a process that produces the output in the form of the consequences including the organizational behaviors, strategies, policies, products, brand image and many more (Brenton &  Driskill, 2010). For the last few decades, organizational culture has gained substantial recognition, and outstretched and broad acknowledgment amongst the employees of the organization as it has been a pivotal source for identifyi ng and becoming aware with the behaviors and attitudes of the human systems. Organizational culture is the combined recipe of principles and attitudes that make up the inimitable and distinctive shared surroundings and atmosphere for the enterprise (Brenton &  Driskill, 2010). In other words, organizational culture is the merger of values, beliefs, experiences, assumptions, documented and unrecorded rules and regulations, policies and viewpoints of the organizational members that contributes in the company’s brand image, internal working environment, communions and dealing with the external sources, and upcoming prospects and opportunities since the time the enterprise initiated until the current date (Alvesson, 2002).