Concept Of Organizational Culture : -

The values and behaviors that contribute to the unique social and psychological environment of an
organization.

Organizational culture includes an organization's expectations, experiences, philosophy, and values that
hold it together, and is expressed in its self-image, inner workings, interactions with the outside world,
and future expectations. It is based on shared attitudes, beliefs, customs, and written and unwritten
rules that have been developed over time and are considered valid. Also called corporate culture, it's
shown in

(1) the ways the organization conducts its business, treats its employees, customers, and the wider
community,

(2) the extent to which freedom is allowed in decision making, developing new ideas, and personal
expression,

(3) how power and information flow through its hierarchy, and

(4) how committed employees are towards collective objectives.

It affects the organization's productivity and performance, and provides guidelines on customer care
and service, product quality and safety, attendance and punctuality, and concern for the environment. It
also extends to production-methods, marketing and advertising practices, and to new product creation.
Organizational culture is unique for every organization and one of the hardest things to change.

Strong/weak cultures 
Strong culture is said to exist where staff respond to stimulus because of their
alignment to organizational values.

Conversely, there is weak culture where there is little alignment with organizational
values and control must be exercised through extensive procedures and
bureaucracy. 

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Organizational culture is the behavior of humans who are part of an organization and the
meanings that the people react to their actions. Culture includes the organization values, visions,
norms, working language, systems, symbols, beliefs, and habits. It is also the pattern of such
collective behaviors and assumptions that are taught to new organizational members as a way of
perceiving, and even thinking and feeling. Organizational culture affects the way people and groups
interact with each other, with clients, and with stakeholders.
Organization Development : Organization development is an ongoing, systematic process of
implementing effective organizational change. OD is known as both a field of science focused on
understanding and managing organizational change and as a field of scientific study and inquiry. It is
interdisciplinary in nature and draws on sociology, psychology, particularly industrial and
organizational psychology, and theories of motivation, learning, and personality. Although behavioral
science has provided the basic foundation for the study and practice of OD, new and emerging fields
of study have made their presence felt. Experts in systems thinking and organizational learning,
structure of intuition in decision making, and coaching (to name a few) whose perspective is not
steeped in just the behavioral sciences, but a much more multi-disciplinary and inter-disciplinary
approach, have emerged as OD catalysts or tools.

Organization development is a growing field that is responsive to many new approaches.

The objective of OD is:

1. To increase the level of inter-personal trust among employees.

2. To increase employees' level of satisfaction and commitment.
3. To confront problems instead of neglecting them.
4. To effectively manage conflict.
5. To increase cooperation and collaboration among the employees.
6. To increase the organization's problem solving.
7. To put in place processes that will help improve the ongoing operation of the organization on
a continuous basis.