Name Bisma Saeed

Roll No. 16-BS-S-84

Submitted to Sir Arslan Qaiser

Organisation Culture

In 1976, an author defined culture as the rules of game. It means culture is built upon
rules, principles, beliefs, values according to which an organisation operates. Culture
is the way we do things means the ways of performing activities and tasks formally
or informally in an organisation. Three dominant characteristics of culture are:
culture is kind of social bindings that is shared by a group. Culture exist at visible
and deeper level. At visible level, culture is reflected through organisation building,
infrastructure, its decor, dressing, physical activities and behaviour of the group.
Deeper level relate the values, norms, ethics that underlies the behaviour of members
of group. Intangible values exist at the deeper level. Culture is learned. When a new
employee is hired, with the passage of time they learn about the culture. They adapt
and learn culture through formal or informal interactions. By networking, by sharing
information, they learn culture.

Change in an organisation take place when creativity and innovation is implemented.

Basic components of culture are shared values, beliefs and behavioural norms that
support the generation of ideas. As by team work led to generation of creative ideas
or innovation So if an organisational culture encourages team work it can result in
creativity and innovation. So hence, we can say that culture is an important
determinant of organisational creativity and innovation.

For example, Google has a strong culture which encourages continuous learning and
new ideas. Culture is the basis of its successful business.

There are certain norms that promote creativity and innovation:

Focus on idea generation: organisations encourage new ideas put forth by the
workers, they do consider new ideas and check the feasibility of those ideas and it is
key of mobilising creativity in workplace.
Supporting a continuous culture: If an organisation focu6ses on its continuous
growth then in such environment creativity is also mobilised.

Risk taking: for creativity and innovation risk takers should be encouraged.

Tolerance of mistakes: if top management is tolerant against the mistakes of

employees, it would encourage employees and ultimately they come up with new
useful ideas.

Supporting change: organisations that emphasize on positive behaviour that

promote change in work setting, this norm also promotes creativity.

Conflict handling: if there is mutual understanding and the conflict between

colleagues and departments is minimized then their collective efforts would implement
change and they can support creativity and innovation.