The cultural approach to organizations theory views an organization through a humanistic lens, focusing on the shared elements that emerge from member interactions.
By definition, the cultural approach to organizational communication takes a humanistic look at an organization by considering artifacts, values, and assumptions that occur because of the interactions of organizational members. This perspective sees the organization not just as a structure or a machine, but as a unique culture with its own way of life.
Core Components of the Cultural Approach
This theory highlights three key elements that define an organization's culture, all stemming from the collective interactions within:
- Artifacts: These are the observable manifestations of the culture. As the reference states, artifacts are the norms, standards, and customs you see in organizational communication. They are the tangible symbols and behaviors that signal what the culture is like.
- Values: These represent what the organization and its members believe in and strive for. They guide decision-making and behavior, often underlying the observable artifacts.
- Assumptions: These are the deep-seated, often unconscious beliefs about the world and how things should be. They are the taken-for-granted truths that shape values and ultimately, artifacts.
How Culture Develops
Organizational culture isn't static; it's a dynamic process created and maintained through the ongoing interactions among members. These interactions, from daily conversations to formal meetings, build shared understandings, reinforce norms, and shape the collective identity.
Examining Organizational Culture
Analyzing an organization through this cultural lens involves:
- Observing artifacts: What are the dress codes, communication styles, office layouts, rituals, or jargon used?
- Identifying values: What principles are frequently discussed or appear in mission statements? What behaviors are rewarded or punished?
- Uncovering assumptions: What are the underlying beliefs about leadership, employee motivation, or the organization's purpose? (This is often the hardest layer to access).
Examples of Cultural Elements
Here's a quick look at how these components might manifest:
| Component | Definition (Based on Reference) | Practical Example |
|---|---|---|
| Artifacts | Norms, standards, and customs seen in communication & behavior | Casual dress code, frequent team lunches |
| Values | What the organization believes in and strives for | "Customer first" mentality, innovation |
| Assumptions | Deep-seated, often unconscious beliefs | Employees are naturally creative |
Significance of Understanding Organizational Culture
Understanding organizational culture provides insights into:
- How decisions are really made.
- Why certain behaviors are encouraged or discouraged.
- How new members learn the ropes (socialization).
- The overall climate and employee experience.
By focusing on the human interactions and the resulting shared meanings, the cultural approach offers a rich way to understand the unique character of any organization.
Learn more about Organizational Communication Theories.
