The dimensions between organizational culture
and climate can be distinguished in this manner:
| Organizational Culture |
Organizational Climate |
| Values |
Structure |
| Beliefs |
Standards |
| Myths |
Ownership, Responsibility &
Accountability |
| Traditions |
Reward Systems, Merit, Feedback |
| Norms |
Employee Commitment & Retention |
|
An organization´s culture is developed over many years; changing the
culture is a process that, on average, takes more than seven years. Organizations
can consciously define their new culture objectives. Senior management can
do this in terms of inoculating the organization with a new vision, new
core values, leadership standards whereby leaders serve as role models within
the organization and, a new mission statement for the organization.
Leadership has a direct role in creating, establishing and perpetrating
culture within the organization which, in turn, has a direct impact on
organizational climate. The role of customized organizational culture
surveys is to enhance employee alignment with organizational values, beliefs
and norms, including corporate governance and ethical standards. Early
detection of problem areas is key to maintaining the integrity of the
organization. Diversity helps. |
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