Organizational Culture from an Internal and External Stakeholders’ Perspective

Abstract

A culture change within an organization may be of importance in this turbulent world. An assessment of the current and desired cultural profiles can help estimate as to whether any changes are required. In this study the organizational culture of a housing association was examined from both the staff's and external stakeholders' perspectives. How does the current culture compare with the desired culture? Do the external stakeholders perceive the organization's culture in a similar way? Do the staff's and external stakeholders' perceptions coincide with the organization's intended image? The results demonstrate that the external stakeholders' perceptions of the organizational culture in this case study are similar to those of the organization's staff. The organization's strategy, however, does not correspond to the perceived organizational culture.

“Putting Meat on the Bones”: Understanding the Implementation of a Community-Based Early Intervention and Prevention Programme—Contextual, Person, and Programme Influences

“…The lack of this type of support and particularly leadership from managers and understanding from colleagues, was arguably, a significant factor in the lower level of programme adoption in Site 2. Indeed, these findings are consistent with previous research which links organisational factors, such as leadership and organisational climate, to more positive perceptions of, and attitudes toward, evidence-based programmes (Aarons, Ehrhart, Farahnak & Sklar, 2014;Brimhall et al, 2016;Jungnitsch, Stoffers & Neessen, 2016).…”

Direction of the Corporate Culture in Slovak and German Transport Companies from a Top Managers' Perspective

“…Total equals 100 points for each question. By completing the instrument in all six questions, it is possible to provide a picture of how organization operates and the values that characterize it (Jungnitsch et al, 2016;Schmidtová and Vacek, 2013). No right or wrong answers exist for these questions just as there is not right or wrong culture (Cameron and Quinn, 1999; , then H 0 is rejected in favour of H 1 , which means that there are statistically significant differences between the distributions of Slovak and German respondents.…”