The Impact of Perceived Organizational Culture and Learning on Organizational Identity in Iran Insurance Company

By Mousavi, Maryam Sadat; Ghiasi, Mojtaba et al. | International Journal of Business and Management Science, July 2017 | Go to article overview

The Impact of Perceived Organizational Culture and Learning on Organizational Identity in Iran Insurance Company


Mousavi, Maryam Sadat, Ghiasi, Mojtaba, Khodayari, Mohammad Azim, International Journal of Business and Management Science


INTRODUCTION

The organizational culture is a relatively new phenomenon that has taken place in the organization and management. From the 80s on, attitudes of managers and researchers have changed to the organization and analysis of organizational culture as one of the experts in the field of organizational behavior has been proposed. So that, using this approach, organizations around the world to have achieved to unprecedented success in the field of environmental challenges to activate organizational culture. (Rouhi Azizi and Mahdavi, 2007)

Experts noted the role of organizational culture in assisting organizations to achieve their goals always important. They introduce corporate culture in the organization such as the ratio of a person's character, and that as for the development of the society should be explored in the context of their personality; to create organizational development, leading to the development of society, culture should also be explored. (Sharif-Zadeh and Kazemi, 1998)

Edgar Schein defines organizational culture as follows: Organizational culture is a pattern of basic assumptions that a given group has invented or discovered and developed and learn to the external adaptation and internal coordinate, if this model is more efficient over time so that the correct method is valid perceptual, thought and feeling that shape the new members about their problems. (Schein, 1984)

Kuntz defined organizational culture as "the general pattern of behavior, beliefs, considered collective values that most members of the partner organizations ". (Kuntz, 1990) Gordon defined "organizational culture as a set of assumptions and values of the organization knows that the most widely respected and leads to certain behavior patterns." (Garland, 2002) Morris defined "organizational culture as relatively stable beliefs and values shared perceptions maintained by members of the organization". (Morris, 1992)

Hill and Jones (1998) defined perceived organizational culture as "common rules and values of the organization". By learning the values and culture and internal rules of the organization's or in the process of staff social events, characters, stories, ceremonies, laws and values deepen and these elements are entered into their own behaviors and attitudes. (Sharif-Zadeh and Kazemi, 1998)

World today, especially the world organization has undergone dramatic and continuous changes and all aspects of the organization of the internal environment to the external environment, human and non-human factors, etc., all with stunning acceleration are getting from state to state others. In such circumstances, organizations are struggling to survive and to be able to maintain in the turbulent environment, continuous non-dynamic mold removed and are moving toward the development of learning and creating learning organizations. (Dyer and Nobeoka, 2000)

On the other hand, today's knowledge is a valuable asset and knowledge management is a priority management issue. For the realization, contemporary organizations to implement strategies that would contribute to building smart. In the era of knowledge workers, managers, experts, set out to develop intelligent knowledge management and learning organizations to establish clear cause and to develop their knowledge and thus improve the performance of organizations. (Elahi, 2009)

These transformations made organizations to change the traditional management and traditional organization to management learning organization. (Gholipour, et al., 2011, p. 149) Learning is all the procedures, mechanisms and processes within the organization in order to accomplish learning (Alavi, 2008). The concepts of organizational learning were described for the first time by Kurt and March (1963) (1963) which used the adaptive learning theory to describe the organization as a metaphorical identity.

Daft and Huber (1987) stated organizational learning from a structural--systematic point and stressed that organization have internal mechanisms for the distribution of information and expression and systematic organizational learning emphasis is on the origin. …

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