Organizational Culture and Climate

Organizational Culture and Climate
Lisa R. Gaulden
Organization Communications 3240
Professor Debra Boyd
October 22, 2012

The Correlation Between Organizational Culture and Climate

Introduction
Organizations are regarded as living, breathing, complex organisms. These organisms are made up of various forces; two of which are organizational culture and organizational climate. An organization must maintain an awareness of not just the dynamics of its culture, but also of its organizational climate. Although theoretically two separate forces, each is closely connected and interdependent upon the other. In essence, an organization’s culture helps to shape its climate just as the organization’s climate has a notable impact on its culture.
Organizational culture is developed from the values, beliefs, myths, traditions, and norms of the organization. Furthermore, organizational culture may consist of other sub-cultures. Organizational climate is based on the behavior and environmental perception of the organizational members. The climate of an organization is oftentimes viewed differently in comparison to subordinates and their superiors. Companies would be remiss to focus solely on their culture and not heed to the climate of their organization.
Organizational Culture
Culture exists within an organization “. . . when people . . . share . . . language, values, beliefs, and interpretations of experience. [Culture] is reflected in customs, folkways, communication, and other observable features in the community, including rites, rituals, celebrations, legends, myths, and heroic sagas” (Papa, Daniels, & Spiker, 2008, p. 128). There is a distinct difference between culture and organizational culture. Organizational culture tends to be more formal than culture (Sherman, 1989).
Many companies have adopted