Organizational culture and processes of assimilation

Organizational culture is an approach in organization and communication which descried by an anthropological perspective such as history, language, values and beliefs, customs, artifacts, rituals, celebrations, legends, myths and interpretations of experience of an organization. Organizational culture is defined as a collection of values and belief that are created by the member within the organization. This culture has the control in the way members interact with each other within and outside the organization and often it is mentally shared, constructed, and difficult to change. However, organizations, often have holistic and aesthetic moral standards at the deepest level; taboo elements that cannot be discussed inside the organization. This insight offers a higher understanding and difficulty especially for the newcomers that attempt to assimilate with the organizational culture. Thus, organizational that likely to change agents usually fail to accomplish their goal because it takes time to become acclimatize. As a result, orienting, socializing, training, formal and informal mentoring, and information giving and seeking are the chief means of learning task priorities and preferred manner of role performance (Katz & Kahn 1978). Often, newcomers have a competency to be a “role-making” that attempts to change the cultural patterns. Often an organization has an assumption that change is good; Schein “onion” model.