The Dynamics of Organizational Culture. Management Essay.

The Dynamic of Organization Culture
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 The Dynamic of Organization Culture
Hatch, M. J. (1993). The dynamics of organizational culture. Academy of Management Review, 18(4), 657-693.
The idea of culture has been prominent in anthropology and folklore research. In these studies, there are numerous studies that cover the aspect of culture. Most of the past studies also covered the customs and traditions of work organizations. In sociology, there were also studies that centered on the culture of organizations, with several appearing during the 1970s. However, the adoption of the concept of culture in mainstream organization management happened during the 1980s. There were several scholars that contributed heavily to the development of proper frameworks that assisted organizations in incorporating the concept of culture in management. Through the adoption of these influences, there are several researchers that have used ideas from early researchers such as Schein, while others challenged his proposals. Schein argued that most organizational cultures are unitary. This claim was challenged by other researchers that emerged in later years. Through this article, we will be reviewing the overall purpose of the article, what were the main themes, the new ideas or information communication in the article, why was it important to publish the information, and what methods the authors used to arrive at a conclusion. In this review, we will also give an impression of the usefulness of the article.
Hatch (1993) published the article in the Academy of Management Review. The article starts with a critical evaluation of Schein’s (1985) model of organizational culture. The model stated that the culture was “assumptions, values, and artifacts.” This left numerous gaps on what organizational culture entailed, particularly with regard to the processes and symbols within the organization. In this article, Hatch assesses these gaps and proposes a novel approach or model that merges concepts from Schein’s theory and other ideas from the symbolic and interpretative outlooks. The name of the new model being discussed in the article is the cultural dynamics. The model is comprehensive because it articulates the diverse processes of manifestation, realization, symbolization, and interpretation. Further, it also provides linkages, which allows the discussion of the dynamics of organizational culture. There are key implications for the cultural dynamics model. It offers a comprehensive framework for gathering and analyzing cultural data. There is also a basis for future theoretical development covered in the article.
From the foregoing summary, the main ideas from the article center on the further developments of Schein’s theory. It provides a comprehensive approach to understanding organizational culture. With the inclusion of the symbolic-interpretive outlooks with Schein’s concepts, it provides a strong framework for managers to understand the concept of culture within an organization. These ideas were important because they allowed easier implementation of organizational culture concepts during the day-to-day management of organizations. It was an important development in the quest to understand and incorporate organizational culture as a foundational concept in management. There are two main fundamental changes in Schein’s model that make these p...