An organisation’s culture is a collaborative process of shared meanings that attain social order, alongside delivering roadmaps on what to do, think and feel. (Jones & May 1992). Over time the work culture develops beliefs, norms and values which are shared assumptions and behaviours learned by individuals. These jointly held beliefs and interpretations are key aspects for achieving organisational goals and shared action. This paper will discuss why it is important for human service workers to have the knowledge of organisation culture. It will further discuss how understanding organisation culture can support practitioners to work in collaboration for internal integration and external adaptation. It will elaborate on some of the challenges and influences that can occur within the organisations culture.
When entering work as a human service worker, the artefacts and creations, such as, the building, technology and language patterns, are all environmental stimuli that are directly visible. This in turn promotes the culture aspects of the organisation. Complementary to this, the psychological climate of the organisation and of structural conditions automatically delivers a shift in mood of professional sense. According to Bitsani (2013), the theory of the use
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For example, the organisation may have a department of leadership, administration and social workers, who each have their own set of unique values within their teams. However, these types of organisations can often exhibit inconsistency of behaviours and practice as they do not partake in all aspects of the culture that is fundamental for the organisations continuation (Jones & May 1992). Despite this, with today’s modern technology, it is much more accessible to convey messages of the organisational culture more holistically for inclusive