Understanding the Components of Organizational Culture Organizational Behavior in Banking

Author: Mahmood Noori Shamsabad * ([email protected])

Today, organizational culture has become one of the most important issues in management science, especially organizational behavior, and an undeniable necessity, because organizations must have a strong, coherent culture to stay in an organizational competition. Banks and credit institutions, like other organizations, must have their own culture, a culture that treats its ethics and economy with its unique indicators, in the proper context, by combining the fabric with the basic assumptions, the value Fixed and behavioral patterns go up to employees and organizations towards a complete coherence in which it is easy to rely on the concept of "banking culture" to achieve any goal.
Human being is a social being, when it can be best placed to highlight the highest quality and coordination in the implementation of affairs, increase iovations, have the least conflict and the highest participation, so that a good organizational culture in the organization See yourself. Organizational culture is a roadmap that can coect multiple inland islands, which are the same nationalities, ethnicities, races, languages, and ways of thinking, so that they will never be in danger of moving these diversities. Do not rogue waves. Organizational culture is a comprehensive and distinctive feature of organizations from each other.
In recent years, the attention of managers has focused on guiding and controlling factors such as labor, capital, technology, raw materials and markets in order to increase efficiency, but today it is observed that the focus of attention of management thinkers has attracted other important factors that shape, Conducting and reinforcing the above factors also contributes to the overall effectiveness of which can undoubtedly be one of these factors as the organizational culture or "iceberg" that Edgar Sha'in refers to in the following.

As we see, this iceberg is divided into two parts. The smaller part that is outside of water is the apparent and symbolic sign of a culture, and indeed what we see as soon as we arrive at a new place, first of all, such as the kind of cover, the behavior, ... and the part The larger that underwater is the basic assumptions, values and beliefs that are actually the root of culture. Organizational culture affects all aspects of the organization and aims at giving members a sense of identity and commitment, which will undoubtedly be competitive in this competitive arena for having and maintaining an effective human resource (the key to progress), having a unique culture A coherent person who boasts of human power and whose organization is also on the path to progress. Organizations that seek to achieve their goals in a short time, with higher quality than their competitors, must have their own recognized and unique organizational culture. A desirable organizational culture can ultimately increase productivity and create Group cohesion and solidarity, increasing customer satisfaction and customer satisfaction.
The importance and necessity of organizational culture is that it gives the identity of the members of the organization and makes it possible for individuals to fulfill obligations beyond their own interests and interests. Researchers in the field of organizational culture believe that the ratio of culture to the organization, such as the ratio of personality (Charocter), to the person and believe that the personality of the community should be explored in order to create a maturity in society. Accordingly, in order to create an organization's maturity that leads to the development of society, it should be investigated in the organization's culture.
The results of Peters and Waterman's research on progressive organizations also indicate that the existence of fundamental values and beliefs in these organizations has led to improvements and improvements. In general, when an organization has a clear culture, it becomes a better place to work where employees enjoy working.

1. The Method of Formation of Organizational Culture:
The origin of organizational culture can not be anything other than the philosophy of its founders, which in turn has an impact on the indicators used in the recruitment process. The current actions or actions of the superior organization of the organization make it possible to shape the overall climate. How people can become familiar with the organization's culture depends on the extent to which the organization can attain the values that people have with the process of choosing individuals. What is desired by the management.

2. Organizational Culture Patterns:
Various models and models have been proposed by scholars for organizational culture, which are referred to here as some of the most important ones:
Denison's Model (Deison), in which the perceived needs of the environment and the strategic emphasis of the organization and the type of consistent organizational culture are formed.
Qui and McGraw-style patterns that focus on integrated and focused activities that identify the factors that maximize the organization's performance are explicit goals and individual judgments and assertiveness. There are other patterns that can not be discussed here. By studying them, the characteristics of strong and weak culture can be described in the table:
During a research application at Samen Credit Institute, the author, using the views of banking experts and university professors, identified 17 components of banking culture as follows. These components include: observance of Islamic law, responsibility, loyalty, seriousness and hard work, work conscience, trying to acquire professional knowledge, having clear rules and regulations, professional determination, discipline, alignment with individual goals with organizational, kindness , Cardholder, customer service, information sharing, personal humor, iovation and positivism. It can be said that these components can be considered as the main components of banking culture in Iran, considering the similar activities of most banks in the country, and respected researchers by adding some of their unique features to their bank / institution. Include things from it.

3. Proposals for the establishment and promotion of a desirable organizational culture in organizations:
1. In the first place, hiring, try to apply people who are more consistent with the characteristics of organizational culture, which leads to the strengthening and development of organizational culture.
2. Before the start of the newly recruited staff, meetings will take place, in which a group of the oldest employees who have a proper knowledge of the organization's governing culture in the organization will transfer the essential values, the social process of the organization, and the traditions and procedures to them.
3. Considering that organizational culture is something we see and feel when we arrive at an organization, it's better to have all the levels, even educated, waiters, guardians and drivers, the concepts, desires And the organization's values are reminded.
4. The organization's educational program, which has a more formal status, has to contribute to the transfer of organizational culture among the members of the organization.
5. For the sake of gaining acceptance or in the sense of socializing the new employees, managers and other employees should try to shape the mentality and work of these people as a mentor and guide.
6. In addition to formal training, you can use stories (stories quoted from past organizations that include events and occurrences about the founders of the organization, or responses to past mistakes of employees, and incidents of staff and organization). Instead of introducing or justifying The current work of the organization.
7. In order to increase the degree of commitment of individuals to the core values of organizational culture, one can be rewarded and encouraged for those who are best guided by organizational culture.
8. It can be used in weekly or monthly meetings to allocate some of the time to quoting and expressing the cultural characteristics of the organization.
9. The superior organization of the organization (and other influential individuals) through their speech and deeds provide norms and criteria and spread them quickly in the organization; therefore, always provide the best of a pattern's management so that they can get the best effect in time. Leave it
10. With the creation and development of a space full of trust and hope, one can increase the level of job satisfaction and, as a result, a strong culture, so that good thinking, good sense and positive thinking about others are converted into a steady state of behavior. Make

* Director of Education at Samen Credit Institute and Member of the Management Board of Iran