Making an analysis for organizational culture es almost as common as visiting the doctor; we do not usually do it until we are in the middle of a crisis. However, as it happens with doctors andpeople’s health, making prevention studies can save time and money to the organizations, helping them to keep running properly and to get relevant information that can be used for taking importantdecisions.
As happens with doctors, they don´t usually have the same approach to a similar problem or disease. Some times they even disagree about the best way to determinate and treat an illness. Thisdiscrepancies are even bigger among social researchers, the reason may be because the many variables in a social case study; groups, ideas, symbols, backgrounds, etc.
Understanding these differenttheoretical perspectives may help the organization to have a better view of the researcher’s analysis. Over all, there are three different ways experts handle organizational culture analysis; theintegration perspective, the differentiation perspective and the fragmentation perspective.
The first one mentioned, the integration perspective “focuses in thosemanifestations of a culture that have mutually interpretations” (Driskill &Brenton 2005). It focuses on consensus in the organization. Everything that people share is what is actually culture, any discrepancyor ambiguity is seen as a potential or actual threat for the group. The organization is seen as a big block where whoever does not fit shall either not stay in the organization or chance in order tofit in the cultural standards. Any deviation should be fixed. A very good way to understand this point of view is seeing the organization as a big monolith, a single piece mass that works as awhole. Every piece of the “organizational culture machinery” works together and responds to one another in harmony.
This point of view recognizes that there are some inconsistency on every group or…