Barbara Mazur

By Barbara Mazur

Based on a review of articles and other published research work as well as the results of the author’s research conducted in organizations operating in religiously diverse environments in Poland, this chapter examines the influence of religion on organizational culture. The most important findings of this work concern the vital role religion plays in an organization and its culture. This paper examines religion’s influence on organizational culture, which is considered as an independent variable. It proposes a model of organizational culture enriched by the channel by which religion enters the organization’s set of values and norms. The chapter consists of the following parts: the analysis of the role of religion in an organization in the light of hitherto research, cultural dimensions of religion, analytical approaches to organizational culture, the integrated model of organizational culture enhanced by the aspect of religion, and the research results confirming the influence of Catholic and Orthodox religions on organizational culture.

Part of the book: A Closer Look at Organizational Culture in Action

By Barbara Mazur

The issue of organizational culture has recently become particularly important. One of the reasons for that is the increasing empowerment of employees, which requires changes in organizational culture. The need for change stems from the belief that management and culture should stand in harmony. The aim of this chapter is to examine the relationship between management paradigms and the orientations of organizational cultures. To accomplish that, a literature review was carried out on both paradigms of management (economic and humanistic) and groups of vales (terminal and instrumental), as well as on the types of organizational culture (task-oriented and human-oriented). The research problem focuses on determining the orientation of organizational culture and its dominant values through the lens of the management paradigm. Reflections on the relationship between management paradigm, values, and the orientation of organizational culture are theoretical, revisional, and conceptual. On the basis of the literature analyses, a model of the relationship between the paradigms applicable in the management and the type of organizational culture resulting from their application was created. In the model, the economic paradigm was assigned a task-oriented type of organizational culture, unlike the humanistic paradigm, which was assigned a human-oriented type of culture.

Part of the book: Organizational Culture