The Organization

Organizational Culture

The ultimate source of an organization's culture is its founders. They create their envisioned culture by hiring/keeping employees who are on board with the vision, socializing said employees to their way of thinking, and acting as role models to internalize their beliefs within the employees. The founders keep their culture alive through selection practices, the actions of top management, and socialization methods.
Every organization's culture is different, and there is no "ideal culture" for everyone. An individual's personality plays a major role in what type of culture they want to be a part of. There are two broad categories of culture with one being formal, mechanistic, and structured while another is informal, flexible, and innovative. I took an assessment tool for what kind of culture I would prefer or thrive in. I ranked statements that dealt with preferences in the workplace including: I like the thrill and excitement from taking risks, I like being part of a team and having my performance assessed by team members. I scored a middle-ground number but closer to the informal, humanistic, flexible, and innovative culture side. These results resonate with me, because I know I could never have an office job that required me to sit in a cubicle and do the same thing everyday. I get bored very easily and don't like having to always follow strict rules, but I'm middle-ground because I know rules and formality are required for some aspects of working.

Now what?
In order for a person to find a job they love, they must first investigate what they want and need to prosper while at work and then they must research organizations that fit. A person who isn't matched with an organizational culture that fits their personality, they will be unhappy and will probably look for another job.