Organizational Culture in Enterprises Applying the Humanistic and Economic Paradigm of Management

Abstract

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.

Foundational Leadership and Organizational Wellness (FLOW) Model: Designing leadership learning for individuals and organizations

“…These two concepts stem from organizational culture, which is a complex system of shared values, norms, and rituals that shape the behavior of members within an organization. It is a learned product of group experience based on values, norms, and resulting cultural patterns, which include rituals, myths, symbols, and taboos (Mazur, 2023).…”