Hi, I am looking for someone to write an article on organizational culture of the pennine centre Paper must be at least 2000 words. Please, no plagiarized work! Hofstede’s Onion structure and the Competing Values Framework are probably the most popular instruments of culture analysis within organizations. The Pennine Centre project was established in 1998 and opened in 2002. The leisure center at the Pennine Centre is the source of unique, sophisticated impressions. The organizational culture at the Pennine Center is characterized by a complex system of values, rituals, practices, and symbols. from the viewpoint of the Competing Values Framework, the organizational culture of the Pennine Centre is purely rational, with the emphasis made on goals, rules, and control.
The word “culture” was first used in the English language in 1871, when Tylor published his book Primitive Culture (Kroeber 1949). At that time, culture was first defined as “a complex whole which includes knowledge, beliefs, art, morals, laws, customs, and any other capabilities and habits acquired by man as a member of society” (Kroeber 1949, p.1). Today culture is defined in multiple ways and has multiple meanings. one of the most common uses of the culture definition usually occurs within organizations. Despite the growing body of literature, the concept of organizational culture remains extremely thorny (Straub et al. 2002). It was not before 1979 that the term “organizational culture” was first used in American academic literature (Hofstede et al. 1990). Today the meaning of organizational culture is taken for granted, and its significance is almost equal to that of organizational strategy and control (Hofstede et al. 1990). Wieck (1985) even argued that strategy and culture were overlapping, but without a clear definition of the culture construct investigating the culture of the Pennine Centre would be impossible. For the purpose of this paper, the organizational culture of the Pennine Centre will be defined as “the pattern of beliefs, .values, and learned ways of coping with experience that have developed during the course of an organization’s history, and which tend to be manifested in its material arrangements and in the behaviors of its members”.