The difference between Organizational Culture, Organizational Structure and Organizational values is described as:

Organizational Culture:

Organizational culture is defined as

“A system of shared meanings and common beliefs held by organizational members that determine in a large degree how they act towards each other”.

Organizational culture has been described as the shared values, principles, traditions and ways of doing things that influence the way organizational members act. In most organizations, these shared values and practices have evolved over time and determine, to a large extent, how “things are done around here.

Our definition of culture implies three things. First, culture is a perception. It’s not something that can be physically touched or seen, but employees perceive it on the basis of what they experience within the organization. Second, organizational culture is descriptive.

It’s concerned with how members perceive the culture and describe it, not with whether they like it. Finally, even though individuals may have different backgrounds or work at different organizational levels, they tend to describe the organization’s culture in similar terms. That’s the shared aspect of culture.

• For example: Like JetBlue W. L. Gore & Associates, a company known for its innovative and high-quality fabrics used in outdoor wear and other products, also understands the importance of organizational culture. They adopt a different culture main points are:

(1)Fairness to one another and everyone you come in contact with

(2) Freedom to encourage, help and allow other associates to grow in knowledge, skill, and scope of responsibility.

(3) Consulting other associates before taking actions that could affect the company’s reputation.

This culture helps this company a lot. That’s the type of independent, people- oriented culture Bill Gore wanted. And it works well for the company—it’s earned a position on Fortune’s annual list of “100 Best Companies.

Organizational Structure:

Organizational structure can be defined as

“The formal arrangement of jobs within an organization is called organizational structure”.

• In an organization different jobs are arranged for different persons according to their education and experience. Different people of different experiences or education are assigned different jobs which they know well that how to perform this job. This arrangement of jobs in an organization is called organizational structure. It has different purpose.
• Divides work to be done into specific jobs and departments.
• Assigns tasks and responsibilities associated with individual jobs.
• Coordinates diverse organizational tasks.

Organizational Values and norms:

Every organization has a set of values, whether or not they are written down. The values guide the perspective of the organization as well as its actions. Writing down a set of commonly-held values can help an organization define its culture and beliefs. When members of the organization subscribe to a common set of values, the organization appears united when it deals with various issues.

Values and norms (sometimes moral values and norms) is a term used to describe the basic pillars of the organizational culture. These are unwritten rules and principles of behavior – some level of awareness of corporate culture. These are facts that are in the organization and considered relevant and important.