Why your workplace feels the way it does is rarely by accident

Health · Published 18 October 2026 Swipe more like this →

In short: Organizational culture is more than a mission statement on a wall. It is the invisible architecture of shared assumptions, behaviors, and symbols that dictate how decisions are made—or avoided. From hospitals to sports clubs, these patterns can either safeguard lives or create barriers to progress.

At its core, organizational culture is defined as the 'way things get done around here.' It is a collective set of shared normalities, values, and behaviors that reflect an organization's strategic direction. Unlike national culture, it is a distinct internal environment influenced by history, technology, management styles, and even the specific types of products or markets an organization serves. It manifests through tangible artifacts like symbols and language, but also through deep-seated 'patterns of basic assumptions' that members acquire over time as they learn to navigate internal and external problems.

Research in healthcare settings highlights how these patterns directly impact safety. In a study of Iranian teaching hospitals involving 108 staff members, researchers identified a predominantly conservative culture that prioritizes stability and compliance over innovation. While 'responsibility' and 'accountability' scored high, 'teamwork' and 'risk-taking' were notably lower. This suggests that a culture focused on following rules can sometimes come at the expense of the collaborative adaptability needed for optimal patient outcomes. Interestingly, the study found that female participants reported significantly higher responsibility scores than their male counterparts, while managerial staff reported higher accountability scores.

Changing these entrenched patterns is complex and often gradual. In community sport settings, for example, deliberate multi-level efforts to shift culture toward integrity, safety, and inclusion have shown promise. However, success typically requires combining individual learning with organizational-level changes and sustained external support. Because culture is often tied to tradition and resource constraints, moving from a culture of mere compliance to one of active collaboration remains a significant challenge for leaders in any field.

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