Concept Of Organizational Culture Research Articles

Leadership as a determinant of need fulfillment: implications for meta-theory, methods, and practice

Of all the most prominent business concepts (e.g., DE&I, employee well-being, employee engagement, organizational culture, etc.) none rivals leadership in terms of public interest and annual monetary investment. Despite the obvious importance of leadership as a determinant of many important outcomes, the concept of leadership has been surprisingly hard to pin down, lacking consensus as to its precise meaning. As numerous authors introduce ever more constructs (e.g., servant leadership, toxic leadership, sustainable leadership, transformational leadership, etc.), the leadership concept has become emblematic of the problem of construct proliferation. Like the related fields of employee engagement, subjective well-being, and organizational culture, the leadership field is in desperate need of a clearly articulated meta-theory to house its many constructs, allowing theory and measurement to build up instead of continuing to pile up. This paper argues for grounding the concept of leadership within the psychological literature on human needs. In reviewing the leading definitions of leadership in the literature we find that they are reducible to a core set of follower needs that can be facilitated or inhibited by leaders. We propose that there is substantial value in adopting a comprehensive needs-based taxonomy over current approaches. We consider the impact of setting the concepts of leadership within existing need constructs for each of the following: (a) theory, especially the development of leadership frameworks and particularly how the concept of leadership relates to the concepts of organizational culture, employee well-being, and employee engagement; (b) methods, including the value of applying a comprehensive, structured model; and (c) practice, where we emphasize the practical advantages of clear operational definitions.

The Influence of the Human Resource Information System ( HRIS), Organizational Culture, Financial Incentives, and Flexible Working Space (FWS) On Employee Performance (Survey of PT Cloud Hosting Indonesia employees)

This research is a study to examine the application of Human Resource Information System (HRIS), Organizational Culture, Financial Incentives and Flexible Working Space (FWS) on employees of PT. Cloud Hosting Indonesia. Specifically, the purpose of conducting research at PT Cloud Hosting Indonesia is to find out management practices in applying the concepts of HRIS, Organizational Culture, Financial Incentives and FWS along with their influence on Employee Performance, especially for employees of PT Cloud Hosting Indonesia. The scope of this research will measure the relationship between research variables both dependent variables and independent variables using quantitative methods, namely multiple linear regression methods. In this study, a research sample was taken from employees of PT Cloud Hosting Indonesia and obtained a total of 60 respondents with a sampling method using a questionnaire distributed to all employees at PT Cloud Hosting Indonesia. The results of respondents' responses from the questionnaire were processed so that the results obtained that the HRIS variables, Organizational Culture, Financial Incentives and FWS, all have a relationship between variables and a significant influence on employee performance variables at PT. Cloud Hosting Indonesia.

Cultural Agility in the Age of Disruption

Abstract The aim of this paper is to propose a holistic conceptual framework focusing on cultural agility, intercultural competence and how they activate within the complex dynamics of disruptive business environments in order to enhance companies’ ability to operate in international markets and to respond to the challenges posed by a rapidly changing landscape impacted by fast technological advancements, Artificial Intelligence, global trends or major geopolitical shifts. Our research methods included a critical screening of relevant literature, journals, books, articles, reports, statistics, internet researches, that represented the theoretical part of this study. Based on this theoretical foundation, interpreting our findings, a holistic conceptual framework is proposed. This framework illustrates a process constituted by 4 stages strongly connected with the concepts of organizational culture and strategy. It highlights the vital importance of cultural knowledge, behaviour, feedback & assessment, improvement & learning within organizations facing disruptive challenges. This paper is part of a larger project on the importance of intercultural competences in multinationals and offers future research opportunities.

Rethinking organizational culture in intersectoral coordination: the perspective of boundary work

PurposeThe purpose of this paper is to rethink the concept of organizational culture as something that emerges bottom-up by using the sociological concepts of boundary object and boundary work as an analytical lens and to show how this approach can help understand and facilitate intersectoral coordination.Design/methodology/approachWe used observations and qualitative interviews to develop “deep” knowledge about processes of intersectoral coordination. The study draws on a conceptual framework of “boundary work” and “boundary objects” to show how a bottom-up perspective on organizational culture can produce better understanding of and pave the way for intersectoral coordination. We use a case of health professionals engaged in two Danish intersectoral programs developing and providing health promotion services for women with gestational diabetes mellitus (GDM).FindingsThe study showed how boundary work revolves around negotiations on how to define, understand and act on the diagnosis of GDM. This diagnosis has the characteristics of a “boundary object”, being more loosely structured in general terms, but strongly structured in local settings. Boundary objects help connect different professionals and facilitate coordination. The analysis showed how the introduction of time and the concept of “lifelong health promotion” helped to transgress existing organizational and professional boundaries.Research limitations/implicationsThe findings contribute to the literature on organizational culture and intersectoral coordination. We highlight the benefits of a practice-oriented, bottom-up perspective for a better understanding of how shared meaning is produced in cross professional coordination and collaboration. While the theoretical implications will be general applicable when studying organizational culture, the implications for practice are sensitive to context and the processes we have described as the outcomes of boundary work are generated from cases that were most likely to provide deep insight into our research topic.Practical implicationsFor practice this can build bridges between organizational and professional boundaries.Originality/valueThe findings contribute to the literature on organizational culture and intersectoral coordination. We highlight the benefits of a practice-oriented, bottom-up perspective for a better understanding of how shared meaning is produced in cross professional coordination. This may build bridges between organizational and professional boundaries in practice settings.

The relationship between leadership and culture from the perspective of Edgard Schein and awareness: a reflective analysis

The study aimed to reflexively analyze the awareness process experienced by managers in relation to culture and leadership from Edgard Schein's perspective. The methodology used was a reflective study with a descriptive, qualitative, phenomenological-hermeneutic approach, anchored in the concept of organizational culture proposed by psychologist Edgard Schein, through a search in the scientific literature for productions based on the concepts mentioned in the Virtual Health Library, through articles available in full and with significant content that were selected to support the proposed discussion. The results show that there is facilitation in the leader's awareness process when he or she seeks self-knowledge and broadening of consciousness, concomitantly reflected in his or her attributions in the organization, developing the needs of the culture. It was concluded that there is no culture without leadership and no leadership without culture, i.e. they are interdependent concepts that work together for organizational, professional and interpersonal growth, relational processes with the aim of promoting the sustainability of organizations.

THE INVESTIGATION OF ORGANIZATIONAL CULTURE ELEMENTS AND TYPOLOGIES IN A GIGA OPEN UNIVERSITY: ANADOLU UNIVERSITY OPEN EDUCATION FACULTY 40TH YEAR RESEARCH

Organizational culture acts as the mortar that connects the bricks. Every institution has its own unique culture which has been adopted and shared by all employees over the years. As establishment stories, ways of doing business, and communication styles change, culture also adopts itself to these in a way that is specific to that organization. Since there is no single understanding of culture covering all types of institutions, research has focused on classifying the concept of organizational culture according to types and concentrated on situational studies. As in for-profit businesses, culture is also significant in organizations that prioritize social goals. In this research, an academic organization within the realm of public institutions is discussed. The purpose of the article is to reveal the functioning of the elements that make up the organizational culture of the Open Education Faculty in the institution and the types of culture that are seen as dominant in the organization. In the case study, semi-structured interviews were conducted with the managers who have taken important roles in the history of the institution, and the documents containing information about the faculty culture were analyzed. The results of the qualitative content analysis revealed that Anadolu University Open Education Faculty has a strong and established culture, and this contributes to the work done and institutional development. Considering the dominant cultural styles in the institution; it is noteworthy that it started as an effective, collaborative, dynamic and work-based culture. With the institutional growth being experienced over time, the faculty culture has evolved towards a more protective, bureaucratic, and analytical one due to the difficulties in the organizational environment and the risks in the decisions taken. However, considering the scope, structural features, and stakeholder diversity of open education at home and abroad, the faculty still maintains a dynamic, collaborative and developmental cultural style with its ability to coordinate between units, its flexibility to respond to environmental changes, and its efforts to take innovative steps.

THE ROLE OF ORGANIZATIONAL CULTURE IN THE ORGANIZATION’S ACTIVITIES (THE CASE OF JSC BANK OF GEORGIA)

The present paper provides a literature review on the concepts of organizational culture and a brief history of its development. Scientific views are analyzed according to the superficial, internal and deep levels of organizational culture. Every organization has a certain structure of its organizational culture, basic values and the values that determine its viability in everyday life. Organizational culture is a complex phenomenon and represents a pressing scientific problem, which at the moment of our research has not been properly studied in Georgia. Considering such limitations, we use the single case study method in our research, which allows us to provide an in-depth analysis of current events in a real context, to identify causal connections in the research phenomenon. This paper presents a case of a successful culture based on the example of the Bank of Georgia. The case examines the values of the organizational culture at different levels, showing how a strong, unified culture is formed in the company and how culture impacts the company’s activities. The study of the documentation depicting the functioning of the Bank of Georgia showed us that the organizational culture determines the image and reputation of the bank, ensures employee and customer satisfaction, and strengthens the reputation of the bank as the best employer.

The price women attorneys pay for being mothers in South African law firms

AbstractThis paper presents the findings of a study undertaken amongst women attorneys in South Africa, to determine the impact motherhood has on their legal career. The argument is that motherhood is incompatible with the hyper‐competitive male dominant professional culture of the legal profession. The paper employs Edgar Schein's concept of organisational culture and Pierre Bourdieu's concepts of field, habitus and culture to understand how women continue to experience unequal outcome in their careers, despite the removal of formal barriers and the enactment of laws and policies. The concepts further illuminate how and why the male dominant culture of the profession embeds itself and remains one of the hardest elements to change. The study was furthermore underpinned by a feminist standpoint epistemology, interviewing 27 attorneys across three corporate law firms in South Africa. The key findings show that when becoming a mother, many women attorneys experience a disjuncture between their mothering and professional role, which is attributed to the hyper‐competitive culture of the profession. This leads to many women having less successful legal careers which is manifested in different ways. These findings demonstrate how women are perpetually marginalized in the profession and why we continue to see the lack of women in the senior ranks of the profession despite a robust legal and policy framework promoting equality.

Values as Motives: Implications for theory, methods, and practice.

The concept of human values is central to the study of culture, ethics, politics, anthropology, sociology, social psychology, environmental studies, health policy, education, management, and human capital. Because it represents the ultimate "why" behind decisions and behaviors, as a concept it plays an outsized role in both theory and practice in each of these fields. Despite the centrality of human values in these domains, the concept lacks theoretical consensus among scholars and practitioners. Like the concepts of subjective well-being, organizational culture, employee engagement, and leadership, the values literature suffers from concept proliferation and cries out for clearly stated definitions that embed the concept within a solid theoretical framework. In this article, we advocate for a fundamental reconsideration of the concept of values, anchoring it within a new psychological theory of human motivation based on first principles. Our primary contribution lies in demonstrating that the operational definitions utilized by academics and practitioners alike can be thought of as attempts to approach concepts of human motivation, specifically, emotional needs, without fully getting there. We review the leading definitions of human values in the literature, concluding that they can be distilled to a fundamental set of human emotional needs, each associated with extensive literatures of their own. We introduce a comprehensive framework of 12 human emotional needs and argue that a comprehensive motivational framework offers significant advantages over current theoretical approaches, which tend to spin off an ever-expanding list of concepts. We consider the impact of embedding values concepts within existing motivational constructs with clear benefits for: (a) theory development, (b) method development, and (c) practical applications, emphasizing the advantages of clear operational definitions.

Efek Moderasi Manajemen Perubahan Dalam Pengaruh Kepemimpinan Transformasional Terhadap Budaya Organisasi

Background - Educational institutions, such as schools and universities, have a strategic role in shaping the character, intellectual abilities and skills of students to face future challenges. However, educational institutions also have to face complex challenges, such as social, technological and environmental changes that continue to develop. Therefore, educational institutions need to have an adaptive and innovative organizational culture. In this article, we will discuss the concept of organizational culture and its important role in creating a conducive work environment, as well as the factors that influence organizational culture in educational institutions. Aim - The purpose of this study was to examine the influence of transformational leadership on the dimensions of Dennison's organizational culture, namely work relations, employee involvement and satisfaction and change management as moderating variables and carried out at the Bina Insan Bangkalan Foundation as a research object. Desaign/ methodology/ approach - This research was conducted using a quantitative approach, which is a study that aims to test theory and examine causal relationships on research objects at the Bina Insan Foundation Educational Institution, so that it can produce a general conclusion. Research using a quantitative approach emphasizes data consisting of numbers, and can be analyzed. using statistical procedures with the SMART PLS data processing application system. Results and Discussion - Transformative leadership is still considered to be one of the most important things for the continuity of good performance and organizational culture at the Bina Insan Bangkalan Foundation. this is shown based on research results, how leadership influences significantly and positively towards the creation of a good Organizational Culture dimension, which includes employee involvement, employee satisfaction, and work relations. a leader who is considered good and able to accommodate the existing system at the Bina Insan Bangkalan Foundation is still the main axis for carrying out all existing activities. In addition, it is also based on research results that change which is a control variable actually weakens the relationship between transformational leadership and organizational culture that has been built. This means that for the current period, the Bina Insan Foundation still has not accepted any structured changes. Conclussion - The results showed that transformational leadership had a positive and significant effect on the Denison dimensions of Organizational Culture (change management, employee satisfaction, and involvement. However, change management weakened the relationship between transformational leadership variables on the Denison dimensions of organizational culture at the Bina Insan Bangkalan Foundation. Research Implication – This research can provide an overview of the independent variables from the Denison dimensions of organizational culture, one of which is transformational leadership and change management.

The Impact of Organizational Culture on Administrative Creativity among Academic and Administrative Leaders: A Field Study at Private Universities in the Capital Municipality of Sana’a

The study aimed to identify the impact of organizational culture on administrative creativity among academic and administrative leaders at private universities in the Capital Municipality of Sana’a. it used the descriptive analytical method to achieve the objectives of the study and test its hypotheses. The field of study included four universities selected from (40) private universities. Considering the small size of the study population, the complete census method was used to select the study sample of (249) academic and administrative leaders. After performing the statistical analysis for (233) valid questionnaires using the Statistical Package for Social Sciences (SPSS v.23), the results of the study revealed that the organizational culture has a positive impact on the administrative creativity. The results also revealed that there is no statistically significant difference in the level of administrative creativity among the academic and administrative leaders at the universities of the study attributed to any of the demographic variables (gender, age, educational level, years of service and job type). Based on the results, the recommends strengthening and disseminating concepts of organizational culture and administrative creativity and directing the organizational norms in universities in order to increase the administrative creativity at universities. It also recommends implementing the study dimensions in general or at the level of each university, as well as making use of the high level of administrative creativity available at universities in order to increase problems solving that hold back the process of performance improvement.

Paradoxical organizational culture, authoritarian leadership, and international firm performance: evidence from international firms in China

Organizational paradox has received substantial scholarly attention; however, the literature has not yet explored the idea that it can be ingrained and manifested as an international organizational culture. In this study, we conceptually explore and empirically examine paradoxical organizational culture and its impact on international firm performance. In this vein, this study advances our knowledge of international organizational culture by extending paradox theory. We propose a “paradoxical organizational culture” as a type of international organizational culture characterized by the sustained and visible coexistence of contradictory cultural features within an international organization. We also argue that the effectiveness of paradoxical organizational culture is amplified, not dampened, by authoritarian leadership. Quantitative analyses based on cluster groups were used to examine the relationships among paradoxical culture, leadership, and firm performance. The empirical results, based on original survey data collected from China (2256 individual respondents from 394 Chinese international firms), support our claims. Our study is expected to provide implications for those interested in the concepts of paradoxical organizational culture and authoritarian leadership in the international business context.

LIDERANÇA ESTRATÉGICA DE PESSOAS COMO PRÁTICA DE ENGAJAMENTO NA ÁREA DE TECNOLOGIA DA INFORMAÇÃO

This article is the result of a research whose theme addressed the strategic management of people and organizational leadership applied in the area of Information Technology (IT), and which discussed the practices identified to obtain greater engagement of employees in the IT area and alignment with the strategic objectives aiming at the best return for the organization. This return can occur financially or by raising the levels of collaboration, creativity and satisfaction of employees in the organizational environment. Strategic people management introduces concepts of organizational culture and leadership, direction and planning that are essential to promote a functional environment of cooperation and integration. The general objective of the research was to identify and present people management practices applied in the IT area of organizations that have led them to a change of attitude in relation to the management of work teams. The study was qualitative, descriptive and was developed in the form of field and bibliographical research based on books and scientific articles. The result achieved was the indication of best leadership and people management practices that promote engagement and the best performance of IT professionals to achieve organizational objectives, based on the intersection between the concepts taken from the theoretical content and the data obtained through search.

Puran poli [1] to Purna Bramha: an exemplary entrepreneurial journey

Learning outcomes This case study aims to understand the role of women entrepreneurship that reconcile the interests of not only business but also the economy as a whole; to map the most common avenues and levers as well as challenges and impediments in entrepreneurship; and to study how women have proved themselves and created value (for company as well as consumer) and driven leadership in business. Case overview/synopsis This case study predominantly is an entrepreneurial journey of the protagonist who left her cushy job to follow her dreams and started her own venture in hospitality industry. The case is designed on the basis of rounds of interviews conducted with the owner, hence it is based on primary data. Jayanti Kathale, a technology expert, working with a reputed organization, started Purna Bramha in 2013. The unique selling proposition of her food business was the home-like taste of the Marathi cuisine that she was serving. There were challenges like funding, logistics and pricing just like any other start-up. But Jayanti was determined to excel and her perseverance helped her get through all the challenges. Besides being a successful entrepreneur herself, she played a role in empowering other women also, by offering them franchisees of her restaurant. The food service industry is fast-paced, competitive and constantly evolving. This is taken well into consideration and proper training is organized for the staff. The protagonist's main quandary at this time is her pricing strategy. Complexity academic level The case is designed to be taught to the undergraduate and postgraduate management students and any other equivalent course. It can be taught in 2-h class and is expected to require some outside preparation by students. The students should be acquainted with the basic concepts of entrepreneurship and organizational culture in India. The instructor should focus on two aspects in the case. The broader aspect is Entrepreneurship in India and the narrower and more focused ones like Women Leadership. Subject code CCS 3: Entrepreneurship Supplementary materials Teaching notes are available for educators only.

Confirmatory Factors Analysis of the Sustainability of Chemical Industry in Thailand

Purpose: The aim of this study is to study and analyze the confirmatory factor of the model of factors influencing sustainability of chemical industry in Thailand and to examine the harmonization of the confirmatory factor of the model of factors influencing sustainability of chemical industry in Thailand Theoretical Framework: The study “Structural Equation Model of Factors Influencing Sustainability of Chemical Industry in Thailand”, the researcher has researched from related research and various online information. This is to be able to define a more comprehensive and clearer conceptual framework that will guide the study. These include theories and concepts of sustainability, change leadership, organizational culture, and corporate social responsibility. Design/Methodology/Approach: A total of 317 responses were collected from the chemical industry in Thailand using a multi-stage sampling technique while AMOS has been employed for data analysis to analyze variance and covariance by applying this technique to Confirmatory Factor Analysis (CFA) to check the harmony, accuracy, or consistency of the gauge construction. The confirmatory factor analysis of the model of factors influencing sustainability of chemical industry in Thailand consisted of Sustainability, Transformational Leadership, Organizational Culture, and Corporate Social Responsibility. It was found that the consistency with the empirical data Findings: The results of all factors: Transformational Leadership, Organizational Culture, and Corporate Social Responsibility. The organization uses these factors to formulate policies, strategic plans, and budget allocations in a holistic manner in order to achieve sustainable development and achieve results that are greater than the consideration of the actions of each section. Research, Practical & Social Implications: This study revealed that Sustainability is not a single factor. It is caused by all factors, including transformational leadership, organizational culture, and corporate social responsibility. The organization uses these factors to formulate policies, strategic plans, and budget allocations in a holistic manner in order to achieve sustainable development and achieve results that are greater than the consideration of the actions of each section. Originality/Value: This study contributes to the sustainability model of chemical industry in Thailand for further academic and professional development. The industry sectors can use research findings and recommendations to formulate an organizational strategy for further sustainability development. The government can use research findings and recommendations as a guideline for reviewing sustainability development for the industrial sector in Thailand.

The prevalence of horizontal violence with different cultural dimensions

Purpose The study aims to look at the link between horizontal violence (HV) and organizational culture aspects. Bullying and hostility including intergroup conflict are referred to as HV. HV is a significant issue that is encountered in various professions. The different cultural typologies of group, developmental, hierarchical and rational culture have been addressed in this study. Additionally, it is identified that the prevalence of HV in organizations with different cultural dimensions.Design/methodology/approach Using a non-probability multistage sampling strategy, a quantitative method was used and questionnaires were circulated to collect data from the information technology sector. The data were analyzed using multiple regression analysis.Findings The findings demonstrated that HV has a positive and substantial association with the group and developmental culture, whereas HV has a negative link with hierarchical and rational culture.Research limitations/implications These results provide a valuable tool for human resource managers and policymakers in promoting a healthy work environment and employee interpersonal collaboration, which will improve the organization’s overall performance.Originality/value This study is a novel work exploring the HV among employees in technological firms, and also combining the concepts of HV and organizational culture and also assists future researchers in many folds.

Eğitim Sosyolojisinin Kuramsal Düzleminde Örgüt Kültürünün Yapısal Vetirelerinin İncelenmesi

In this study, which aims to examine the structural aspects of organizational culture in the theoretical plane of educational sociology, the topics of organizational culture and the structural aspects of this culture in the theoretical plane in the context of educational sociology will be discussed. Culture can belong to large masses of people, as well as groups within a certain society can have their own unique cultures. There may be specific cultural characteristics of groups such as non-governmental organizations, public institutions, private enterprises, where people are together for a specific purpose. Dec. At this point, instead of the concept of culture that will express the general fabric of society, the concept of organizational culture, which expresses the unique elements of a group, emerges. Instead of organizational culture, the concepts of corporate culture, company culture, organizational culture are also used. Despite the similar structural elements in organizations, the cultural characteristics of organizations can be cited as the reason for the performance Deciency between organizations. Values, norms, customary ways of doing business and past experiences in the organization are observable reflections of the organizational culture. Organizational culture consists of elements that can be observed from the outside, such as symbols, stories, ceremonies, and elements that cannot be observed from the outside, such as values and beliefs. Organizational culture is important for the organization itself, for the members of the organization, and for the managers responsible for managing the organization. Since organizations are in competition with other organizations, they tend to look for elements that will provide superiority. Dec. In addition to the importance of organizational culture in achieving the goals of the organization, there are also consequences that directly affect the members of the organization. In the problem solutions of the members of the organization, the presence of previously tried solution methods makes it easier to carry out their work. Managers have an important function in creating an organizational culture, ensuring its continuation and changing it when necessary. Organizational culture has a decisive influence on directing the elements that make up the organization to the goal in a harmonious way, if the manager and the manager can use it correctly. There are studies that organizational culture has an impact on organizational performance due to its effect on organizational commitment. Key Words: Sociology of Education, Organizational Culture, Structural

Organizational risk culture: A literature review on dimensions, assessment, value relevance, and improvement levers

The topic of organizational risk culture has gained increased attention after the financial crisis from 2007 to 2009, emphasizing the need to establish risk awareness beyond the boundaries of a dedicated risk management department. Despite its importance, the concept of organizational risk culture is not uniquely defined to date. In this paper, we conduct a structured literature review that includes 83 peer-reviewed academic articles, based on which we derive a comprehensive presentation of the concept of organizational risk culture for four major aspects: (i) dimensions of risk culture, (ii) instruments to assess and diagnose risk culture, (iii) insight on the value effect of risk culture (dimensions) on firm performance and applied methodologies, and (iv) improvement levers along the identified dimensions with further influencing factors. We conclude with a discussion of avenues of future research. Our analysis emphasizes the considerable value of a strong organizational risk culture, which should be regularly assessed in firms and improved along the dimensions identified in the paper.

Budaya Organisasi dan Dampak Organisasi terhadap Lembaga Pendidikan

Organizational culture is the basis for designing an organization because organizational culture is an organizational identity. There are several opinions about the concept of organizational culture, the most popular opinion is that organizational culture is the basis for solving external and internal problems. It is understood that organizations are created to solve problems. Organizational culture is a unified system, values, which are adhered to and used as shared guidelines for both individuals and groups in an organization or an institution. Organizations or groups will experience development and progress, if the organizational culture in an organization and the institution can be organized and run well. In this paper, the author will describe organizational culture in educational institutions, namely about the notion of organizational culture and organizational culture in educational institutions. This is very appropriate to be the focus of an educational institution, especially in achieving the desired goals.

The Influence of Organizational Structuring and Organizational Culture on the Organizational Effectiveness of Structuring and Development of the Old Banten Cultural Heritage Area

The Old Banten area is an area with high historical value located in Serang Regency, Banten Province. Its existence is very important for the genealogy of the people of Banten and is also a national cultural heritage. As a historical relic, the Old Banten area is continuously being strived by the local government to be developed and arranged so that it is always sustainable so that the area can function as it should. This research departs from the main problem concerning the low effectiveness of work on the structuring and development policy of the Old Banten Cultural Heritage area, which is suspected to be caused by the not yet good organizational and organizational culture management regarding the implementation of the Area Revitalization policy implemented by the Banten Provincial government. The approach in this study refers to the concept of organizational structuring theory and the concept of organizational culture as well as the effectiveness of policy work which is part of the scope of Public Administration Science. This research is a correlational descriptive which is carried out using a quantitative approach with the analysis technique used is the Structural Equation Modeling (SEM) technique using the LISREL application. While the population is employees of implementing agencies for the arrangement and development of the Old Banten Cultural Heritage area, namely the Banten Province Tourism Office, the Banten Province Housing and Settlements Service, and the Banten Province Regional Development Planning Agency. The results showed that partially the organization arrangement variable (X1) which consisted of structural arrangement, technology arrangement, physical arrangement and human arrangement, had a positive effect of 0.18 and a significant value of 2.49 on the effectiveness of policy work (Y). Furthermore, partially the organizational culture variable (X2), which consists of innovation, focus on small things, human orientation, team orientation, result orientation, aggressiveness and consistency, has a positive effect of 0.16 and a significant value of 2.30 on the effectiveness of policy work (Y ). while simultaneously organizational management and organizational culture are able to explain the work effectiveness of structuring and developing the Banten Lama Nature Reserve policy by 79%, with an epsilon of 21%. Which shows that there are still other variables that are also dominant and can be further investigated regarding other variables that can increase the effectiveness of policy work, from the perspective of the science of Public Administration.