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Capturing the Behavioral Norms

Exploring the relationship between organizational structure and culture would be highly beneficial, since both of them determine the behaviour of organization members. However they do it in different ways. Organizational culture is an intrinsic factor of organizational behaviour, inasmuch as it directs the way people behave in an organization by operating from within and by determining assumptions, values, norms, and attitudes according to which organization members guide themselves in everyday actions in the organization. On the other hand, organizational structure is an extrinsic factor which influences people’s behaviour from the outside, through formal limitations set by division of labour, authority distribution, grouping of units, and coordination. Therefore one’s behaviour in an organization is the result of the impact of its culture and structure, as well as the influence of other factors. Therefore studying the mutual impact of organizational culture and structure is important for a comprehensive understanding of the behaviour of an organization’s members. Organizational culture can be defined as “a system of assumptions, values, norms, and attitudes, manifested through symbols which the members of an organization have developed and adopted through mutual experience and which help them determine the meaning of the world around them and the way they behave in it” (Janićijević, 2011: 72). As this definition implies, organizational culture has a cognitive and a symbolic component in its content. The cognitive component consists of mutual assumptions, beliefs, norms, and attitudes that the organization’s members share, and which also shape their mental