How is culture created and communicated in organizations and how do you assess

the espoused values and beliefs of an organization? 

Organisational Culture is defined as set of beliefs, assumption, values that contribute to

the unique social and psychological environment of organization.

An ethical organisational culture is created in following ways:

 Leaders should act as a role model and transformational leader.

 Communication and passing on the ethical behaviour to the new employees as a
part of tradition.
 Conduction of regular trainings and seminar of ethical practices and positive
activities
 Apply Carrot- stick mechanism promote and reward the employees who are high on
ethical morals and punish those who does not meet the set established ethical
standards by the company.
 Also provide protective mechanism to the employees who follow the ethical
standards and stand for truth and loyalty.

Culture is transmitted and communicated to employees in following ways:

 Stories- By listening the stories of old leaders and their mechanism of working that
lead to an effective organizational culture.
 Rituals and Ceremonies- Corporate rituals are repetitive performance of the activities
that support the organisation's value and mission. By performing them on regular
basis, they are embedded as a regular habit in minds of employees.
 Cultural Symbol - Symbol depicts the organisation's value in unspoken word. They
depict the value of an organization. By seeing it, employees are constantly reminded
of their organizational culture.
 Organizational heroes or leaders act as a role model for the new employees who are
constantly know for their contribution in enriching the organization's culture.

Assessment of the values and beliefs of an organisation can be done by evaluating

an organisation on various characteristics of culture:

 Innovative- This culture is flexible, experimental.

 Aggressive- Believe in with standing among competitors.
 Outcome oriented- Emphasis on achievements, result and action.
 Stable- This culture is predictable, rule oriented, bureaucratic.
 People oriented- It values fairness, supportive and respect for individuals.
 Team oriented- It's team-oriented cultures.
What do you consider is more important for successfully completing a project - the
formal project management structure or the culture of the parent organisation?

In my opinion, the culture of parent organisation plays an important role in successful

implementation of a project because inheriting culture and sustaining it is an ongoing
continuous process. It is inherited from employees to employees as a part of tradition. The
employees or team members of a project management are also the part of parent
organisation. All employees being part of any location, division or branch could learn new
work values from the parent organizational culture through a process of organizational
acculturation.

Ethical organisational can sustain in longer run-in organisations by:

 Selection- It is the process of hiring right candidate for the organisation who maintain
and promotes organisations culture.
 Top Management- It is the prime responsibility of top management to promote and
maintain culture in the organisation.
 Socialisation- It is the process of how an employee adapts in an organisational
culture. This are stages of socialisation- (a) Pre arrival stage (b) Encounter stage (c)
Metamorphosis Stage

Culture in an organization is created when there is the creation of a vision statement by the
stakeholders in an organization. This is of greater importance to the organization in that it
helps in the future to know what improvements are the organization has made and in the
long run what projects has the organization achieved. 
To make a project successful, I believe that both the project's formal conduct and the parent
company's ethics and culture should work together to achieve the proper aims and
objectives. Whereas the parent company's ethics and culture would instruct us on how to
effectively implement the same project in order to achieve a higher level of employee
satisfaction, formal conduct would assist in ensuring that the project is run in the proper
structure and direction in order to achieve its systematic goals.
 
Reference:
Cameron, K. (2008). A process for changing organization culture. Handbook of organization
development, 14(5), 2-18.