ABASYN UNIVERSITY ISLAMABAD

ORGANIZATIONAL BEHAVIOR

SUBMITTED BY
WAQAR AHMAD (5168)

Submitted to Civil Engineering Department

ENGR.NAHEED AKHTAR Abasyn University Islamabad

Campus (AUIC)

Chak Shahzad, Islamabad, Pakistan

 CHOOSE A COUNTRY UP YOUR CHOICE AND EXPLORE ALL FEATURES TO

STUDY PUBLIC ORGANISATIONAL, ITS ORGANISATIONAL CULTURE,

SOCIALIZATION, AND KNOWLEDGE SHARING.

LET’S DISCUSS THE TERMS PUBLIC ORGANISATIONAL, ITS

ORGANISATIONAL CULTURE, SOCIALIZATION, AND KNOWLEDGE SHARING.

PUBLIC ORGANISATIONAL

Public organizations, as integral components of governance, are entities funded and operated by governments to

provide essential services and address public needs across sectors like healthcare, education, and social welfare.

They are characterized by public ownership, subject to government oversight, and mandated to serve the public

interest. With hierarchical structures and formalized decision-making processes, they ensure accountability and

transparency in their operations. Public organizations play a pivotal role in upholding societal well-being by

delivering services guided by government policies and objectives. Through their activities, they reinforce values

of integrity, efficiency, and responsiveness while promoting public trust. Examples include government

departments, agencies, and municipalities, which operate under legal frameworks and report to elected officials,

ensuring alignment with public priorities and objectives.

ORGANISATIONAL CULTURE

Organizational culture encompasses the shared values, beliefs, norms, and behaviors that define the identity and

character of an organization. It is rooted in the core values and beliefs that guide decision-making and shape

employee behavior. These values are reinforced through norms and practices that govern interactions and

conduct within the organization. Leaders play a pivotal role in shaping culture through their behavior and

communication, setting the tone for the organization. Symbols, rituals, and ceremonies further reinforce cultural

norms and foster a sense of belonging among employees. A positive culture enhances employee engagement,

satisfaction, and commitment, contributing to organizational success. Cultures that prioritize innovation,
collaboration, customer-centricity, and safety foster environments where employees can thrive and

organizations can adapt to change. Ultimately, organizational culture is a key determinant of organizational

performance, shaping how employees work together to achieve shared goals and fulfill the organization's

mission.

SOCIALIZATION

Socialization within an organization refers to the process through which new employees are integrated into the

organizational culture and learn the norms, values, and behaviors that define the workplace. It involves both

formal and informal mechanisms aimed at orienting newcomers and helping them become productive members

of the organization. During socialization, new employees gain an understanding of the organization's mission,

goals, policies, and procedures, as well as the expectations placed upon them. Formal socialization mechanisms

may include orientation programs, training sessions, and mentorship initiatives designed to provide structured

guidance and support to new hires. Informal socialization occurs through day-to-day interactions with

colleagues, where new employees observe and learn from more experienced coworkers. Successful socialization

leads to increased employee engagement, job satisfaction, and organizational commitment, while also

facilitating knowledge sharing and collaboration among employees. Additionally, socialization helps to

reinforce organizational culture and values, ensuring continuity and coherence within the workplace.

KNOWLEDGE SHARING

Knowledge sharing is the vital process of exchanging information, expertise, and insights among individuals or

groups within an organization. It involves transferring both explicit knowledge, which is codified and easily

documented, and tacit knowledge, which is more experiential and difficult to articulate. Through formal

channels like meetings and training sessions, informal interactions such as conversations and collaborations,

and digital platforms like intranet portals and online forums, employees disseminate knowledge, fostering

collaboration, problem-solving, and innovation. Learning and development programs and communities of

practice further support knowledge sharing, enabling individuals to develop new skills, acquire relevant
knowledge, and contribute to organizational growth. Effective knowledge sharing cultivates a culture of

continuous learning and improvement, driving innovation and enhancing organizational performance.

PUBLIC ORGANIZATIONS, ORGANIZATIONAL CULTURE, SOCIALIZATION, AND

KNOWLEDGE SHARING IN CANADA.

Public Organizations in Canada: Canada's public sector comprises a diverse array of organizations at

the federal, provincial/territorial, and municipal levels. At the federal level, there are government departments

and agencies responsible for areas such as national defense, healthcare, immigration, and taxation. Provincially

and territorially, government bodies oversee sectors like education, healthcare, transportation, and natural

resources. Municipalities are responsible for local services such as garbage collection, public transit, and parks

and recreation. These public organizations operate under democratic principles, with elected officials

accountable to the public.

Organizational Culture: The organizational culture in Canadian public organizations is characterized by

values such as diversity, inclusivity, transparency, and accountability. Canada is a multicultural society, and its

public sector reflects this diversity, striving to create inclusive workplaces where employees from diverse

backgrounds feel valued and respected. Organizational cultures prioritize collaboration, teamwork, and open

communication, fostering environments where employees can contribute their unique perspectives and work

together towards common goals. Additionally, there is an emphasis on ethical behavior, integrity, and

accountability in public service delivery.

Socialization: Socialization in Canadian public organizations involve welcoming new employees into the

organizational culture and helping them understand their roles, responsibilities, and the values of public service.

New hires typically participate in orientation programs that introduce them to the organization's mission, vision,

and objectives, as well as its policies, procedures, and organizational structure. Mentorship programs pair new

employees with experienced colleagues who provide guidance and support as they acclimate to their roles. On-
the-job training opportunities allow new hires to learn the specific skills and knowledge required for their

positions while also fostering relationships with coworkers.

Knowledge Sharing: Knowledge sharing is essential in Canadian public organizations to ensure effective

service delivery, policy development, and decision-making. Public servants exchange information, expertise,

and best practices through various channels, including formal meetings, training sessions, digital platforms, and

communities of practice. Knowledge management systems are used to capture, store, and disseminate valuable

insights and lessons learned across departments and agencies. Collaborative initiatives and partnerships with

external stakeholders, such as academia, non-profit organizations, and Indigenous communities, further promote

knowledge sharing and innovation within the public sector.