What do we call the shared social knowledge within an organization that shapes employee behaviors?

The concept being referred to is organizational culture. This refers to the collective values, beliefs, norms, and practices that shape how employees within an organization interact with one another and approach their work. Organizational culture functions as a framework guiding behavior, encouraging certain practices while discouraging others.

It influences everything from communication styles and decision-making processes to how employees view their roles within the company. For instance, a strong culture may promote collaboration and innovation, while a more rigid culture could lead to adherence to hierarchy and fewer chances for creative input. The significance of organizational culture lies in its ability to create a shared sense of identity and purpose among employees, ultimately driving engagement and performance.

In contrast, organizational structure pertains to the formal arrangement of roles, responsibilities, and authority within an organization, while organizational dynamics refer to the patterns of interaction and relationships that occur among individuals and teams. Human resource policies are the guidelines and regulations governing employee management and behavior but do not encompass the broader social knowledge that shapes employee interactions and mindset within the organization.