The discussion of organizational culture has its roots in anthropology, where the concept of culture extends beyond visible behaviors to encompass shared beliefs, values, and meanings. The term “culture,” borrowed from anthropology for use in the organizational field, acquires new layers of complexity, being understood in different ways depending on the adopted approach. When applying this idea to the context of organizations, various epistemological questions arise, further expanding the topic. The notion of an organization is also interpreted differently, adding challenges to studying culture in this environment. Some view the organization as a formal and fixed structure, while others perceive it as a fluid and subjective phenomenon in which culture plays a determining role.
According to Smircich (1983), an organization can be seen as a living, dynamic, and subjective system where individual interactions and perceptions form the foundation of organizational culture. This perspective suggests that culture is influenced by individuals’ personal perceptions, where each member of the organization may have a unique view of the same situation, generating the concept of alterity—the idea that the nature of the other is different. In this context, the term alterity reflects how culture manifests in diverse ways, becoming a transient and complex phenomenon, difficult to capture in rigid or universal patterns.
By understanding culture as a set of shared knowledge and experiences, Smircich highlights its mutable nature. For the author, organizational culture is shaped by both internal and external factors. The internal environment, such as power relations and communication processes, shapes culture on a daily basis. The external environment, including social norms and widely accepted values, is crucial in this process. Therefore, studying organizational culture requires an analysis that goes beyond the boundaries of the company, incorporating the influences of the broader social context.
Thus, when adopting an epistemological perspective in the study of organizational culture, it becomes clear that there is no single truth or interpretation. The concept of culture is plural, fluid, and constantly evolving, demanding an interdisciplinary approach for its complete understanding. However, organizational culture can be understood as a social construct—formed and reformed continuously through individuals’ interactions and experiences. Smircich (1983) argues that due to this mutable and subjective nature, culture in organizations is never wholly static but rather a dynamic phenomenon. This makes its study an essential tool for understanding the complexity of human relationships within organizations.
REFERENCES
SMIRCICH, L. Concepts of Culture and Organizational Analysis. Administrative Science Quarterly, Vol. 28, No. 3, 1983, p. 339-358 (Tradução técnica para o português de Vera Carneiro da Cunha)
