On numerous occasions, while conducting the behavioral intelligence, the culture of an organization frequently surfaces. Although no direct and precise definition categorically explains what the culture of an organization is, some ideas point toward the purpose of this concept. Over time, this concept of organizational culture has been one that has provoked innumerable vigorous debates. Commensurately, little to no consensus has been reached concerning its primary influence on behavior and if leaders can act to change it to meet their objective. However, in many corporations, one finds that practically the opposite is true; the behavioral tendencies of an organization are intrinsically dependent on its culture. Through practical experience and extensive research, there are two definitive approaches to define and decode the meaning of organizational culture. The first approach explains that a company has a culture and that one can make a list of business features, subsequently defining its personality (Szczepańska-Woszczyna, 2014). The second explanation is that the enterprise itself is treated as a culture; a system of knowledge extrapolated through the minds of its members (Szczepańska-Woszczyna, 2014). In the above case, the former has more weight when it comes to conducting behavioral intelligence
Culture is important when performing a behavioral analysis since it profoundly shows that consistent observable patterns within organizations. An important quote from Aristotle says, “We are what we repeatedly do;” commensurate to this quote, in studying the culture of an organization, one is able to deduce the patterns of behavior within an organization easily and consequently infer precisely. In behavioral intelligence analysis, incentives are huge determinants of behavioral patterns, and the formation of a culture primarily comes from shared incentives. A well-known fact is that the best predictor of people’s actions is what they are incentivized to do. Therefore, in analyzing the behaviors, culture leads to incentives, which in turn leads to the behavior of people. Ultimately, culture remains to be pivotal in all organizational endeavors and more accurately, in understanding and predicting the behavior patterns of members within an organization.
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Reference
Szczepańska-Woszczyna, K. (2014). The Importance of Organizational Culture for Innovation in the Company. Forum Scientiae Oeconomia , 2 (3), 27-39.
