Which of the following best defines organisational culture?

Organisational culture is best defined as the beliefs, assumptions, and values that influence interactions within a workplace. This definition captures the essence of how culture manifests in behaviors, practices, and overall philosophy working within an organization. Culture shapes how employees engage with each other and with customers, influences decision-making processes, and affects overall organizational dynamics and productivity.

The reason this definition is superior is that it emphasizes the underlying factors that drive employee behavior and attitudes, rather than focusing on formal structures or regulations, which do not capture the more intangible aspects of culture. In contrast, the other choices provide limited or overly formalized views. For instance, management regulations and employee contracts represent formal agreements and policies but miss the nuanced interpersonal relationships and shared values that truly define how a workplace operates. The concept of “the constitution of the workplace” suggests an official document or set of rules, rather than the living, dynamic nature of culture that evolves with the employees’ beliefs and values. Thus, the chosen definition emphasizes the core elements that create a vibrant and engaging organizational environment.