Transcript
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Institutionalization: A Forerunner of
CultureInstitutionalization
When an organization takes on a life of its own,apart from any of its members, becomes valued foritself, and acquires immortality.
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What is Organizational Culture?
A system of meaning shared by the
organizations members Cultural values are collective beliefs,
assumptions, and feelings about what
things are good, normal, rational, valuable,
etc.
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What Is Organizational Culture?
Characteristics:
1. Innovation and risktaking
2. Attention to detail3. Outcome orientation
4. People orientation
5. Team orientation
6. Aggressiveness
7. Stability
Organizational Culture
A common perceptionheld by the organizationsmembers; a system of
shared meaning.
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Do Organizations Have Uniform
Cultures
CoreValues
SubculturesDominantCulture
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Do Organizations Have Uniform
Cultures?Dominant Culture
Expresses the core values thatare shared by a majority ofthe organizations members.
Subcultures
Minicultures within anorganization, typically definedby department designationsand geographical separation.
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Do Organizations Have Uniform
Cultures? (contd)
Core Values
The primary or dominant values that are acceptedthroughout the organization.
Strong Culture
A culture in which thecore values are intenselyheld and widely shared.
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Cultures Overall Function
Culture is the social glue that helps hold an
organization together by providing
appropriate standards for what employees
should say or do.
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What Do Cultures Do?
Cultures Functions:
1. Defines the boundary between one organization and others.
2. Conveys a sense of identity for its members.
3. Facilitates the generation of commitment to something
larger than self-interest.
4. Enhances the stability of the social system.
5. Serves as a sense-making and control mechanism for fitting
employees in the organization.
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What Do Cultures Do?
Culture as a Liability:
1. Barrier to change
2. Barrier to diversity
3. Barrier to acquisitions and
mergers
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How Culture Begins
Founders hire and keep only employeeswho think and feel the same way they do.
Founders indoctrinate and socialize these
employees to their way of thinking andfeeling.
The founders own behavior acts as a role
model that encourages employees toidentify with them and thereby internalizetheir beliefs, values, and assumptions.
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Keeping Culture Alive
Selection Concern with how well the candidates will fit
into the organization.
Provides information to candidates about the
organization.
Top Management
Senior executives help establish behavioral
norms that are adopted by the organization. Socialization
The process that helps new employees adapt
to the organizations culture.
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Stages in the Socialization Process
Prearrival Stage
The period of learning in the socialization process that
occurs before a new employee joins the organization.
Metamorphosis Stage
The stage in the socialization process in which a new employee
changes and adjusts to the work, work group, and organization.
Encounter Stage
The stage in the socialization process in which a new employee seeswhat the organization is really like and confronts the possibility thatexpectations and reality may diverge.
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A Socialization Model
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How Organization Cultures Form
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Creating An Ethical Organizational
Culture
Characteristics of Organizations that Develop High
Ethical Standards
High tolerance for risk
Low to moderate in aggressiveness
Focus on means as well as outcomes
Managerial Practices Promoting an Ethical Culture
Being a visible role model
Communicating ethical expectations
Providing ethical training
Rewarding ethical acts and punishing unethical ones
Providing protective mechanisms
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How Organizational Cultures Have
an Impact on Performance and
Satisfaction
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Multi-cultural teams
The central operating mode for a global enterprises is the
creation, organization and management ofmulti-cultural
teams groups that represent diversity in functional
capability, experience levels and cultural backgrounds.
Rheinsmith, The Managers Guide to Globalization (1993)
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