Organization Culture 2 - Soumyaa Srikrishna

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Organization CultureSoumyaa Srikrishna

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Sustaining Organizational CultureThe following approaches are useful

• Selection• Identify and hire individuals who will fit in with the culture.

• Actions of Top Management• Senior executives establish and communicate the norms of

the organization.

• Socialization• Organizations need to teach the culture to new employees.

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SELECTION

• An individual who is well qualified and trained may not be prepared to accept the organization’s culture.

• It is important that the principle of ‘right man for the right job’ is applied to find out the preparedness of an individual to accept and follow faithfully the organization’s practices.

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Actions of Top Management

• For keeping the organizational culture alive, the top management should reiterate is values, beliefs, and goals by advising the middle and lower level managers and through them the employees of the entire organization.

• If any deviation occurs from the basic norms of the organization, it shall take appropriate action to set things right.

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Socialization

Preparing the new employees to adapt & understand the org culture, which has the following 3 stages.

Prearrival Encounter Metamorphosis

Socialization Process

Outcomes

Commitment

Productivity

Turnover

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Stages in the Socialization

• Pre arrival• The period of learning prior to a new employee joining the

organization.

• Encounter• When the new employee sees what the organization is really like,

He/She starts comparing the expectations they had in the pre-arrival stage with the reality.

• Metamorphosis • When the new employee changes and adjusts to the work, work

group, and organization. At this stage the employee masters the art of adapting to the organization’s values and norms.

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Means of Transmitting Org Culture

The Organizational culture is transmitted to the employees usually through the following means.

• Stories

• Rituals

• Symbols

• Language

• Slogans

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Stories

• Transmitting the org culture by narrating the hardships and sufferings of people who have founded the organization.

• Once the employees are understand the same, they will be able to appreciate and emulate the values and beliefs for the promotion of which the org has been founded.

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Rituals Repetitive sequences of activities that express and reinforce

the key values of the organization. Examples- Daily morning prayer, weekly family dinner, monthly

picnic, annual award presentation..etc are a few examples of such rituals.

The performance of these rituals helps the employees appreciate the organization’s culture.

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Symbols

• Certain physical symbols used in the organization do reflect its culture.

Examples - Inscribing the logo of the org in all the stationery items provided for the staff, uniforms for different categories of employees, reserved car park for executives, luxurious office furnishing..etc.

• These symbols become important tools of transmitting and sustaining the culture of the organization.

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Language

• Every org develops certain unique terms to describe the staff, customers, suppliers, equipments, work situation and so on.

• It may take sometimes for a new employee to become familiar with these terms that are used effortlessly by the existing employees.

• By learning the language of the org the members convey their acceptance of the organizational culture.

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Slogans

• Slogans can be useful not only to the employees but also those who deal with the organization to understand and appreciate its culture.

Example – ‘customer satisfaction is our motto’, ‘Every customer is important to us’, ‘Think Different’-Apple, ‘We bring good things to Life’-GE, ‘We love to see you smile’- Mcdonalds, ‘The choice of new generation’- Pepsi…etc are few slogans that symbolise what the organization stands for.

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The Coca‑Cola Company MissionOur mission is:•To refresh the world - in mind, body and spirit•To inspire moments of optimism - through our brands and actions•To create value and make a difference everywhere we engage

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Company Vision

• Profit: Maximising return to shareholders, while being mindful of our overall responsibilities

• People: Being a great place to work, where people are inspired to be the best they can be

• Portfolio: Bringing to the world a portfolio of beverage brands that anticipate and satisfy people's desires and needs

• Partners: Nurturing a winning network of partners and building mutual loyalty

• Planet: Being a responsible global citizen that makes a difference

• Productivity: Be a highly effective, lean and fast-moving organisation

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Company Values

• Leadership

• Passion

• Integrity

• Accountability

• Collaboration

• Innovation

• Quality

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Culture

One Company : As our journey continues, our shared passion is transforming The Coca-Cola Company. When you join the Company, you’ll enjoy an environment where ideas are free to find their way, support is close at hand and pride inspires us to grow. Each day we’re developing meaningful and accelerated learning opportunities and anticipating the skills and resources we will need to meet our future demands.

One Team: At The Coca-Cola Company, it’s our people who make magic happen. Our job is to refresh the world, and it requires the vision, innovation, and passion of every single one of them. Each day the relationships you build will help you succeed not only in your job, but in your career as well.

One Passion: The love at The Coca-Cola Company goes farther than our portfolio of brands, our people and our company. From our efforts to ensure that we have fair and inclusive workplaces to our responsibilities outside our business, we do our best to spread the joy of The Coca-Cola Company. We believe in fostering a workplace that embraces all of our people’s unique abilities. We’re committed to supporting our communities. And, we’re dedicated to preserving and protecting our planet.

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Implementing New Software

The impacts: (1) Can cause negative reactions from employees(2) Portraying the idea of “We don’t trust our employees” (3) People do not want to work for a company that instils a sense of mistrust.

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Intranet for Employees

The impacts: (1) increase employee productivity and better time management (2) the one downfall to these applications is the reduction in actual employee contact and social interaction.