Organizational culture

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ORGANIZATIONAL CULTURE

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MEANING

Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs.

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ABSTRACT VIEW

Organizational culture can be viewed as an important concept in organizational psychology and social psychology.

A culture is comprised of the shared values, customs, traditions, rituals, behaviours and beliefs shared by a social group (national, ethnic, organizational, etc.).

Cultures also share languages, or ways of speaking.

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ELEMENTS OF ORGANIZATIONAL CULTURE

VALUES

BELIEFS

NORMS

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VALUES

Values reflect what we feel is important. Organizations may have core values that reflect what is important in the organization. These values may be guiding principles of behavior for all members in the organization.The core values may be stated on the organization's website. For example, an organization could state that their core values are creativity, humor, integrity, dedication, mutual respect, kindness, and contribution to society.

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BELIEFS

Beliefs are about the best ways to achieve certain goals such as increasing productivity and job motivation.For example, an organization may convey the belief that the expression of humor in the workplace is an effective way to increase productivity and job motivation .

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NORMSNorms reflect the typical and accepted behaviors in an organization. They may reflect the values and beliefs of the organization.They may reflect how certain tasks are generally expected to be accomplished, the attributes of the work environment, the typical ways that people communicate in the organization, and the typical leadership styles in the organization.For example, the work environment of a company may be described as relaxed, cheerful, and pleasant.

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ORG,. CULTURE AND ITS IMPORTANCE

Organizational culture may be important for understanding the culture of an organization which might be helpful for applicants. They may have a better idea about whether they would like to work for a company.Example : Half-day process

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FEW OTHER ELEMENTSVALUES : The goals, views, and philosophies that an organization shares.Eg: A company’s vision and mission statement.

Rites and Rituals: Celebrations, performances, and activities that foster and reinforce teamwork. They are what make employees feel part of something bigger than themselves, that something is worth being a part of. These can include annual parties, sales meetings, organizational retreats, or any other group activities.

Stories, Myths, and Legends: The organizational history and other stories that embody the organizational culture and emphasize what the organization values.

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Contd,.Organization/communication climate: The atmosphere of either supportiveness or defensiveness that people feel within the organization itself.Do they feel safe? Protected? Appreciated?Are they confident that their opinions count?Do they know that when they have something to say, they have a way to say it so that it will be heard, and that people will listen and take their ideas or comments seriously?The overall organizational climate also includes the organization’s communication climate— “how free people feel to communicate at work, especially about bad news or negative information.”When people feel they cannot communicate bad news for fear of reprisal, the organization loses valuable information about how it operates.

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RESULTING FACTORS• Vision : When they are deeply authentic and prominently

displayed, good vision statements can even help orient customers, suppliers, and other stakeholders.

• Values: While a vision articulates a company’s purpose, values offer a set of guidelines on the behaviors and mindsets needed to achieve that vision. McKinsey & Company, for example, has a clearly articulated set of values that are prominently communicated to all employees and involve the way that firm vows to serve clients, treat colleagues, and uphold professional standards.

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Contd,.Practices: While a value articulates a company’s asset, practices are the method of following those values.People: No company can build a coherent culture without people who either share its core values or possess the willingness and ability to embrace those values. That’s why the greatest firms in the world also have some of the most stringent recruiting policies.

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Contd,.Place: Certain cities and countries have local cultures that may reinforce or contradict the culture a firm is trying to create. Place — whether geography, architecture, or aesthetic design — impacts the values and behaviors of people in a workplace.+ Pixar Animation studios

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REFERENCES

• www.kautilyasoceity.com• WWW.wikipedia.com• www.brighthub.com• https://hbr.orgtime:8:45 AM Date: 20/11/2016

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THANK YOU

By,AISHWARYA PT