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ORGANIZATIONAL CULTUREORGANIZATIONAL CULTURE
BY:RANNY V. SEBARIA
BY:RANNY V. SEBARIA
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What is organizational Culture?What is organizational Culture? Organizational culture refers to a system of shared norms,
beliefs, values, and assumptions which bind people together, thereby creating shared meanings.
This system is manifested by customs, norms, and habits.
Culture reflects the personality of the organization
Culture is also one of the defining aspects of an organization.
Organizational culture refers to a system of shared norms, beliefs, values, and assumptions which bind people together, thereby creating shared meanings.
This system is manifested by customs, norms, and habits.
Culture reflects the personality of the organization
Culture is also one of the defining aspects of an organization.
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1. Member identity
The degree to which employees identify with the organization as a whole rather than with their type of job or field of professional expertise.
1. Member identity
The degree to which employees identify with the organization as a whole rather than with their type of job or field of professional expertise.
Characteristics of Organizational CultureCharacteristics of Organizational Culture
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2. Team emphasis
The degree to which work activities are organized around groups rather than individuals.
2. Team emphasis
The degree to which work activities are organized around groups rather than individuals.
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3. Management focus
The degree to which management decisions take into account the effect of outcomes on people within the organization
3. Management focus
The degree to which management decisions take into account the effect of outcomes on people within the organization
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4. Unit integration The degree to which units within the organization are
encouraged to operate in a coordinated or interdependent manner.
4. Unit integration The degree to which units within the organization are
encouraged to operate in a coordinated or interdependent manner.
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5. Control the degree to which rules,
policies, and direct supervision are used to oversee and control employee behaviour.
5. Control the degree to which rules,
policies, and direct supervision are used to oversee and control employee behaviour.
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6. Risk tolerance The degree to which employees
are encouraged to be aggressive, innovative, and risk seeking.
6. Risk tolerance The degree to which employees
are encouraged to be aggressive, innovative, and risk seeking.
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7. Reward criteria The degree to which
rewards such as promotion and salary increases are allocated according to employee performance rather than seniority, favouritism, or other non-performance factors.
7. Reward criteria The degree to which
rewards such as promotion and salary increases are allocated according to employee performance rather than seniority, favouritism, or other non-performance factors.
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8. Conflict tolerance The degree to which employees are encouraged to air
conflicts and criticisms openly.
8. Conflict tolerance The degree to which employees are encouraged to air
conflicts and criticisms openly.
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9. Means versus end orientation The degree to which management focuses on
outcomes rather than on techniques and processes used to achieve those results.
9. Means versus end orientation The degree to which management focuses on
outcomes rather than on techniques and processes used to achieve those results.
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10. Open-systems focus The degree to which the organization monitors and
responds to changes in the external environment.
10. Open-systems focus The degree to which the organization monitors and
responds to changes in the external environment.
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Culture’s Important Functions in OrganizationsCulture’s Important Functions in Organizations
• Provides a sense of identity
• Helps legitimize the management system
• Clarifies and reinforces standards of behaviour
• Helps create social order
• Provides a sense of identity
• Helps legitimize the management system
• Clarifies and reinforces standards of behaviour
• Helps create social order
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Identifying Cultural CharacteristicsIdentifying Cultural Characteristics
1. Study the physical characteristics of an organization
1. Study the physical characteristics of an organization
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2. Read about the organization
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3. Observe how people interact within the organization3. Observe how people interact within the organization
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4. Interpret stories and folklore surrounding the organization
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Rituals, Stories, and Symbols A significant portion of an organization’s culture is
transmitted and reinforced symbolically.
Organizational Rituals Are defined as formal and customarily repeated acts that
convey basic norms and throughout the organization.
Stories, Myths, and Legends Many of under lying beliefs and values of an organization’s
culture are expressed as legends and stories that become part of the organization’s culture.
Rituals, Stories, and Symbols A significant portion of an organization’s culture is
transmitted and reinforced symbolically.
Organizational Rituals Are defined as formal and customarily repeated acts that
convey basic norms and throughout the organization.
Stories, Myths, and Legends Many of under lying beliefs and values of an organization’s
culture are expressed as legends and stories that become part of the organization’s culture.
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tHE eND!!tHE eND!!
