Lessons from Kathryn…Organisational Culture

Why is it so important?

Why is it so important?

Social Glue•Social identity•Bonds people

Sense-making•Routines•What and why things happen

Control system•Social control• Influences behaviour & decisions

•Provides consistent org expectations

However…•The culture needs to fit the environment

•The culture needs to be adaptive

•Needs moderation – high culture = cult-like- low culture = anarchy

Org Outcomes• Increased performance

•Employee wellbeing

Organisational Culture

Elements

Visible

ArtefactsPhysical

Structures & Symbols

Size/Shape

Location/Interior Decorating

LanguageLingos

Promotional

Rituals/Ceremonies Routines

Stories/LegendsHuman realism

Emotional information Better retention

Invisible

Shared ValuesConscious beliefs

Morals

Espoused (fake)

Enacted (trusted)

Shared Assumptions

Non-conscious beliefs

Behaviour

Mental nodes

Psychological Contracts• Can be formed at recruitment and through the org socialisation

process• Transactional Contract

– Short term economic exchange– Responsibilities well defined– Contractors and temp workers

• Relational Contract– Long term attachments– Subjective mutual obligations– Staff willing to contribute more time and effort without repayment– Permanent employees

Strategies for Changing and Strengthening Org Culture

Actions of founders and leaders

Attracting and selecting employees

Align artefacts to the desired culture

Introducing/enhancing culturally consistent rewards

Organisational socialisation

Organisational Socialisation

Pre-employment socialisation (outsider)

• Memories of any previous contact

• Learn about the org and job

• Form employment relationship expectations• Psychological

contracts

Encounter (newcomer)

• Test expectations against perceived realities• Reality shock

• Provide a realistic job preview

Role management (insider)

• Strengthen work relationship

• Practise new role behaviours

• Resolve work/non work conflicts

Socialisation outcome

• Higher motivation

• Higher loyalty• Higher

satisfaction• Lower stress• Lower turnover

Ways to Improve Org Socialisation• Realistic Job Preview

– Balancing the positives/negatives of a role (story telling)– Helps job applicants decide if they’re capable

– Minimises reality shock– Increase org loyalty

– Builds trust– Respect of psychological contract and employee wellbeing

• Socialisation Agents– Managers/Supervisors

– Technical, performance, duties expectations/role modelling, provides rituals/ceremonies– Co-workers

– Easily accessible, shares org stories and legends, answers questions (buddy system)

Organisational Change

Next week…