Chapter 17: Organizational Culture Show
In any organization, there are the ropes to skip and the ropes to know. -- R. Ritti and G. Funkhouser What are you expected to learn?
What is Institutionalization? What is Organizational Culture? Institutionalization = when an organization takes on a life of its own, apart from any of its members, and acquires immortality.� The org is valued for itself, not just for what it produces or sells.� (Ex: Disney, McDonalds) Organizational culture = A common perception held by the organization�s members; a system of shared meaning. Key Characteristics of an Organizational Culture:
*Culture is a descriptive term, that is, it is not evaluative. Organizational culture is concerned with how the characteristics of the company/organization are perceived � NOT if they are liked or disliked.* Do Organizations Have Uniform Cultures? Organizational culture represents a common perception held by the organization members.
Strong vs. Weak Cultures ����������� Strong = cultures in which the core values are intensely held and widely shared Culture vs. Formalization � Often, rules and regulations re: performance are transmitted through culture � they do NOT need to be formally (explicitly) written in order to function.� Thus, culture can act like formalization in some ways. Org Culture vs. National Culture � National culture has more influence on employees than org culture � so, for multinational orgs, the goal could be to hire applicants who fit the organizational culture What do Cultures �Do�?.....Culture�s Functions Culture is the social glue that helps hold an organization together by providing appropriate standards for what employees should say or do. � It has a boundary-defining role. � It conveys a sense of identity for organization members. � It facilitates the generation of commitment to something larger than one�s individual self-interest. � It enhances social system stability. � It serves as a "sense-making" and control mechanism that guides and shapes the attitudes and behavior of employees. Culture as a Liability � Barrier to change � Barrier to diversity � Barrier to acquisitions and mergers Creating & Sustaining Culture
How Employees Learn Culture
Matching People With Cultures
Summary and Implications for Managers
Which of the following is are a dimension of organizational culture?This article throws light on the five major dimensions of organisational culture, i.e, (1) Dominant Culture and Subcultures, (2) Strong Culture and Weak Culture, (3) Mechanistic and Organic Cultures, (4) Authoritarian and Participative Cultures, and (5) National Culture vs. Organisational Culture.
Is the degree to which management decisions take into account the effects on people in the organization?People orientation. The degree to which management decisions take into consideration the effect of outcomes on people within the organization. Team orientation. The degree to which work activities are organized around teams rather than individuals.
Is the degree of change and the degree of complexity in an organization's environment?refers to the degree of change and complexity in an organization's environment. The first dimension of uncertainty is the degree of change. If the components in an organization's environment change frequently, it's a dynamic environment. If change is minimal, it's a stable one.
What are the 7 characteristics of organizational culture?7 Key Characteristics Of Organizational Culture. Financial Stability (Level 1) ... . Harmonious Relationships (Level 2) ... . High Performance (Level 3) ... . Continuous Renewal And Learning (Level 4) ... . Building Internal Community (Level 5) ... . Making A Difference: Strategic Partnerships And Alliances (Level 6). |