Ch15

338
-1

Published on

Published in: Business, Career
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
338
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
21
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Ch15

  1. 1. PART 4: LEADING Chapter 15 Understanding Organizational Cultures & Cultural Diversity Prepared by Argie Butler Texas A&M University
  2. 2. 18.14-Learning Goals – Describe the core elements of a culture; – Compare and contrast 4 types of organizational culture; – Discuss several types of subculture that may exist in organizations; – Explain why managing cultural diversity is important and describe several activities required to manage it successfully.
  3. 3. The elements of culture • What is Culture? – Is the unique pattern of shared assumptions, values, and norms that shape the socialization, symbols, language, narratives and practices of a group of people in an organization or a nation. – Why Org. Cultures is important? • Because they influence the satisfaction and performance of the members. • There are many elements: as illustrated in the following fig., assumptions, values, and norms form the base of a Culture but cannot be observed directly >> visible and non visible elements.11-Jun-12 3
  4. 4. 18.2 The Culture Iceberg •PracticesObservable •NarrativesElements •Languageof Culture •Symbols •SocializationHidden •NormsElements •Valuesof Culture •Assumptions Adapted
  5. 5. 18.3Basic Types of Org. Culture Flexible Formal Control Orientation Clan Entrepreneurial culture culture Bureaucratic Market culture culture Stable Internal External Focus of Attention Adapted
  6. 6. 18.4 Dimensions for Describing Industry CulturesEmployee-oriented: Results-oriented: Concern focuses on people  Concern focuses on doing the work. achievement of goals.Parochial: Professional: Employees identify with  Employees identify with organization. type of work or profession.Open system: Closed system: Many types of people feel  Type of person who fits is comfortable in organization. narrowly specified.Loose Control: Tight Control: Codes of conduct allow for  Written and unwritten rules much variation among exert tight control over employees. behavior. Adapted
  7. 7. 18.5Organizational Goals for Managing Diversity Legal Compliance Creating a Creating Positive Economic Culture Value
  8. 8. 18.6Phases of Diversity Management ChangeEfforts Understanding the goals to be achieved Assessing the current organization and understanding its history Designing a strategic plan Implementing targeted change efforts Monitoring change and making adjustments Adapted
  9. 9. 18.7Components of Texaco’s Cultural ChangeInitiatives Recruitment and Hiring Identifying and Ensuring Fair Developing Treatment Talent Holding Improving Relationships managers with External accountable Stakeholders Adapted from Table 18.2
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×