Culture and management


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Culture and management

  1. 1. CULTURE AND MANAGEMENT Presented By: Vaitheki R.
  2. 2. WHAT IS CULTURE?  The behaviors and beliefs characteristic of a particular social, ethnic, or age group.
  3. 3. ORGANIZATIONAL CULTURE  The values and behaviors that contribute to the unique social and psychological environment of an organization.
  4. 4. ORGANIZATIONAL CULTURE INCLUDES:  The ways the organization conducts its business, treats its employees, customers, and the wider community.  The extent to which freedom is allowed in decision making, developing new ideas, and personal expression.  How committed employees are towards collective objectives.
  5. 5. EXAMPLE:  Google culture:  It strives to maintain the open culture in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions.  Googlers ask questions directly to Larry, Sergey and other executives about any number of company issues.  Google offices and cafes are designed to encourage interactions between Googlers within and across teams, and to spark conversation about work as well as play.
  6. 6. CHANGING CULTURE  Company cultures evolve and they change over time.  As employee leave the company and replacements are hired the company culture will change. If it is a strong culture, it may not change much.  Each new employee brings their own values and practices to the group the culture will change, at least a little.  The environment in which the company operates (the laws, regulations, business climate, etc.) changes, the company culture will also change.
  7. 7. STEPS TO INITIATE CULTURAL CHANGE 1. Become aware of the culture. 2. Assess your current culture. (What should stay? What should go? Why? What is missing?) 3. Envision a new culture.
  8. 8. CONTD. 4. Share the vision with everyone. 5. Get alignment from your leadership team. 6. Model the culture you want to create.
  9. 9. REASONS OF FAILURE IN CHANGING CULTURE  Loss of support from senior management.  Leaders not leading by example.  Not giving the people the time to grow into the new way of operating
  10. 10. CONTD.  Not regularly using the vision and mission to drive decisions  The redesign is faulty - the elements are not in alignment  Team members are changed or rotated before the culture becomes unshakably fixed.
  11. 11. HEALTHY ORGANIZATIONAL CULTURE INCLUDES:  Acceptance and appreciation for diversity.  Regard for and fair treatment of each employee.  Respect for each employee’s contribution to the company.  Strong communication with all employees regarding policies and company issues.  Investment in learning, training, and employee knowledge
  12. 12. THANK YOU.