Leadership of Culture

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Leadership of Culture

  1. 1. Leadership of Culture, Diversity and the Learning Organizationwww.cbl-global.cominfo@cbl-global.com 11-1
  2. 2. Learning Objectives The power of culture. Distinguish between a weak and strong culture. Low and high performance cultures. Symbolic and substantive leadership actions. The four cultural value types. Three levels of moral reasoning. Primary reasons for embracing diversity. Leader’s role in creating learning organization.www.cbl-global.cominfo@cbl-global.com 11-2
  3. 3. Culture  The set of key values, assumptions, understandings and ways of thinking that is shared by members of an organization and taught to new members.www.cbl-global.cominfo@cbl-global.com 11-3
  4. 4. Characteristics of Low-Performance Cultures Insular thinking Resistance to change Politicized internal environment Unhealthy promotion practiceswww.cbl-global.cominfo@cbl-global.com 11-4
  5. 5. Characteristics of High-Performance Cultures Culture reinforcement tools Intensely people oriented Results oriented Emphasis on achievement and excellencewww.cbl-global.cominfo@cbl-global.com 11-5
  6. 6. Symbolic Leadership Actions for Shaping Culture  Leaders serve as role models  Ceremonial events for high achievers  Special appearances by leaders  Organizational structurewww.cbl-global.cominfo@cbl-global.com 11-6
  7. 7. Substantive Leadership Actions for Shaping Culture Replace old culture members with new members Change dysfunctional policies and practices Reengineer strategy-culture fit Realign rewards/incentives, resources Facilities design Develop a written statementwww.cbl-global.cominfo@cbl-global.com 11-7
  8. 8. Types of Organizational Culture Degree of Environmental Turbulence Competitive Adaptive Culture Culture Bureaucratic Cooperative Culture Culturewww.cbl-global.cominfo@cbl-global.com 11-8
  9. 9. Framework of Value Dimensions for Understanding Cultural Differences Scarce Individualism High High Long-term Masculinity Informality Time Uncertainty Power Orientation Avoidance Distance Orientation Collectivism Low Low Formality Abundance Uncertainty Power Short-term Femininity Avoidance Distance Orientation Time Orientationwww.cbl-global.cominfo@cbl-global.com 11-9
  10. 10. Achieving Diversity Stereotypes and Prejudice Policies Ethnocentrism and Practices Obstacles Glass Unfriendly Ceiling Work Environmentwww.cbl-global.cominfo@cbl-global.com 11-10
  11. 11. Culture of DiversityLow Levels Diverse Strong Bias-Free of Leadership Identity with Environment Conflict Structure Organizationwww.cbl-global.cominfo@cbl-global.com 11-11
  12. 12. Enhancing Organizational Learning Guidelines  Encourage systems thinking, creativity and experimentation  Provide incentives for learning and innovation  Build confidence in followers’ capacity to learn and adapt  Create a shared vision for learning  Broaden employees’ frame of reference  Create an environment where people can learn from mistakes.www.cbl-global.cominfo@cbl-global.com 11-12

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