November Exec Ed MBA Article preso_Iris Schoenmakers
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This document discusses organizational culture and managing change. It identifies ways that allowing employee feedback can backfire, such as frustration and conflict. There are different types of cultures defined by sociability and solidarity. A strong, clear culture that employees buy into can boost performance by coordinating behavior and energizing staff. Managing culture involves recruitment, training, rewards, and setting a strategic vision. Transforming an organization takes eight steps and using implementation intentions helps achieve goals.
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Organizational culture refers to shared meanings and understandings within an organization that distinguish it from other organizations. Common elements of culture include innovation, stability, attention to detail, and aggressiveness. Culture defines boundaries, provides identity, facilitates commitment, and serves as a control mechanism. Strong cultures can act as barriers to change, diversity, and mergers. Culture is created through hiring, socialization, and leader role modeling and sustained through selection, socialization, and top management behavior.
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This document discusses organizational culture, defining it as the behaviors, beliefs, and meanings people attach to behaviors within an organization. It notes that organizational culture includes visions, values, systems, and assumptions. The document then examines types of organizational cultures, characteristics of culture, advantages such as financial benefits and employee motivation, functions, influential thinkers, and potential drawbacks like difficulty changing culture.
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Organizational Culture
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Organizational culture
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Organizational culture.
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November Exec Ed MBA Article preso_Iris Schoenmakers
- 1. Organisational attitudes, culture and managing change
- 2. How to ruin the effects of allowing employees to share feedback Frustration Aggression Intragroup conflict Deceit Voice opportunity leads to voice behaviour Pseudo voice Managerial disregard
- 4. Leading by leveraging culture Key theme – The less direction management gives, the more ownership the employees take Culture must be: > Clear > Consistent > Comprehensive Managerial tools for managing culture > Recruitment > Socialisation & training > Reward systems Strategically relevant Strong culture boosts performance by shaping and coordinating behaviour Strong culture energises employees
- 5. Eight Steps to Transforming Your Organisation
- 6. How implementation intentions are the road to achieving goals