Changing culture can impact an organization's behavior. Culture is defined as the beliefs, values, and norms shared by a group that determine how the group operates. The four main types of organizational culture are clan, adhocracy, market, and hierarchy. A positive culture with shared values and commitment can help an organization achieve its goals through collaboration. A negative culture can inhibit change and cause employees to work individually and blame each other. As cultures change over time due to shifting demographics and values, organizations must adapt their cultures to remain effective.

1. IMPACT OF
CHANGING
CULTURE
ON
ORGANIZATION
BEHAVIOUR
ASSISTANT PROFESSOR-HR, TIMSR
MUMBAI

2. What is culture?
By: Dr NITIN SHARMA

3. CULTURE
 Culture is the soul of the organization — the beliefs and
values, and how they are manifested.
 The beliefs, values and norms tell people:
 “What is to be done.”
 “How it is to be done.”
 The culture determines the type of leadership,
communication, and group dynamics within the
organization.
By: Dr NITIN SHARMA

4. Characteristics of culture
 Culture is learned
 Culture is shared
 Common to members of a certain group
 Determines the behavior of group members
 Culture is taught to newcomers
By: Dr NITIN SHARMA

5. How Employees learn Culture
?
Stories
Rituals
Material Symbol
Language
By: Dr NITIN SHARMA

6. • Types of
Organization culture
Adhocracy Culture
Hierarchy -Culture
Market culture
Clan culture
By: Dr NITIN SHARMA

7. By: Dr NITIN SHARMA

8. • Clan oriented cultures are family-like, with a focus
on mentoring, nurturing, and “doing things
together.”
Leader Type: facilitator, mentor, team builder
Value Drivers: Commitment, communication,
development By: Dr NITIN SHARMA

9. • Adhocracy
This is a dynamic and creative working environment.
Employees take risks. Leaders are seen as
innovators and risk takers. Experiments and
innovation are the bonding materials within the
organization. The availability of new products or
services is seen as success.
Leader Type: Innovator, entrepreneur, visionary
Value Drivers: Innovative outputs, transformation,
By: Dr NITIN SHARMA

10. • Market
• This is a results-based organization that emphasizes
finishing work and getting things done. People are
competitive and focused on goals. Leaders are hard
drivers, producers, and rivals at the same time.
They are tough and have high expectations. The
emphasis on winning keeps the organization
together. Reputation and success are the most
important. The organizational style is based on
competition.
Leader Type: Hard driver, competitor, producer
Value Drivers: Market share, goal achievement,
profitability By: Dr NITIN SHARMA

11. • Hierarchy
• This is a formalized and structured work
environment. Procedures decide what people do.
Leaders are proud of their efficiency-based
coordination and organization. Keeping the
organization functioning smoothly is most crucial.
Formal rules and policy keep the organization
together. The long-term goals are stability and
results, paired with efficient and smooth execution
of tasks. Trustful delivery, smooth planning, and low
costs define success.
• Leader Type: Coordinator, monitor, organizer
Value Drivers: Efficiency, timeliness, consistency,
and uniformity
By: Dr NITIN SHARMA

12. • There’s no correct organizational culture for an arts
organization. All cultures promote some forms of
behavior, and inhibit others. Some are well suited to
rapid and repeated change, others to slow
incremental development of the institution.
By: Dr NITIN SHARMA

13. Organization Culture Issues
Three important issues in an
organization’s culture:
Ethics
Diversity of employees
Leadership behavior
By: Dr NITIN SHARMA

14. The Impact of Culture on
Organizations
 Impact of Positive culture
Shared values and beliefs create a setting in which
people are committed to one another and share an
overriding sense of mission.
Organization Goals are achieved on time
Employees Support and help each other
Friendly environment due to healthy work culture
By: Dr NITIN SHARMA

15. The Impact of Culture on
Organizations
 Impact Of Negative culture
A strong culture can cause a resistance to change
Employees work individually
Employees blame each other
Not accomplishing targets on time
Ego Clashes
By: Dr NITIN SHARMA

16.  Losing work life balance
 Hierarchy
 Greetings
 Working styles
 Relationship between Boss And Subordinate
 Diverse cultures
 Utmost respect
By: Dr NITIN SHARMA

17.  Power distance
 Individualism
 Masculinity / Femininity
 Uncertainty avoidance
 Long-term orientation
 Greetings
By: Dr NITIN SHARMA

18.  Power distance
 Individualism
 Masculinity / Femininity
 Uncertainty avoidance
 Long-term orientation
 Greetings
By: Dr NITIN SHARMA

19. How Organization Behavior has
changed in India
Attrition rates has increased