1. PRESENTED BY :-
Name: Sonal Agarwal
Application No:
37a1e22be4ea11e9a
a1e916070b0b437
Affiliation : Banaras
Hindu University
2. ACKNOWLEDGEMENT
I would like to express my special thanks of gratitude
to the platform of SWAYAM, who gave me this
opportunity to do this assignment which really
helped me learn new things and grow. I came to
know about so many new things which I didn’t know
earlier and this activity facilitated my skills in a
better and productive way.
Course name: Academic Writing
Name : Sonal Agarwal
4. WHAT DO WE MEAN BY
ORGANIZATIONAL CULTURE?
• Organizational culture refers to a system of
shared meaning held by members consisting
attitudes, values, behavioral norms and
expectations that distinguishes the
organization from other organizations.
5. SEVEN PRIMARY CHARACTERISTICS WHICH CAN
MENIFEST AN ORGANIZATION’S CULTURE:
• 1. Innovation and risk taking. The degree to
which employees are encouraged to be
innovative and take risks.
• 2. Attention to detail. The degree to which
employees are expected to exhibit precision,
analysis, and attention to detail.
• 3. Outcome orientation. The degree to which
management focuses on results or outcomes
rather than on the techniques and processes
used to achieve them.
6. • 5. Team orientation. The degree to which work
activities are organized around teams rather
than individuals.
• 6. Aggressiveness. The degree to which people
are aggressive and competitive rather than
easygoing.
• 7. Stability. The degree to which organizational
activities emphasize maintaining the status quo
in contrast to growth.
• 4. People orientation. The degree to which
management decisions take into consideration
the effect of outcomes on people within the
organization.
7. How a Culture Begins?
–An organization’s current customs,
traditions, and general way of doing
things are largely due to what it has
done before and how successful it
was in doing it. This leads us to the
ultimate source of an organization’s
culture: its founders.
8. Culture creation occurs in three ways;
• First, founders hire and keep only employees
who think and feel the same way they do.
• Second, they indoctrinate and socialize these
employees to their way of thinking and
feeling.
• And finally, the founders’ own behavior
encourages employees to identify with them.
9. • Once a culture is in place, practices within the
organization maintain it by giving employees a
set of similar experiences.
• The selection process, performance,
evaluation criteria, training and development
activities, and promotion procedures ensure
those hired fit in with the culture, reward
those who support it, and penalize (or even
expel) those who challenge it.
Keeping a Culture Alive;
10. Three forces play a important part in
sustaining a culture;
• 1) Selection :The explicit goal of the selection
process is to identify and hire individuals with
the knowledge, skills, and abilities to perform
successfully. The final decision, because it’s
significantly influenced by the decision
maker’s judgment of how well the candidates
will fit into the organization, identifies people
whose values are essentially consistent with at
least a good portion of the organization’s.
11. • 2) Top Management : The actions of top
management also have a major impact on the
organization’s culture through words and
behavior, senior executives establish norms
that filter through the organization about, for
instance, whether risk taking is desirable, how
much freedom managers give employees,
what is appropriate dress, and what actions
earn pay raises, promotions, and other
rewards.
12. 3) Socialization : No matter how good a job the
organization does in recruiting and selection,
new employees need help adapting to the
prevailing culture.
We can think of socialization as a process with
three stages: a)prearrival
b)encounter
c)metamorphosis.
13. • prearrival stage The period of learning in the
socialization process that occurs before a new
employee joins the organization.
• encounter stage The stage in the socialization
process in which a new employee sees what
the organization is really like and confronts
the possibility that expectations and reality
may diverge.
• metamorphosis stage The stage in the
socialization process in which a new employee
changes and adjusts to the job, work group,
and organization.
14. The original culture derives from the founder’s
philosophy and strongly influences hiring
criteria as the firm grows. Top managers’
actions set the general climate, including what
is acceptable behavior and what is not. The
way employees are socialized will depend both
on the degree of success achieved in matching
new employees’ values to those of the
organization in the selection process, and on
top management’s preference for socialization
methods.
15. References
• Goorge, J. M. & Jones, G. R. (2005).
Understanding and managing organizational
behavior (4th Ed.). Upper Saddle River, NJ:
Prentice Hall.
• Robbins, S., Judge, T.A., &Sanghi, S. (2009).
Organizational behavior. (13th Ed.). New Delhi:
Pearson Education.
16. Feedback of the course; Academic
writing .
This course is very much important for all of
them who is in academic as well as in
research. It helped me understanding the
fundamental knowledge required for effective
academic writing and gave an overview that
how a formal writing should be done without
plagiarism. It developed my ability to improve
my skills of research paper, review paper and
thesis writing.
