Corporate Culture and Cultural Value Orientation
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Corporate culture is defined as the personality and quality system of an organization, created from the combination of experiences, interests, values, and beliefs. There are three levels of culture - physical, values, and beliefs. The main types of corporate culture include power culture, role culture, achievement culture, and support culture. Cultural value orientation is studied through the works of Kluckhohn and Strodtbeck, who identified five orientations, and Hofstede, who defined a Venn diagram of orientations that included the relationship between humans, orientation to life, feminine vs masculine, orientation toward uncertainty, and power distance.
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Corporate Culture and Cultural Value Orientation
- 1. CORPORATE CULTURE AND CULTURAL VALUE ORIENTATION By : Lee Marvin (19009096) Ayu Azzahra Karbala (19009001) Putri Maria (19009066) Putri Carmelita (19009026) Vanya Winona (19009018) Dimas Dwinovanto (19009143)
- 2. Definition Corporate culture is the personality and quality system of an organization. It’s created of the combination between the experiences, interests, values, and beliefs.
- 3. Level of culture PHYSICALS VALUES BELIEFS
- 4. Main type of corporate culture Power culture Role culture Achievement culture Support culture
- 5. CulturalValue Orientation Kluckhohn and Strodtbeck identify in their range of values the following 5 orientation: The nature of humanity The relationship of humans to nature Relationships between humans Personality Orientation to time
- 6. CulturalValue Orientation Hofstede’s work defines a Venn diagram of orientations to that of Kluckhohn and Strodtbeck: Including relationship between human Orientation to life Feminist vs masculine Orientation toward uncertainty Power distance
Editor's Notes
- Physical: the most visible of all levels. (dress code, office layout, technology use)Values: The accumulated values of employees within the company attributed by the values they have outside the companyBeliefs: if the employees’ beliefs clashed with the company’s beliefs it could make a negative culture with the negative result
- Power culture: revolves around one singular charismatic leader. Are often demanding, requiring extra input from employees such as late night and weekend. Hard work and loyalty are rewarded. It can be inefficient if everyone have to wait for approval prior to moving on with the project Role culture: relies on procedures whereby clear goal are set and achieved. This reward dependability and consistency. Due to the well structure system, goals are usually made without too much pressure on the employees. Because of the non-collaborative nature, employees can become disinterested and their talent may go unnoticed. Employees need to be given meanings beyond just day-to-day functions. This should be aligning with the with the organization mission statement and focused on continually.Achievement culture: consist of motivated people, they can work independently the better than group as a whole. They are extremely goal orientated and ambitious. This culture becomes dysfunctional when people become competitive and leadership needs to be exerted.Support culture: this culture has a community field whereby people cooperate and help each other throughout the process. Effective communication supports system can become dysfunctional when employees blow the line between friendship and work colleague. This can hint the productivity and often individuals …. It’s important that the rules and behavior is clear and if necessary the leaders can revote discipline to the higher power so they can maintain a positive environment with the work colleague friendly way.
- Cultural Value Orientation, in following the Martin and Nakayama (2010) textbook. There are two landmark studies, a series of cultural value orientations have been defined and described as influencing orientations to problems and potential solutions across culture groups. Kluckhohn and Strodtbeck identify in their range of values the following five orientations:The nature of humanity (good, evil, or a mixThe relationship of humans to nature (defined by which dominates the other)Relationships between humans (based on the individual, the group of ancestry)Personality (doing, being, or growing)Orientation to time (past/present/future)
- Hofstede’s work defines a Venn diagram of orientations to that of Kluckhohn and Strodtbeck:Including relationships between humans (this time distilled to individualism and collectivism)Orientation to life (long term versus short term, similar to the orientations to time and preferred personality)Femininity versus masculinityOrientations toward uncertaintyPower distance