Understanding Work Teams, Chapter-10 Organizational BehaviorDr.Amrinder Singh
Understanding Work Teams, Chapter-10, Organizational Behavior
This PPT is based on the Organizational Behavior Book Written By Stephen P. Robbins & Timothy A. Judge, Edition -17th, Publisher Pearson
Understanding Work Teams, Chapter-10 Organizational BehaviorDr.Amrinder Singh
Understanding Work Teams, Chapter-10, Organizational Behavior
This PPT is based on the Organizational Behavior Book Written By Stephen P. Robbins & Timothy A. Judge, Edition -17th, Publisher Pearson
consists of organization-wide efforts to install and make permanent a climate in which an organization continuously improves its ability to deliver high-quality products and services to customers
Building an ethical workplace culture requires equal skills in policy-making and relationship-building, and equal emphasis on procedures and values. Structural concerns like codes, training and clear criteria matter, but so do storytelling, mentoring and presiding over an organization’s routines and ceremonies. In an ideal workplace, structures and relationships will work together around core values that transcend self-interest. Core values will inspire value-creating efforts as employees feel inspired to do what is right, even when the right thing is hard to do. The ethics of our workplace cultures matter because the work itself matters and requires the cooperation that only positive, virtuous ethics can sustain. Compliance keeps us out of trouble, but virtuous ethics will create value for our co-workers and for our organization.
1. Present a concept of organisational culture.
2. Explain the role culture plays in organisational life.
3. Analyse how organisational culture impacts on company’s effectiveness.
Culture is the unique dominant pattern of shared beliefs, assumptions, values, and norms that shape the socialization, symbols, language and practices of a group of people.
Lussier, R.N., & Achua, C.F. (2013). Leadership: Theory, application& skill development
(5th ed.). Mason, OH: South-Western.
The Power of Culture
An organization’s culture determines the way that it responds to changes in its external and
internal environments. The response to changes in the external environment such as emerging
opportunities and threats are reflected in the organization’s vision, mission, objectives, and core
strategies. The response to internal matters such as how power and status are determined, how
resources are allocated, membership criteria, or how leaders and followers relate and interact
with each other, is reflected in the organization’s policies, procedures, and principles.
Organizational performance is enhanced when strategy, structure, and capabilities are aligned to
culture.15 Experts and scholars on organizational culture have long maintained that culture serves
two important functions in organizations: (1) it creates internal unity, and (2) it helps the
organization adapt to the external environment.16
Internal Unity
Organizational culture defines a normative order that serves as a source of consistent behavior
inside an organization. To the extent that culture provides organizational members with a way of
making sense of their daily lives and establishes guidelines and rules for how to behave, it is a
social control mechanism. A supportive culture provides a system of informal rules and peer
pressures, which can be very powerful in influencing behavior, thus affecting organizational
performance.17 A strong culture provides a value system that regulates behavior and promotes
strong employee identification with the organization’s vision, mission, goals, and strategy.
Culturally approved behavior thrives and is rewarded, while culturally disapproved behavior is
discouraged and even punished. Culture offers a shared understanding about the identity of an
organization. The right culture can make employees feel that they are valued participants and, as
such, 359360become self-motivated to take on the challenge of realizing the organization’s
mission and work together as a team. It can transform an organization’s workforce into a source
of creativity and innovative solutions.
External Adaptation
Culture determines how the organization responds to changes in its external environment.
Depending on the volatility in the business environment, some changes are significant enough to
force members to question aspects of their organization’s identity and purpose. Culture plays a
role in informing and supporting sense-making or meaning when external changes are severe
enough to force members to re-evaluate aspects of their organizational identity and purpose.
Having the right culture can ensure that an organization responds quickly to rapidly changing
customer needs or the actions of a competitor. For example, if the competitive environment
requires a strategy of superior customer serv ...
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
7. Hofstede’s Four Value Dimensions (2 of 2) Dimension Description Individualism The tendency of people to fend for themselves and their family In countries that value individualism, individual initiative and achievement are highly valued and the relationship of the individual with organizations is one of independence Masculinity The extent to which assertiveness and materialism is valued In highly masculine societies, there is considerable job stress and conflict between job and family roles
8. Cultural Values (1 of 4) Region / Country Individualism-Collectivism Power Distance Uncertainty Avoidance Masculinity-Femininity Other Dimensions North America (USA) Individualism Low Medium Masculine Japan Collectivism High and Low High Masculine and Feminine Amae (mutual dependence) China Collectivism Low Low Masculine and Feminine Emphasis on tradition, Marxism, Leninism, and Mao Zedong thought
9. Cultural Values (2 of 4) Region / Country Individualism-Collectivism Power Distance Uncertainty Avoidance Masculinity-Femininity Other Dimensions Europe: Anglo Germanic West Slavic West Urgic Near Eastern Balkanic Nordic Individualism Medium individualism Collectivism Medium/high individualism Low/ medium Low High Low Low/medium Medium/high High Low/medium Masculine Medium/high masculine Medium masculine Feminine
10. Cultural Values (3 of 4) Region / Country Individualism-Collectivism Power Distance Uncertainty Avoidance Masculinity-Femininity Other Dimensions Europe: (cont’d) Latin Europe East Slavic Individualism Medium/high individualism Collectivism Low/medium High Low Low/medium High Medium Masculine Medium masculine Masculine
11. Cultural Values (4 of 4) Region / Country Individualism-Collectivism Power Distance Uncertainty Avoidance Masculinity-Femininity Other Dimensions Africa Collectivism High High Feminine Colonial traditions; tribal customs Latin America Collectivism High High Masculine Extroverted; prefer orderly customs and procedures
12. A society’s values have an impact on organizational values because of the interactive nature of work, leisure, family, and community.
13. Organizational culture – what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations.
17. H O M E Methods Intervening Conditions Outcome The Evolution of a Positive Culture Cohesive organizational culture Develop a sense of history Create a sense of oneness Promote a sense of membership Increase exchange among members Elaborate on history Communications about and by “heroes” and others Leadership and role modeling Communicating norms and values Reward systems Career management and job security Recruiting and staffing Socialization of new staff members Training and development Member contact Participative decision making Inter-group coordination Personal exchange
18.
19.
20. Changing Culture Intervention Points Hiring and socialization of members who fit in with the culture Culture Removal of members who deviate from the culture Cultural communications Justifications of behavior Behavior 3 2 1 4 5 Managers seeking to create culture change must intervene at these points.
21. Socialization and Culture Socialization – the process by which organizations bring new employees into the culture.
22. The Process of Organizational Socialization Careful selection of entry-level candidates Start Deselect Humility-inducing experiences promote openness toward accepting organizational norms and values Teaches the new entrant that he/she doesn’t know everything about the job or company In-the-trenches training leads to mastery of a core discipline Extensive and reinforced on-the-job experience Rewards and control systems are meticulously refined to reinforce behavior that is deemed pivotal to success in the marketplace Adherence to values enables the reconciliation of personal sacrifices Reinforcing folklore Keeping alive stories that validate the organization’s culture Consistent role models Reward and recognize individuals who have done the job well 1 2 3 4 5 6 7
26. Mentor – a friend, coach, advisor or sponsor who supports, encourages, and helps a less experienced protégé.
27.
28.
29. Phases of the Mentor Relationship Initiation Cultivation Separation Redefinition
30. Cultural Diversity Diversity – the vast array of physical and cultural differences that constitute the spectrum of human differences. The managerial challenge will be to identify ways to integrate the increasing number and mix of people from diverse national cultures into the workplace.