The document discusses approaches to sustaining organizational culture, including selection of employees who fit the culture, actions of top management to establish and communicate cultural norms, and socializing new employees. It describes the three stages of socialization - pre-arrival, encounter, and metamorphosis. Additionally, it outlines common means used to transmit organizational culture, such as stories, rituals, symbols, language, and slogans.
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
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Organizational Culture- Meaning, Characteristics, Developing and sustaining Culture, Types of Organisational Culture by Goffee & Jones; Handy; Cameron & Quinn, Impact, Role of organizational culture, Issue in Organisational Culture.
Walk The Talk Turning Organization’s Purpose and values into HabitSeta Wicaksana
In "The Four Keys to Becoming a Talent Magnet Organization," Pamela Stroko, Vice President, HCM Transformation at Oracle, states that "what distinguishes talent magnet organizations from everyone else is that first and foremost, they live their values."
They consult values such as trust/character, focus/priorities, engagement, and telling the truth, when making decisions.
Values are lived through talent processes because they touch everyone in the organization.
Values are the "who we are" and "what we aspire to become" and the talent practices and habits in the organization are the how.
In this presentation you will learn the business value of culture and how Salesforce brings its culture to life. You will Understand Why Culture and Values Matter and be Explore the Salesforce Ohana Culture and Values, and also Build a Plan to Bring our Culture and Values to Life.
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
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* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
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The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
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“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
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Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
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2. Sustaining Organizational Culture
The following approaches are useful
• Selection
• Identify and hire individuals who will fit in with the culture.
• Actions of Top Management
• Senior executives establish and communicate the norms of the
organization.
• Socialization
• Organizations need to teach the culture to new employees.
SoumyaaSrikrishna@Hotmail.com
3. SELECTION
• An individual who is well qualified and trained may not be
prepared to accept the organization’s culture.
• It is important that the principle of ‘right man for the right
job’ is applied to find out the preparedness of an individual
to accept and follow faithfully the organization’s practices.
SoumyaaSrikrishna@Hotmail.com
4. Actions of Top Management
• For keeping the organizational culture alive, the top
management should reiterate is values, beliefs, and goals
by advising the middle and lower level managers and
through them the employees of the entire organization.
• If any deviation occurs from the basic norms of the
organization, it shall take appropriate action to set things
right.
SoumyaaSrikrishna@Hotmail.com
5. Socialization
Preparing the new employees to adapt & understand the org
culture, which has the following 3 stages.
Outcomes
Socialization Process
Prearrival
Encounter
Productivity
Metamorphosis
Commitment
Turnover
SoumyaaSrikrishna@Hotmail.com
6. Stages in the Socialization
• Pre arrival
• The period of learning prior to a new employee joining the
organization.
• Encounter
• When the new employee sees what the organization is really like,
He/She starts comparing the expectations they had in the pre-arrival
stage with the reality.
• Metamorphosis
• When the new employee changes and adjusts to the work, work
group, and organization. At this stage the employee masters the art
of adapting to the organization’s values and norms.
SoumyaaSrikrishna@Hotmail.com
7. Means of Transmitting Org Culture
The Organizational culture is transmitted to the employees usually
through the following means.
•
•
•
•
•
Stories
Rituals
Symbols
Language
Slogans
SoumyaaSrikrishna@Hotmail.com
8. Stories
• Transmitting the org culture by narrating the hardships and
sufferings of people who have founded the organization.
• Once the employees are understand the same, they will be
able to appreciate and emulate the values and beliefs for
the promotion of which the org has been founded.
SoumyaaSrikrishna@Hotmail.com
9. Rituals
Repetitive sequences of activities that express and reinforce the key
values of the organization.
Examples- Daily morning prayer, weekly family dinner, monthly picnic,
annual award presentation..etc are a few examples of such rituals.
The performance of these rituals helps the employees appreciate the
organization’s culture.
SoumyaaSrikrishna@Hotmail.com
10. Symbols
• Certain physical symbols used in the organization do reflect its
culture.
Examples - Inscribing the logo of the org in all the stationery
items provided for the staff, uniforms for different categories of
employees, reserved car park for executives, luxurious office
furnishing..etc.
• These symbols become important tools of transmitting and
sustaining the culture of the organization.
SoumyaaSrikrishna@Hotmail.com
11. Language
• Every org develops certain unique terms to describe the
staff, customers, suppliers, equipments, work situation and
so on.
• It may take sometimes for a new employee to become
familiar with these terms that are used effortlessly by the
existing employees.
• By learning the language of the org the members convey
their acceptance of the organizational culture.
SoumyaaSrikrishna@Hotmail.com
12. Slogans
• Slogans can be useful not only to the employees but also
those who deal with the organization to understand and
appreciate its culture.
Example – ‘customer satisfaction is our motto’, ‘Every
customer is important to us’, ‘Think Different’-Apple, ‘We
bring good things to Life’-GE, ‘We love to see you smile’Mcdonalds, ‘The choice of new generation’- Pepsi…etc are
few slogans that symbolise what the organization stands
for.
SoumyaaSrikrishna@Hotmail.com
13.
14.
15.
16.
17. The Coca-Cola Company Mission
Our mission is:
•To refresh the world - in mind, body and spirit
•To inspire moments of optimism - through our brands and
actions
•To create value and make a difference everywhere we
engage
SoumyaaSrikrishna@Hotmail.com
18. Company Vision
• Profit: Maximising return to shareholders, while being mindful of
our overall responsibilities
• People: Being a great place to work, where people are inspired to
be the best they can be
• Portfolio: Bringing to the world a portfolio of beverage brands that
anticipate and satisfy people's desires and needs
• Partners: Nurturing a winning network of partners and building
mutual loyalty
• Planet: Being a responsible global citizen that makes a difference
• Productivity: Be a highly effective, lean and fast-moving
organisation
SoumyaaSrikrishna@Hotmail.com
20. Culture
One Company : As our journey continues, our shared passion is transforming The Coca-Cola Company.
When you join the Company, you’ll enjoy an environment where ideas are free to find their way, support
is close at hand and pride inspires us to grow. Each day we’re developing meaningful and accelerated
learning opportunities and anticipating the skills and resources we will need to meet our future
demands.
One Team: At The Coca-Cola Company, it’s our people who make magic happen. Our job is to refresh
the world, and it requires the vision, innovation, and passion of every single one of them. Each day the
relationships you build will help you succeed not only in your job, but in your career as well.
One Passion: The love at The Coca-Cola Company goes farther than our portfolio of brands, our people
and our company. From our efforts to ensure that we have fair and inclusive workplaces to our
responsibilities outside our business, we do our best to spread the joy of The Coca-Cola Company. We
believe in fostering a workplace that embraces all of our people’s unique abilities. We’re committed to
supporting our communities. And, we’re dedicated to preserving and protecting our planet.
SoumyaaSrikrishna@Hotmail.com
21. Implementing New Software
The impacts:
(1) Can cause negative reactions from employees
(2) Portraying the idea of “We don’t trust our
employees”
(3) People do not want to work for a company
that instils a sense of mistrust.
SoumyaaSrikrishna@Hotmail.com
22. Intranet for Employees
The impacts:
(1) increase employee productivity and better time management
(2) the one downfall to these applications is the reduction in actual
employee contact and social interaction.
SoumyaaSrikrishna@Hotmail.com