It is a partial presentation of topic Organizational Culture taken from the book Organizational Behavior.

2. Group Members
M. Zakaullah Khan 47
Naveed Anwar 25

4. What is Organizational Culture?
Organizational culture refers to a system of shared
meaning held by members that distinguishes the
organization from other organizations.

5. Primary Characteristics
 Innovation and Risk Taking
 Attention to Detail
 Outcome Orientation
 People Orientation
 Team Orientation
 Aggressiveness
 Stability

6. Culture is A Descriptive
Term

7. Do Organizations Have
Uniform Culture?

8. Strong Versus Weak Culture

9. Culture Versus
Formalization
High Formalization creates predictability,
orderliness, and consistency whereas a
Strong Culture achieves the same end
without the need for written documentation.

10. What Organizations
Do?

11. Culture’s Functions
Culture Create Climate
Culture as Liability

12. Culture Functions
 It creates distinction between organizations
and others.
 It conveys a sense of Identity for the
organization members.
 It facilitates commitment to something
larger than individual self-interest.
 It enhances the stability of the social
system.
 It control mechanism that guides and
shapes employees’ attitudes and behavior

13. Culture Create Climate
 It refers to the shared perceptions
organizational members have about
their organization and work
environment.

14. Culture as Liability
 Institutionalization
A condition that occurs when an organization takes
on a life of its own, apart from any of its members,
and acquires immortality.
 Barriers to Change
Culture is a liability when the shared values don’t
agree with those that further the organization’s
effectiveness.
 Barriers to Diversity
Hiring new employees who differ from the majority in
race, age, gender, disability, or other characteristics
creates a paradox.

15.  Barriers to Acquisitions and Mergers
At acquisition or merger decisions, the key factors
were financial advantage and product synergy

16. Creating and Sustaining
Culture
1) How a Culture Begins?
2) Keeping a Culture Alive
3) How Cultures Form?

17. How a Culture Begins?
 Founders hire and keep only employees who
think and feel the same way they do.
 They indoctrinate and socialize these
employees to their way of thinking and feeling.
 The founders’ own behavior encourages
employees to identify with them and internalize
their beliefs, values, and assumptions.

18. Keeping a Culture Alive
 Selection
 Top Management
 Socialization

19. How Culture’s Forms

20. How Employees Learn
Culture
 Stories
 Rituals
 Material Symbols
 Language