This presentation includes an abstract meaning of organizational culture, their elements and the outcome of utilizing these cultural structure.

1. ORGANIZATIONAL CULTURE
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2. MEANING
Organizational culture is a system of shared
assumptions, values, and beliefs, which governs how
people behave in organizations.
These shared values have a strong influence on the
people in the organization and dictate how they dress,
act, and perform their jobs.
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3. ABSTRACT VIEW
Organizational culture can be viewed as an important
concept in organizational psychology and social
psychology.
A culture is comprised of the shared values, customs,
traditions, rituals, behaviours and beliefs shared by a
social group (national, ethnic, organizational, etc.).
Cultures also share languages, or ways of speaking.
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4. ELEMENTS OF
ORGANIZATIONAL CULTURE
VALUES
BELIEFS
NORMS
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5. VALUES
Values reflect what we feel is important. Organizations
may have core values that reflect what is important in
the organization. These values may be guiding
principles of behavior for all members in the
organization.
The core values may be stated on the organization's
website. For example, an organization could state that
their core values are creativity, humor, integrity,
dedication, mutual respect, kindness, and contribution
to society.
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6. BELIEFS
Beliefs are about the best ways to achieve certain goals
such as increasing productivity and job motivation.
For example, an organization may convey the belief
that the expression of humor in the workplace is an
effective way to increase productivity and job
motivation .
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7. NORMS
Norms reflect the typical and accepted behaviors in an
organization. They may reflect the values and beliefs of
the organization.
They may reflect how certain tasks are generally
expected to be accomplished, the attributes of the
work environment, the typical ways that people
communicate in the organization, and the typical
leadership styles in the organization.
For example, the work environment of a company may
be described as relaxed, cheerful, and pleasant.
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8. ORG,. CULTURE AND
ITS IMPORTANCE
Organizational culture may be important for
understanding the culture of an organization which
might be helpful for applicants. They may have a better
idea about whether they would like to work for a
company.
Example : Half-day process
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9. FEW OTHER ELEMENTS
VALUES : The goals, views, and philosophies that an organization
shares.
Eg: A company’s vision and mission statement.
Rites and Rituals: Celebrations, performances, and activities that
foster and reinforce teamwork. They are what make employees
feel part of something bigger than themselves, that something is
worth being a part of. These can include annual parties, sales
meetings, organizational retreats, or any other group activities.
Stories, Myths, and Legends: The organizational history and
other stories that embody the organizational culture and
emphasize what the organization values.
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10. Contd,.
Organization/communication climate: The atmosphere of
either supportiveness or defensiveness that people feel within
the organization itself.
Do they feel safe? Protected? Appreciated?
Are they confident that their opinions count?
Do they know that when they have something to say, they
have a way to say it so that it will be heard, and that people
will listen and take their ideas or comments seriously?
The overall organizational climate also includes the
organization’s communication climate— “how free people feel
to communicate at work, especially about bad news or
negative information.”
When people feel they cannot communicate bad news for
fear of reprisal, the organization loses valuable information
about how it operates.
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12. RESULTING FACTORS
• Vision : When they are deeply authentic and
prominently displayed, good vision statements can
even help orient customers, suppliers, and other
stakeholders.
• Values: While a vision articulates a company’s
purpose, values offer a set of guidelines on the
behaviors and mindsets needed to achieve that vision.
McKinsey & Company, for example, has a clearly
articulated set of values that are prominently
communicated to all employees and involve the way
that firm vows to serve clients, treat colleagues, and
uphold professional standards.
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13. Contd,.
Practices: While a value articulates a company’s asset,
practices are the method of following those values.
People: No company can build a coherent culture
without people who either share its core values or
possess the willingness and ability to embrace those
values. That’s why the greatest firms in the world also
have some of the most stringent recruiting policies.
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14. Contd,.
Place: Certain cities and countries have local cultures
that may reinforce or contradict the culture a firm is
trying to create. Place — whether geography,
architecture, or aesthetic design — impacts the values
and behaviors of people in a workplace.
+ Pixar Animation studios
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15. REFERENCES
• www.kautilyasoceity.com
• WWW.wikipedia.com
• www.brighthub.com
• https://hbr.org
time:8:45 AM
Date: 20/11/2016
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16. THANK YOU
By,
AISHWARYA PT
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