Few concepts about organizational culture.

1. Organizational Behavior
Dr. Amjad Idries

2. Organizational Behavior (OB)
• It is the study and application of knowledge
about how people, individuals, and groups act in
organizations.
• It interprets people-organization relationships in
terms of the whole person, whole group, whole
organization and whole social system.
• Its purpose is to build better relationships by
achieving human objectives, organizational
objectives and social objectives.

3. Elements of OB
• The organization's base rests on management's
philosophy, values, vision and goals.
• This in turn drives the organizational culture
which is composed of the formal organization,
informal organization and the social
environment.
• The culture determines the type of leadership,
communication, and group dynamics within the
organization.

4. Models of OB
• There are four major models or frameworks
that organizations operate out of, Autocratic,
Custodial, Supportive, and Collegial
(Cunningham, Eberle, 1990; Davis ,1967)

5. Autocratic

6. Custodial

7. Supportive

8. Collegial

9. Organizational culture

10. What is the culture?
• Culture is the conventional behavior of a
society that encompasses beliefs, customs,
knowledge, and practices.
• It influences human behavior, even though it
seldom enters into their conscious thought.
• People depend on culture as it gives them
stability, security, understanding and the
ability to respond to a given situation.

11. Perspectives on culture:
• Managerial.
• Social.

12. Managerial perspective
• It is functional perspective;
• Something objective and acquired;
• With clear set of values, norms and beliefs;
• Integrated single culture;
• Organizations could be classified based on that;
• Consensus is common;

13. Managerial perspective
• Conflicts could be managed by better
communication;
• Culture could be managed and modified,
• Emphasized role of leaders/mangers to make
changes happened

14. Social perspective
• Something subjective with symbolic and shared
things,
• Can’t be measured;
• Continuous process,
• Consider differentiation with many subcultures;
• Interests played important role;

15. Social perspective
• Focus on understanding and study the interactions;
• Oppose groups naturally exits;
• Focus on power distribution;
• More dynamic influence of individuals;
• Reduction of variability of employee behavior
through control (bureaucratic or humanistic
control)

16. Types of culture
• 1/ Power: central power, influence,
functionality and specialty small political
organizations, leaders’ role and power,
personal communication, central control,
web picture

17. Types of culture
• 2/ Role: in bureaucracies, logic and
rationality, specialty, procedures and
rules, job description and hierarchies,
small group take the decisions, position
power, temple picture

18. Types of culture
• 3/ Task: job or project oriented, strength
vary, powers and influences were
distributed, e.g. matrix organization, right
things together, expert power, flexibility,
net picture.

19. Types of culture
• 4/ Person: individuals centered, structure
serve the individuals, consensus about
management system and hierarchies,
autonomy, personal power for influence,
cluster picture

20. What are the implications
of organization design on
the organizational culture?