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Organizational culture
The document discusses organizational culture and its importance. It defines culture as "how things are done around here" and explains that culture determines employee behavior and performance. There are four main types of organizational culture: clan, adhocracy, hierarchy, and market. The document emphasizes that leaders must manage and shape an organization's culture, as an unmanaged culture will control the organization instead.
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Organizational culture
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- 2. What is Culture? ”How we do things around here” or ”Behavioral codes written in the walls” ”People copy, coach and correct each other to fit into the collective Culture”
- 3. Why work withCulture? What got us here, won´t get us there “The way we do things around here” determines behavior, and thus: Performance and Turnover, Customer Satisfaction and Reputation, Market share Competitiveness Employee Retention, etc.
- 4. 4 types ofCulture Flexibility and freedom to act Clan Adhocracy 50 External focus and differentiation Internal focus and integration 40 30 20 10 Hierarchy Market Stability and control
- 5. Gap analysys between nowand pref Total Flexibility 30 25 Clan Adhocracy 20 15 Now Preferred 10 Clan 40,32 39,26 5 Adhocracy 26,02 27,41 Internal 0 External Market 13,38 11,39 Hierarchy 20,28 21,94 100 100 Hierarchy Market Stability NOW PREF
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- 7. “The only thingof real importance that leaders do is to create and manage culture. If you do not manage culture, it manages you”
- 8. #Lesson in atweet “The only thing of real importance that leaders do is to create and manage culture. If you do not manage culture, it manages you”
- 9. #Lesson in atweet “The only thing of real importance that leaders do is to create and manage culture. If you do not manage culture, it manages you”