This document discusses key concepts in organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Strong cultures have coherent values that guide employee behavior. The external environment comprises factors outside an organization that influence its performance. Managers must consider stakeholders and deal with environmental uncertainty. How well a culture adapts to its environment affects organizational success.

1. Asghar Ali Narejo Contact: 0300-3141046 E-mail: asghar_204u@yahoo.com 1 Principles of Management

2. Organizational Culture and Environment:The Constraints

4. Managers are directly responsible for an organization’s success or failure.

5. The quality of the organization is determined by the quality of its managers.

7. The ability of managers to affect outcomes is influenced and constrained by external factors.

8. The economy, customers, governmental policies, competitors, industry conditions, technology, and the actions of previous managers

11. “The way we do things around here.”

12. Values, symbols, rituals, myths, and practices

13. Implications:

14. Culture is a perception.

15. Culture is shared.

18. Are cultures in which key values are deeply held and widely held.

19. Have a strong influence on organizational members.

20. Factors Influencing the Strength of Culture

21. Size of the organization

22. Age of the organization

23. Rate of employee turnover

24. Strength of the original culture

26. Aids in the recruitment and socialization of new employees.

30. Whatever organizational activities the organization values and encourages

31. The overall strength or weakness of the organizational culture

32. Simple rule for getting ahead in an organization:

35. The degree of risk that plans should contain

36. Whether plans should be developed by individuals or teams

37. The degree of environmental scanning in which management will engage

38. Organizing

39. How much autonomy should be designed into employees’ jobs

40. Whether tasks should be done by individuals or in teams

42. The degree to which managers are concerned with increasing employee job satisfaction

43. What leadership styles are appropriate

44. Whether all disagreements—even constructive ones—should be eliminated

45. Controlling

46. Whether to impose external controls or to allow employees to control their own actions

47. What criteria should be emphasized in employee performance evaluations

49. Low to moderate aggressiveness

50. Focus on means as well as outcomes

51. Creating an Innovative Culture

52. Challenge and involvement

53. Freedom

54. Trust and openness

55. Idea time

56. Playfulness/humor

57. Conflict resolution

58. Debates

60. Communicate ethical expectations.

61. Provide ethics training.

62. Visibly reward ethical acts and punish unethical ones.

64. Having few rigid rules, procedures, and regulations

65. Using widespread empowerment of employees

66. Having good listening skills in relating to customers’ messages

67. Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction

69. Train customer service people continuously by focusing on improving product knowledge, active listening, showing patience, and displaying emotions.

70. Socialize new service-contact people to the organization’s goals and values.

71. Design customer-service jobs so that employees have as much control as necessary to satisfy customers.

72. Empower service-contact employees with the discretion to make day-to-day decisions on job-related activities.

74. Focus on individual development

75. Trust and openness

76. Employee empowerment

78. Reduction of employee turnover

79. Stronger organizational performance

80. Increased creativity

81. Increased employee satisfaction

82. Increased team performance

84. Organizationalenvironment

85. General Environment Technological Customers Socio-Cultural Employees Culture Internal Environment Competitors LaborMarket International Management Economic Suppliers Task Environment Legal/Political

89. Exhibit 1.9 Environmental Uncertainty Matrix

92. Keeping Smile…………… Asghar Ali Narejo Contact: 0300-3141046 E-mail: asghar_204u@yahoo.com 32