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Organizational Culture - Organization as Decision Environments
- 3. Managers and employees, employers’ associations and trade and unions, national and international government and legislators, all experience the pressure of present rapidity of the change in environments, and the need to adequately cope. “ ”
- 4. MAJOR FACTORS TECHNOLOGY WORKERS ECONOMY POLITICS
- 5. THE ROLE OF CULTURE IN SHAPING DECISIONS
- 6. SENSEMAKING Is a process in which person strives to understand and give meaning to experiences. A person’s past experiences, the extent to which he identifies with the event, and cultural values all influence the meaning he imposes on a situation.
- 7. Both cultural and values and social axioms are likely to shape what people attend to when gathering information about a situation that requires a decision, how they interpret the information, and the kinds of explanations people give to justify their decisions. Cultures view people as mutually obligated, and thus the decision makers will strive toward decisions that benefit the group, as the group, is the salient stakeholder. Cultures force its members to see the world to given parameters. Culture predispose individuals to make at the expense of others.
- 8. CULTURAL DIMENSIONS THEORY Geert Hofstede POWER DISTANCE The degree of inequality among people which the population of a country considers as normal INDIVIDUALISM VS. COLLECTIVISM Extent to which people feel they are supposed to take care for or to be cared for themselves, their families or organizations they belong to MASCULINITY VS. FEMININITY Extent to which a culture is conducive to dominance, assertiveness, and acquisition of things vs. culture which is more conducive to people, feelings, and quality of life UNCERTAINTY AVOIDANCE The degree to which people in a country prefer structured over unstructured situations LONG TERM VS. SHORT TERM ORIENTATION Long term: values oriented towards future Short term: values-oriented towards the past and the present INDULGENCE VS. RESTRAINT Indulgence: allows instant gratification of basic and natural human drives Restraint: gratification needs to be regulated by the norms
- 9. CULTURAL TAXONOMY Shalom Schwartz INTELLECTUAL AUTONOMY Pursuit of ideas and thought, whether it is theoretical or political. AFFECTIVE AUTONOMY Pursuit of pleasure, seeking enjoyment by any means without censure. CONSERVATISM Maintaining the status quo by preserving modesty, and fulfilling role expectations and maintaining the traditional order among people. HARMONY People are happy to accept their place in world and put greater emphasis on the group than on the individual. MASTERY People seek success through personal action. EGALITARIANISM Everyone is considered to be equal and everyone is expected to show concern on everyone else. HEIRARCHY Emphasizes differentiation of power, roles, and resources.
Editor's Notes
- 1. New information technology, automation and robotization replace a large percentage of old tasks and create numerous ones. 2. New types of workers: More educated, with different attitudes and aspirations with respect to work and leisure time; with less life-time commitment; more female workers, more migrant workers, more white collar and professional employees 3. Increasing number of international competition; shortening of product-life cycles; greater differentiation within product markets; growing importance of service sector; labor cost cuts; flexibility of working hours and wages 4. Change of leaders may mean change in policies which may also affect how the organization will decide for all.