The document discusses social and organizational culture from an Indian perspective. It defines culture and describes the characteristics of social culture. Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social environment of an organization. The document also discusses cultural processes and social structure in India, noting India's diverse cultures, languages, and social hierarchies like caste. Finally, it outlines some aspects of business culture in India like greetings, communications, decision making, and views of time.
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
Organizational Culture
A common perception held by the organization’s members; a system of shared meaning.
Characteristics:
Innovation and risk taking
Attention to detail
Outcome orientation
People orientation
Team orientation
Aggressiveness
Stability
Do Organizations Have Uniform Cultures?
What Is Organizational Culture? (cont’d)
What Do Cultures Do?
How Culture Begins?
Keeping Culture Alive
Stages in the Socialization Process
How Employees Learn Culture
Creating An Ethical Organizational Culture
Creating a Customer-Responsive Culture..
Cultural Diversity in an Organization - Managing, Reasons, Role of HR Personn...Varun Suresh
This presentation talks about Cultural Diversity in an Organization, why it should be managed, the various reasons for Managing Cultural Diversity, Role of a HR personnel in Managing Cultural Diversity, Strategies adopted by them, the Process and Pros and Cons
Organizational Culture
A common perception held by the organization’s members; a system of shared meaning.
Characteristics:
Innovation and risk taking
Attention to detail
Outcome orientation
People orientation
Team orientation
Aggressiveness
Stability
Do Organizations Have Uniform Cultures?
What Is Organizational Culture? (cont’d)
What Do Cultures Do?
How Culture Begins?
Keeping Culture Alive
Stages in the Socialization Process
How Employees Learn Culture
Creating An Ethical Organizational Culture
Creating a Customer-Responsive Culture..
Cultural Diversity in an Organization - Managing, Reasons, Role of HR Personn...Varun Suresh
This presentation talks about Cultural Diversity in an Organization, why it should be managed, the various reasons for Managing Cultural Diversity, Role of a HR personnel in Managing Cultural Diversity, Strategies adopted by them, the Process and Pros and Cons
Chapter 9 Building a Culture of ImprovementObje.docxmccormicknadine86
Chapter 9:
Building a Culture of
Improvement
Objectives
• Understand the meaning of organizational culture
and indicators of organizational culture.
• Be able to describe at least one way of classifying
differences in national cultures.
• Describe common but essential values of
organizations in general and health organizations
in particular: diversity, safety, learning,
collaboration, and service.
• Be able to discuss key strategies for culture
change.
Outline
• Meaning of Organizational Culture
• Indicators of Organizational Culture
• Organizational Cultures in Health
• Strategies for Culture Change
Meaning of Organizational Culture
• Culture is “the way we do things around here.”
• Culture can be applied to groups,
communities, and entire societies.
• Culture encompasses the assumptions,
beliefs, values, and norms of an organization.
Components of Culture
• Values are the ideals, customs, and
institutions of an organization that its
members hold in high regard.
• Social norms are expectations about behavior.
• Assumptions and beliefs underlie an
organization’s culture and often include the
conviction that the organization is pursuing
worthwhile ends—what is good for the
organization is good for society
How to Recognize Culture
• Examine a range of activities, artifacts, and
behaviors.
• This provides insights into details of its
culture.
• Use multiple measures because culture is
broad and sometime internally inconsistent
within organizations.
Espoused Values
• Espoused values are stated in an organization’s
vision, mission, and value statements.
• Often the organizational values reflect the opinions
of decision-makers at the top of the formal hierarchy.
• Espoused values are often formalized in the ethical
guidelines of professions.
• Many norms are enacted and transmitted informally
through daily behavior.
• Norms about such issues as length of breaks, dress,
and attendance at social functions have to be
learned informally.
Symbols of Culture
• Indirect manifestations of norms, values,
beliefs, and assumptions.
• Examples include:
– Specialized language
– Rituals
– Ceremonies
– Physical artifacts such as logos
Stories as a Symbol of Culture
• Stories reflect important values.
• Stories about an organization’s founder or
past leaders are used to transmit important
guidelines for attitudes and behavior.
• Stories about heroic behavior, such as service
during emergencies or difficult times, may
promote the value of service to potential
clients or customers.
Four Types of Culture
• Four groups:
– Networked
– Mercenary
– Fragmented
– Communal
Four Types of Culture
• Classification is based on the degree to which
workers share goals (solidarity) and the
degree to which they are friends (sociability).
• Fragmented cultures are lowest on both
criteria.
• Communal cultures are highest on both.
• Managers can help cultures o ...
Building an ethical workplace culture requires equal skills in policy-making and relationship-building, and equal emphasis on procedures and values. Structural concerns like codes, training and clear criteria matter, but so do storytelling, mentoring and presiding over an organization’s routines and ceremonies. In an ideal workplace, structures and relationships will work together around core values that transcend self-interest. Core values will inspire value-creating efforts as employees feel inspired to do what is right, even when the right thing is hard to do. The ethics of our workplace cultures matter because the work itself matters and requires the cooperation that only positive, virtuous ethics can sustain. Compliance keeps us out of trouble, but virtuous ethics will create value for our co-workers and for our organization.
Concept of culture, Impact of changing culture, Characteristics of culture, How employee learn culture, types of culture, Organizational culture issues, Impact of culture in organization, How organization culture is change in India.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
3. TamilNadu Agricultural University
Content
• Introduction
• Culture
• Social culture
• Characteristics of social culture
• Organizational culture - importance, role,
characteristics, impact, types
• Societal culture Vs Organizational culture
• Cultural process and social structure
• Business culture in India
5. TamilNadu Agricultural University
Culture
• Horton and Hunt definition of culture,
“Culture is everything which is socially shared
and learned by the members of a society.”
• Tylor defined “It is that complex whole
including beliefs, art, region, values, norms,
ideas, law, taught, knowledge, custom and
other capabilities acquired by a man as a
member of a society
8. TamilNadu Agricultural University
Social culture
A complex set of meanings, habits, values
and behaviours adopted by one or more
social formations .
An environment of human created beliefs,
customs, knowledge and practices.
9. TamilNadu Agricultural University
Characteristics of social
culture
• It is not an individual phenomena but it is the
product of society
• It develops in the society through social interaction
• It is shared by the man of society
• No man can acquire it without the association of
others
• It helps to develop qualities of human beings in a
social environment
11. TamilNadu Agricultural University
Organizational culture
Definition:
It is defined as the underlying beliefs,
assumptions, values and ways of interacting
that contribute to the unique social and
psychological environment of an organization.
12. TamilNadu Agricultural University
Organizational culture is a set of shared mental
assumptions that guide intrepretation and action
in organization by defining appropriate
behaviour for various situations. (Ravasi and
Schultz (2006) )
It is the way of things get done around here.
They measured Organization in term of feedback
and Risk.(Deal and Kennedy )
16. TamilNadu Agricultural University
Values
They are the basic beliefs people hold
that specify general preferences and behaviours
and define what is right and wrong .
Norms : ?
Symbols :
visible object
Examples for symbols ?
17. TamilNadu Agricultural University
Importance of Organizational
Culture
Gives an organizational identity to employee.
Provides a sense of security to its members.
Helps newer employees interpret what goes
on inside the organization.
Helps to stimulate employees enthusiasm for
doing their tasks.
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Role of culture in an
organization
• Unity in employees
• Loyality in employees
• Healthy competition with in employees
• Direction to an organization
• Identity of organization
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Impact of culture in an
organization
• Employee performance
• Organization Environment
• Organization effectiveness
• Business strategies
• Productivity
20. TamilNadu Agricultural University
Impact of culture in an
organization
• Employee performance
• Organization Environment
• Organization effectiveness
• Business strategies
• Productivity
22. TamilNadu Agricultural University
Autocratic organizational
culture
• Otherwise called feudal culture
• Centalized power
• Proper protocol
• People recruited on the basis of relationship
• They are trusted
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Bureaucratic organizational
culture
• Proper rules and regulations , standard operating
procedures
• Impersonal relationships
• Actions are referred to higher level for approval
• Decisions are delayed
• Organization with bureaucratic culture tend to
produce standardized goods and services
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Technocratic Organizational
culture
• Technical and professional standards
• Specialist plays a major role
• More attention to employees need and
attention
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Entrpreneurial organizational
culture
• Organic or democratic culture
• Higher risk taking and creativity
• Primarily concerned with customers
• Quality customer service
• Achievement
26. TamilNadu Agricultural University
Building of strong organizational
culture
• A behavioural style must be shared by
managers and employees.
• Have the same basic approaches to solving
problems, meeting goals.
• Common norms that guide rule governing
rewars and punishment .
• It leads to stable organization
• Ultimately achieve strategic goals
27. TamilNadu Agricultural University
Societal culture Vs
organization culture
Societal culture Organization culture
Values Learned early
held deeply
Changes slowly with
generation
Broad guidelines
which are rooted in
the organization
practices
Origination Values Practices
Sharing of Meanings behaviour
Relationship Unconditioned Conditioned
Impact on employees Greater Lesser
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CULTURAL PROCESSES
• Enculturation is the natural and unconscious process
by which we acquire our own native culture
• Each culture dictates rules for a certain, expected
behavior and shares values and beliefs
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• Involves shared representations of the group,
on the basis of common interests and
experiences
• It refers to an active process of shaping the
identity accordingly with that of the others
• Indians can compartmentalize the new
learning of science or business with the older
ways (Singer, 1972)
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• They tend to change as and when we are
introduced to a new culture
• Sometimes , we get acquired into the culture
as it influences to a great extent.
34. TamilNadu Agricultural University
• Social structure is an abstract phenomenon.
• It denotes external aspects of society.
• Each society has a pattern of organization,
which has structures that result from
association of individuals with one another.
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• India is a country with diverse cultures.
Customs and traditions vary from region to
region.
• some commonality does exist in the social
structure, which is an unifying force
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Feautures of Indian
society
1. Complex Society
2. Economically Backward Country
3. Illiteracy
4. Diversified languages
5. Racial diversity
6. Caste
7. Existence of communalism
8. Regionalism
9. Tradition
10. Lack of free movement
37. TamilNadu Agricultural University
• Thus the social structure of Indian society is
characterized by religious, regional, linguistic,
communal and caste diversities.
• All these factors determine the environment
of Indian social structure, social system and
political system.
38. TamilNadu Agricultural University
BUSINESS CULTURE IN
INDIA
• India is a vast, populous and diverse nation
• Different identities, languages, cultures and
religions.
• It is very difficult to make generalisations
about Indian culture.
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INTRODUCTIONS AND GREETINGS
IN INDIA
• Hand shake
• Namashthe by pressing palms together
• Receive the card with your right hand.
• About family
• Prefer formal titles
• Sir/madam/jii
• Dress – according to climate (tie not compulsory)
41. TamilNadu Agricultural University
BUSINESS LANGUAGE AND
COMMUNICATION IN INDIA
• English is widely spoken in business and is
one of India’s official languages.
• Many Indians and business managers speak
it fluently
• Though of course meaning can vary across
cultures and countries.
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• Bureaucratic hurdles in the government circles
could result in delays in processing
• overload of paperwork and a general lack of
confidence in the system.
• Therefore immense patience is very much
necessary for any business transaction in
India.
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• Decision making delays
• Foreign system gives respect to this
• They hesitate to invest
• Poor supply chain management
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• The notion of time, time management,
punctuality is still an anathema(something
hated) in India.
• It is more to do with the mindset and
ingrained(deeply embedded) in the Indian
culture.
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• It would not be surprising if meetings are
postponed, re scheduled, cancelled or
organized at a very short notice.
47. TamilNadu Agricultural University
References
• A study of HRM practices and organizational
culture in selected private sector organizations
in India-Anil Kumar Singh – Pdf
• Udai pareek.(2004).Understanding
organizational behaviour.
• https://accountlearning.com/social-structure-
indian-society-features/
• https://www2.bc.edu/robert-
radin/Lecture_Notes/Culture.ppt
