Organizational culture refers to the values, beliefs, attitudes and behaviors that are shared among members of an organization. An organization sustains its culture through selection of individuals who fit the culture, actions of top management to communicate and model cultural norms, and socializing new employees. New employees go through stages of socialization including pre-arrival, encounter, and metamorphosis as they learn and adapt to the organizational culture. Organizational culture is transmitted through means such as stories, rituals, symbols, language, and slogans that express the organization's core values.
Implications of Organizational Development Organizational Change and Develop...manumelwin
Most individuals believe in their personal growth.
Majority of the people are desirous of making greater contributions to the organizations they are serving.
Implications of Organizational Development Organizational Change and Develop...manumelwin
Most individuals believe in their personal growth.
Majority of the people are desirous of making greater contributions to the organizations they are serving.
Organizational citizenship behavior is one which goes beyond the basic requirements of Job, to a large extent discretionary & is a benefit to the organization
This PPT is about: Value for Managers
-What are Values
-What do they mean for Managers, Importance
-How values can transform workplace
This Presentation is made as a part of MBA class assessment
Organisational development and its techniquesPrarthana Joshi
It includes what is organizational development and various techniques. Its also includes a case study on organizational development in TCS organisation.
The term organizational development was coined by Richard Beckhard in the mid-1950s.Organizational development is an acronym of two words i.e., organization and development
Survey feedback - comprehensive OD interventions - Organizational Change an...manumelwin
Collecting data about the system and feeding back the data for individuals and groups at all levels of the organization to analyze, interpret meanings, and design corrective action steps.
These are having two components- the use of Attitude Survey and the use of Feedback workshops.
Organizational citizenship behavior is one which goes beyond the basic requirements of Job, to a large extent discretionary & is a benefit to the organization
This PPT is about: Value for Managers
-What are Values
-What do they mean for Managers, Importance
-How values can transform workplace
This Presentation is made as a part of MBA class assessment
Organisational development and its techniquesPrarthana Joshi
It includes what is organizational development and various techniques. Its also includes a case study on organizational development in TCS organisation.
The term organizational development was coined by Richard Beckhard in the mid-1950s.Organizational development is an acronym of two words i.e., organization and development
Survey feedback - comprehensive OD interventions - Organizational Change an...manumelwin
Collecting data about the system and feeding back the data for individuals and groups at all levels of the organization to analyze, interpret meanings, and design corrective action steps.
These are having two components- the use of Attitude Survey and the use of Feedback workshops.
3 steps to implement holacracy in your companyKozo Takei
Since 2007, we DIAMOND MEDIA has been Holacracy model organization. We built a Holacratic management and operating system by ourselves. We finally found the way to implement holacracy in your company only in 3 steps.
Special thanks; Sylvain Pierre, Thomas Rodriguez.
What exactly is culture?
Understand culture using metaphors.
Understanding organisational culture.
Why organisational culture matters?
Explain and use techniques to evaluate organisational culture.
Cultural web
Cultural iceberg
Handy’s four culture types
Competing values framework
How is organisational culture created and preserved?
Can organisational culture be changed?
Discuss cases of cultural blunders.
What are the causes of cultural blunders?
How to minimise cultural blunders.
Organizational Culture- Meaning, Characteristics, Developing and sustaining Culture, Types of Organisational Culture by Goffee & Jones; Handy; Cameron & Quinn, Impact, Role of organizational culture, Issue in Organisational Culture.
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Dimensions of Organizational Cu lture
Exhibit 2-4
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How Can Culture Be Described?
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. Bange from /ow(not typical of the culture) to high (especially typical of the culture).
o Provide a composite picture of the organization's culture.
An organization's culture may be shaped by one particular cultural dimension more than the others, thus influencing the
organization s personality and the way organizational members work. For example:
-Applebfocus
is product innovation (innovation and risktaking). The company "lives and breathes" new
product development and employees' work behaviors support that goal.
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through the way it treats them.
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Where Does Culture Come From? How Do Employees Leam the Culture?
How Does 0rganizational Culture Affect Managers?
Ambrosia Humphrey, vice preside ...
Organizational Culture Dynamics (Organizational Management)Manu Alias
A presentation on Organizational culture dynamics and it's characteristics, importance, role, types, etc. It also talks about the corporate culture and it's features.
In every organization there is a talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just feels right.
Organizational Culture - A pattern of basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems
Sustaining organisational culture & means of transmitting
1. SUSTAINING ORGANISATIONAL
CULTURE & MEANS OF TRANSMITTING.
Organizational culture
The term ‘Culture’ signifies values, beliefs, morals, customs, habits
and knowledge acquired by the people living in a society.
Organizational Culture is the acquisition of values, beliefs,
attitudes, expectations..etc by the employees of an organization.
“Culture is the soul of the organization — the beliefs and
values, and how they are manifested. I think of the structure as
the skeleton, and as the flesh and blood. And culture is the soul
that holds the thing together and gives it life force.” - Henry
Mintzberg.
2. Sustaining Organizational Culture
The following approaches are useful
Selection
Identify and hire individuals who will fit in with the culture.
Actions of Top Management
Senior executives establish and communicate the norms of the
organization.
Socialization
Organizations need to teach the culture to new employees.
3. SELECTION
An individual who is well qualified and trained may not
be prepared to accept the organization’s culture.
It is important that the principle of ‘right man for the
right job’ is applied to find out the preparedness of an
individual to accept and follow faithfully the
organization’s practices.
4. Actions of Top Management
For keeping the organizational culture alive, the top
management should reiterate is values, beliefs, and
goals by advising the middle and lower level
managers and through them the employees of the
entire organization.
If any deviation occurs from the basic norms of the
organization, it shall take appropriate action to set
things right.
5. Socialization
Preparing the new employees to adapt & understand the
org culture, which has the following 3 stages.
Socialization Process Outcomes
Productivity
Prearrival Encounter Metamorphosis Commitment
Turnover
6. Stages in the Socialization
Pre arrival
The period of learning prior to a new employee joining the organization.
Encounter
When the new employee sees what the organization is really like, He/She
starts comparing the expectations they had in the pre-arrival stage with the
reality.
Metamorphosis
When the new employee changes and adjusts to the work, work group, and
organization. At this stage the employee masters the art of adapting to the
organization’s values and norms.
7. Means of Transmitting Org Culture
The Organizational culture is transmitted to the
employees usually through the following means.
Stories
Rituals
Symbols
Language
Slogans
8. Stories
Transmitting the org culture by narrating the hardships
and sufferings of people who have founded the
organization.
Once the employees are understand the same, they will
be able to appreciate and emulate the values and
beliefs for the promotion of which the org has been
founded.
9. Rituals
Repetitive sequences of activities that express and reinforce
the key values of the organization.
Examples- Daily morning prayer, weekly family dinner,
monthly picnic, annual award presentation..etc are a few
examples of such rituals.
The performance of these rituals helps the employees
appreciate the organization’s culture.
10. Symbols
Certain physical symbols used in the organization
do reflect its culture.
Examples - Inscribing the logo of the org in all the
stationery items provided for the staff, uniforms for
different categories of employees, reserved car
park for executives, luxurious office furnishing..etc.
These symbols become important tools of
transmitting and sustaining the culture of the
organization.
11. Language
Every org develops certain unique terms to describe the
staff, customers, suppliers, equipments, work situation
and so on.
It may take sometimes for a new employee to become
familiar with these terms that are used effortlessly by
the existing employees.
By learning the language of the org the members
convey their acceptance of the organizational culture.
12. Slogans
Slogans can be useful not only to the employees but
also those who deal with the organization to
understand and appreciate its culture.
Example – ‘customer satisfaction is our motto’, ‘Every
customer is important to us’, ‘Think Different’-Apple,
‘We bring good things to Life’-GE, ‘We love to see you
smile’- Mcdonalds, ‘The choice of new generation’-
Pepsi…etc are few slogans that symbolise what the
organization stands for.
13. These are the means through which, new employees
learn about the culture of the org to adapt,
understand and value the org.
Thus Org culture plays a major role like a soul in a
human body to keep it alive and grow and make
impact in the society.