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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.
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.
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.
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.
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
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.
Means of Transmitting Org Culture
    The Organizational culture is transmitted to the
     employees usually through the following means.

   Stories
   Rituals
   Symbols
   Language
   Slogans
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.
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.
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.
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.
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.
   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.
THANK YOU

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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.