The document discusses organizational culture, defining it as a system of shared assumptions, values and beliefs that influence appropriate and inappropriate behaviors in a company. It describes key elements that make up organizational culture, including the P-O-L-C framework and seven dimensions identified by the Organizational Culture Profile. Specifically, the dimensions are innovative cultures, aggressive cultures, outcome-oriented cultures, stable cultures, people-oriented cultures, team-oriented cultures and detail-oriented cultures. The document also notes that organizational culture can be one of a company's strongest assets or biggest liabilities.

1. THE
ORGANIZATIONAL
CULTURE
BY: EVELYN JOI VELASCO
Presented to:
Professor Jose Mateo, PhD.

2. LEARNING OBJECTIVES:
1. Meaning of Organizational Culture.
2. Elements, Dimensions and
Characteristics that make up a
Company’s culture.
3. The Creation and Maintenance of the
Culture

3. What is OC?

4. Organizational culture
- refers to a system of shared
assumptions, values, and beliefs
that show people what is
appropriate and inappropriate
behavior.

5. FIGURE 1 - THE P-O-L-C FRAMEWORK
INDIVIDUALS TEND TO BECOME MORE AWARE OF THEIR ORGANIZATION’S
CULTURE WHEN THEY HAVE THE OPPORTUNITY TO COMPARE IT TO OTHER
ORGANIZATIONS.

6. WHY DOES ORGANIZATIONAL CULTURE
MATTER?
1.Control System – OC is deeply embedded form
of social control that influences employee
decisions and behavior.
2. Social Glue – OC bonds people together and
makes them feel part of the organizational
experience.
3. Sense-making – OC assists the sense-making
process. It helps employees understand what
goes on and why things happen in the
company.

7. BUT WAIT!!!
An organization’s culture
may be one of its strongest
assets or its biggest liability.

8. LEVEL OF OC ..

9. WHICH VALUES CHARACTERIZE AN
ORGANIZATION’S CULTURE?
----The Organizational Culture Profile
(OCP) where culture is represented
by seven distincts.

10. DIMENSIONS OF CULTURE

11. 1. Innovative Cultures
- innovative cultures are flexible
- adaptable
- experiment with new ideas.

12. 2. Aggressive Cultures
- competitiveness and outperforming competitors;
- they often fall short in corporate social
responsibility.

13. 3. Outcome-Oriented Cultures
- emphasize achievement, results,
and action as important values.

14. 4. Stable cultures
- predictable, rule-oriented,
and bureaucratic.

15. 5. People-oriented cultures
-value fairness, supportiveness, and
respecting individual rights.

16. 6. Team-oriented culture
- collaborative and emphasize
cooperation among employees.

17. 7. Detail-oriented culture
--are characterized as emphasizing
precision and paying attention to
details.