Organization Culture 2 - Soumyaa Srikrishna

Organization Culture
Soumyaa Srikrishna

SoumyaaSrikrishna@Hotmail.com

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.
Outcomes
Socialization Process

Prearrival

Encounter

Productivity

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.


The Coca-Cola Company Mission
Our mission is:
•To refresh the world - in mind, body and spirit
•To inspire moments of optimism - through our brands and
actions
•To create value and make a difference everywhere we
engage


Company Vision
• Profit: Maximising return to shareholders, while being mindful of
our overall responsibilities
• People: Being a great place to work, where people are inspired to
be the best they can be
• Portfolio: Bringing to the world a portfolio of beverage brands that
anticipate and satisfy people's desires and needs
• Partners: Nurturing a winning network of partners and building
mutual loyalty
• Planet: Being a responsible global citizen that makes a difference
• Productivity: Be a highly effective, lean and fast-moving
organisation

Company Values
•
•
•
•
•
•
•

Leadership
Passion
Integrity
Accountability
Collaboration
Innovation
Quality


Culture
One Company : As our journey continues, our shared passion is transforming The Coca-Cola Company.
When you join the Company, you’ll enjoy an environment where ideas are free to find their way, support
is close at hand and pride inspires us to grow. Each day we’re developing meaningful and accelerated
learning opportunities and anticipating the skills and resources we will need to meet our future
demands.

One Team: At The Coca-Cola Company, it’s our people who make magic happen. Our job is to refresh
the world, and it requires the vision, innovation, and passion of every single one of them. Each day the
relationships you build will help you succeed not only in your job, but in your career as well.
One Passion: The love at The Coca-Cola Company goes farther than our portfolio of brands, our people
and our company. From our efforts to ensure that we have fair and inclusive workplaces to our
responsibilities outside our business, we do our best to spread the joy of The Coca-Cola Company. We
believe in fostering a workplace that embraces all of our people’s unique abilities. We’re committed to
supporting our communities. And, we’re dedicated to preserving and protecting our planet.

Implementing New Software
The impacts:
(1) Can cause negative reactions from employees
(2) Portraying the idea of “We don’t trust our
employees”
(3) People do not want to work for a company
that instils a sense of mistrust.


Intranet for Employees
The impacts:
(1) increase employee productivity and better time management
(2) the one downfall to these applications is the reduction in actual
employee contact and social interaction.


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