Organizational culture refers to the shared values and beliefs that govern how employees within an organization think and act. It provides employees with an understanding of their roles and norms around things like acceptable behavior and the relationship between management and employees. An organizational culture contributes to employee commitment and performance by guiding decision making, socializing new members, and enhancing a sense of belonging. Key aspects of organizational culture include shared values, assumptions, artifacts, stories, and symbols. A strong organizational culture improves sense-making within an organization and leads to better outcomes like high job satisfaction and performance.
4. The basic pattern of shared values and assumptions
governing the way employees within an organization think
about and act on problems and opportunities.
A set of values or beliefs that is unique to any one
organization
5.
Organizational culture
Shared values and beliefs enabling members to
understand their roles and the norms of the
organization, including:
▪ Observed behavioral regularities, typified by common
language, terminology, rituals
▪ Norms, reflected by things such as the amount of work
to do and the degree of cooperation between
management and employees
▪ Dominant values that the organization advocates and
expects participants to share
▪ low absenteeism, high efficiency
6. Why is this topic important?
Helps you assess career opportunities and
how you might fit into an organization
Helps you assess how to succeed within an
organization or whether it is possible
Taught to new members as the correct way to
think, feel, and behave
8.
Guides decision making
Provides identity for members
Amplifies commitment
Guides employee behavior
Provides justification for actions
Helps members construct proper attitudes
and behaviors
Contributes to socialization of new members
Enhances member feeling of belonging and
commitment.
12.
Social prescriptions of desired (undesired) behavior
Provides a realistic human side to expectations
Most effective stories and legends:
Describe real people
Assumed to be true
Known throughout the organization
Are prescriptive
13.
Rituals
programmed routines
(e.g, how visitors are greeted)
Ceremonies
planned activities for an audience
(e.g, award ceremonies)
14.
Words used to address people, describe
customers, etc.
Leaders use phrases and special vocabulary
as cultural symbols
eg. Referring to “clients” rather than “customers”
Language also found in subcultures
eg. Whirlpool’s “PowerPoint culture”
15.
Building structure -- may shape and reflect culture
Office design conveys cultural meaning
Furniture, office size, wall hangings
Courtesy of Microsoft Corp.
16.
The Clan Culture
A very friendly place to
work where people share
a lot of themselves. It is
like an extended family.
17.
The Hierarchy Culture
A very formalized
structured place to work.
Procedures govern what
people do.
.
18.
The Adhocracy Culture
A dynamic
entrepreneurial, and
creative place to work.
People stick their necks
out and take risks.
19.
The Market Culture
A results oriented
organization whose
major concern is with
getting the job done.
People are competitive
and goal-oriented.
.
21.
Focus on processes more than
goals
Strong sense of ownership
AP/Wide World
External focus -- firm’s success
depends on continuous change
Proactive --seek out
opportunities
23. Successful organization is
reflected in:
Job satisfaction
Role clarity
High work motivation
Understanding of culture,
perceived control
High job involvement
Commitment to organization
Tenure
High performance
Internalized values
Unsuccessful organization is
reflected in:
Job dissatisfaction
Role ambiguity and conflict
Low work motivation
Misunderstanding, tension,
perceived lack of control
Low job involvement
Lack of commitment to
organization
Absenteeism, turnover
Low performance
Rejection of values
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