This document discusses the impact of changing culture on organizational behavior. It defines culture as the beliefs and values of an organization that determine how work gets done and the type of leadership. Culture is learned, shared, and taught to newcomers through stories, rituals, symbols and language. The types of organizational cultures include dominant, sub-cultures, bureaucratic, clan and market cultures. Changing conditions require organizations to evolve their cultures over time to survive. A positive culture fosters commitment and collaboration while a negative culture causes resistance to change and lack of cooperation. Successfully changing culture requires understanding the old culture, supporting new ideas, modeling effective subcultures, helping employees do better work, and recognizing that significant change takes time.

1. IMPACT OF
CHANGING
CULTURE
ON
ORGANIZATION
BEHAVIOUR

2. WHAT IS CULTURE?

3. CULTURE
 Culture is the soul of the organization — the beliefs and values,
and how they are manifested.
 The beliefs, values and norms tell people:
 “What is to be done.”
 “How it is to be done.”
 The culture determines the type of leadership,
communication, and group dynamics within the
organization.

4. CHARACTERISTICS OF CULTURE
 Culture is learned
 Culture is shared
 Common to members of a certain group
 Determines the behavior of group members
 Culture helps members solve problems
 Culture is taught to newcomers

5. HOW EMPLOYEES LEARN
CULTURE ?
 Stories
 Rituals
 Material Symbol
 Language

6. TYPES OF ORGANIZATION CULTURE
 Dominant Culture
 Sub -Culture
 Bureaucratic culture
 Clan culture
 Market culture

7. ORGANIZATION CULTURE ISSUES
 Three important issues in an organization’s culture:
 Ethics
 Diversity of employees
 Leadership behavior

8. ORGANIZATIONAL CULTURE AND
CHANGE
 In order to survive, organizations and their cultures must
continuously evolve and change.
 Conditions prompting change include:
 Economic crises
 Changes in laws or regulations
 Social developments
 Global competition
 Demographic trends
 Technological changes

9. THE IMPACT OF CULTURE ON
ORGANIZATIONS
 Impact of Positive culture
 Shared values and beliefs create a setting in which people
are committed to one another and share an overriding
sense of mission.
 Organization Goals are achieved on time
 Employees Support and help each other
 Friendly environment due to healthy work culture

10. THE IMPACT OF CULTURE ON
ORGANIZATIONS
 Impact Of Negative culture
 A strong culture can cause a resistance to change
 Employees work individually
 Employees blame each other
 Not accomplishing targets on time
 Ego Clashes

11. ORGANISATIONAL CULTURE ASSESSMENT
INSTRUMENT (OCAI) –BY KIM CAMERON
AND QUINN.

15. HOW ORGANIZATION BEHAVIOR HAS
CHANGED IN INDIA
Attrition rates has increased

16. MORE WOMEN WORK FORCE

17. HOW ORGANIZATION BEHAVIOR HAS CHANGED
IN INDIA (CONTINUED…)
 More perks and incentive to employee .
 Different Age Groups .
 Healthy Food and play center and gym .

18. REQUIREMENTS FOR SUCCESSFULLY
CHANGING ORGANIZATIONAL CULTURE
 Understand the old culture first
 Support employees and teams who have ideas for a better
culture and are willing to act on those ideas
 Find the most effective subculture in the organization and
use it as a model
 Help employees and teams do their jobs more effectively
 Use the vision of a new culture as a guide for change
 Recognize that significant cultural change takes time
 Live the new culture

19. Thank You