The document discusses organizational culture, describing its key characteristics and how it affects an organization. It outlines 7 characteristics of culture, how employees learn and are influenced by culture, and how culture constrains managerial decision making. Strong, clearly defined cultures that are widely shared can foster higher commitment and performance. Factors like size, age, and original founding influence culture strength. The document concludes with how top management, selection, and socialization help establish and maintain an organization's culture over time.
2. What is Organizational Culture?
Seven Characteristics of Organizational Culture
What Do Cultures Do?
How Employees Learn Culture?
How Culture Affects Managers?
Elements of Strong Cultures
Factors Influencing the Strength of Culture
Benefits of a Strong Culture
Organization Culture Issues
Creating an Ethical Culture
Creating an Innovative Culture
How to Keep the Culture Live?
3. encompasses values and behaviors that ,
"CONTRIBUTE TO THE UNIQUE SOCIAL AND
PSYCHOLOGICAL ENVIRONMENT OF AN
ORGANIZATION“
From Wikipedia, the free encyclopedia
4. The Culture of an Organization is based on the ,
Founder’s values
Vision
Mission.
6. 1. Innovation and Risk Taking
2. Outcome Orientation
3. People Orientation
4. Team Orientation
5. Attention to Detail
6. Aggressiveness
7. Stability
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7. 1. Innovation and Risk Taking
The degree to which employees are expected to be creative
and take risks.
2. Outcome Orientation
Degree to which management emphasizes results.
3. People Orientation
Degree to which management decisions are sensitive to
individual.
4.Team Orientation
Degree to which work activities are organized around
teams rather than individuals.
8. 5. Attention to Detail
Degree to which there is concern for precision and detail.
6. Aggressiveness
Degree to which employees are expected to be competitive
than easy going.
7. Stability
Degree to which activities focus on the status rather than
change
9. Culture’s Functions
Conveys a sense of identity for its members
Facilitates the generation of commitment
to something larger than self-interest.
Enhances the stability of the social system.
Serves as a sense-making and control mechanism for fitting
employees in the organization.
10. Stories
Anchor the present into the past and provide explanations and
legitimacy for current practices.
Rituals
Repetitive sequences of activities that express and reinforce
the key values of the organization.
Material Symbols
Acceptable attire, office size, opulence of the office
furnishings, and executive perks that convey to employees who
is important in the organization.
Language
Jargon and special ways of expressing one’s self to indicate
membership in the organization
11. Establishes appropriate managerial behavior.
Constrains decision making in all management
functions.
Planning
Degree of risk that plans should contain.
Organizing
Degree of autonomy given to employees.
Leading
Degree of concern for job satisfaction.
Controlling
Reliance on external or internal controls.
12. Key values are deeply
held and widely shared.
Greater influence on
employees
Employees more
committed to
organizations
Associated with high
organizational
performance
Most organizations have
moderate to strong
13. Size of the Organization
Age of the Organization
Rate of Employee Turnover
Strength of the Original Culture
Clarity of Cultural Values and Beliefs
14. Creates a stronger employee
commitment to the organization.
Aids in the recruitment and
socialization of new employees.
Fosters higher organizational
performance by instilling and
promoting employee initiative.
“ Are cultures in which key values are deeply and
widely held”.
15. Creating an Ethical
Culture
Creating an
Innovative Culture
High in risk tolerance
Low to moderate aggressiveness
Focus on means as well as
outcome
Challenge and involvement
Freedom
Trust and openness
Conflict resolution
Risk taking
16. • Top Management
Senior executives help establish behavioral norms
that are adopted by the organization.
• Selection
i) Concerned with how well the candidates will fit into
the organization
ii) Provides information to candidates about the
organization
• Socialization
The process that helps new employees adapt to the
Organization’s culture