Chapter 3 Creating Organizational Culture by LULOu
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Human and Administration Behavior in Education Chapter 3. Creating Organizational Culture
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Chapter 3 Creating Organizational Culture by LULOu
- 1. 1 Creating Organizational Culture Influencing Culture Change Conclusion Characteristic of Effective Socialization Sustaining the Culture Chapter 3 Organizational Culture
- 2. Chapter 3 Organizational CultureAnnalou N. Asperga MAHEeD Professor. James Paglinawan Ph.D
- 3. Creating Organizational Culture The Founders Selection Process Top Management Socialization
- 4. 4 The Founders The ultimate source of an organization’s culture
- 5. 5 Selection Process The explicit goal of identifying and hiring individuals who have the knowledge, skills and abilities to perform jobs within the organization successfully
- 6. 6 Top Management The actions of top management play a major role on the organization’s culture by establishing norms that filter down through the organization.
- 7. 7 Socialization The process that adapts employees to the organization’s culture
- 8. 8 Three views in Influencing Culture Change 1. Cultures are so elusive and hidden that they cannot be adequately diagnosed, managed, or changed 2. Because it takes difficult techniques, rare skills, and considerable time to understand a culture and then additional time to change it, deliberate attempts at culture change are not really practical
- 9. 9 Three views in Influencing Culture Change 3. People will naturally resist change to a new culture Cultures sustain people through periods of difficulty and serve to ward off anxiety Cultures provide continuity and stability
- 10. 10 Changing Culture Intervention Points Hiring andHiring and socialization ofsocialization of members whomembers who fit in with thefit in with the culture.culture. Removal ofRemoval of members whomembers who deviate fromdeviate from the culturethe culture Managers seeking to create culture change must intervene at these points. CultureCulture Cultural communicati ons BehaviorBehavior33 22 11 44 55 JustificationsJustifications of behaviorof behavior
- 11. Sustaining the Culture Selection Action of Top Management Socialization
- 12. 12 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.
- 13. 13 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.
- 15. Characteristics of Effective Socialization Stages in Socialization Means of Transmitting Organizational Culture
- 16. Stages in the Socialization Anticipatory socialization Role management socialization Accommodation socialization
- 17. 17 Anticipatory socialization Recruitment using realistic job previews Selection and placement using realistic career paths
- 18. 18 Role management socialization Provision of professional counseling Adaptive and flexible work assignments Sincere person-oriented managers
- 19. 19 Accommodation socialization Tailor-made and individualized orientation programs Social as well as technical skills training Supportive and accurate feedback Challenging work assignments Demanding but fair supervisors
- 20. Means of Transmitting Organizational Culture Stories Rituals Symbols Language Slogans
- 21. 21 Stories Transmitting the org culture by narrating the hardships and sufferings of people who have founded the organization.
- 22. 22 Rituals Repetitive sequences of activities that express and reinforce the key values of the organization.
- 23. 23 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.
- 24. 24 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.
- 25. 25 Slogans Slogans can be useful not only to the employees but also those who deal with the organization to understand and appreciate its culture.
- 26. 26 Conclusion Creating and sustaining a quality culture that facilitates continuous change and improvement is crucial for long- term organizational success. Changing organizational culture is a challenging and time consuming process as it necessitates changes in the way people think and behave.
- 27. 27 Thank You!To ensure success, cultural change efforts must focus on formulating a clear, compelling and shared vision; securing sustained top management commitment; role modeling of desired behavior by top leaders; promoting employee involvement and empowerment; conducting appropriate training at all levels to imbibe the new culture; maintaining open and honest communication; fostering a climate of trust and collaboration; and embedding cultural changes in the organization’s structure, systems and policies. It is highly important to ensure that the desired culture is compatible with organizational strategy.
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