Culture
Organizational Culture
OC reflects the values , beliefs and attitudes
of its members . It evolves slowly over
time .
Organizational
Culture/basic functions
Provides a
Enhances Clairifies
sense of
commitment and
identity for
to the reinforces
members
organization’s standards
mission of behavior
What Do Cultures Do?
(funct /imp)
Culture’s
Culture’sFunctions:
Functions:
1.1. Defines
Definesthe
theboundary
boundarybetween
betweenone
oneorganization
organization
and
andothers.
others.
2.2. Conveys
Conveysaasense
senseof
ofidentity
identityfor
forits
itsmembers.
members.
3.3. Facilitates
Facilitatesthe
thegeneration
generationofofcommitment
commitmentto
to
something
somethinglarger
largerthan
thanself-interest.
self-interest.
4.4. Enhances
Enhancesthe
thestability
stabilityof
ofthe
thesocial
socialsystem.
system.
5.5. Serves
Servesas asaasense-making
sense-makingand
andcontrol
controlmechanism
mechanism
for
forfitting
fittingemployees
employeesininthe
theorganization.
organization.
What Do Cultures Do?
(Limitations)
Culture
Cultureas
asaaLiability:
Liability:
1.1. Barrier
Barrierto
tochange.
change.
2.2. Barrier
Barrierto
todiversity
diversity
3.3. Barrier
Barrierto
toacquisitions
acquisitionsand
andmergers
mergers
Formalization
Degree to which organizations standardize
behavior through rules , procedures ,
formal training & related mechanism .
Standardization as a coordinating
mechanism
Ex:- McDonald’s
McDonald’s burgers look & taste the same around the world . Because they have
Formalized structure as they rely heavily on standardization of work processes
-How much mustard be dispensed
-How many pickles to be applied
-How long to be cooked etc.
What Is Organizational Culture?
(cont’d)
What Is Organizational Culture?
(cont’d)
Culture Versus Formalization
– A strong culture increases behavioral consistency
and can act as a substitute for formalization.
Organizational Culture Versus National Culture
– National culture has a greater impact on employees
than does their organization’s culture.
– Nationals selected to work for foreign companies
may be atypical of the local/native population.
Hofstede’s Model of
National Culture
• Dimensions
– Individualism vs Collectivism
– Power Distance
– Achievement vs Nurturing Orientation
– Uncertainty Avoidance
– Long-term vs Short-term Orientation
Individualism vs Collectivism
Individualism Collectivism
• Individual • Group harmony
achievement • Cohesiveness
• Freedom • Consensus
• Competition • Cooperation
• Example • Example
– United States – Japan
Power Distance
High Low
• Inequalities exist • Social welfare
• Gap between rich programs reduce
and poor gaps
• Example • Example
– Guatemala – France
– Malaysia – Germany
Achievement vs Nurturing
Orientation
Achievement Nurturing
• Assertiveness • Quality of life
• Performance • warm personal
• Success relationships
• Competition • Service
• Results-oriented • Caring
• Example • Example
– Japan – Denmark
– United States – Sweden
Uncertainty Avoidance
Low High
• Easygoing • Rigid
• Value diversity • Intolerant
• Tolerant of • Conformity
differences • Structure
• Example • Example
– United States – Japan
– Hong Kong – France
Long-Term vs Short-Term
Orientation
Long-term Short-term
• Thrift • Personal stability
• Persistence • Happiness
• High savings rate • Living in the present
• Patience • Example
• Example – United States
– Japan – France
– Hong Kong
x:- Google’s culture is informal .
Googlers work in high –density clusters , with three or four staffers sharin
pace with couches and dogs . They have little corporate hierarchy and
emplyees wear different hats .Maintains a small-company feel .
Removal of employees
•Recruitment of employees who fit
•The culture
OC Who deviate from
The culture
Dynamics , levels or elements or
layers of OC
Cultural
Symbols
More
visible
to Shared Behaviors
less
visible
Cultural Values
Shared assumptions
ltural Symbols :- are words (jargon or slang ) , gestures and pictures or
ther Physical objects that carry a particular meaning within a culture .
hared Behaviors :- includes norms , which are more visible and somewha
asier To change than values
Flexible
Culture
Bureaucratic Market
Culture Culture
Stable
Internal External
Forms of attention
BUREAUCRATIC CULTURE :-
An org that practices formality , rules , standard operating
procedures, and hierarchical coordination
PREDICTABILITY , EFFICIENCY , STABILITY
“ go by the book”
Eg:- Government departments
CLAN CULTURE :-
Tradition , loyalty , personal commitment , extensive
socialization , teamwork , self-management & social
influence are attributes of a clan culture . Its members
recognize an obligation beyond the simple exchange of
labor for a salary.
“ pride in membership”
Eg:- KFC , Pizza hut etc
ENTREPRENEURIAL CULTURE :-
High levels of risk taking and creativity characteristics .
Commitment of experimentation , innovation and being on a
leading edge .
Eg:- Amazon.com(by Jeff Bezos) , Apple
MARKET CULTURE :-
The achievement of measurable & demanding goals ,
especially those that are financial & market based ( eg:-
growth , profitability & market share )
ex:- Pepsico , AIG
Developing or Forming or emergence of
OC
2 Major
challenges
1.External adaptation & survival
(addressing following issues )
Ceremonial
Employees The
Rites
learn organizational
and
through: language
Ceremonies
TOP MANAGEMENT
A top manager or team develops and attempts to
implement
A shared vision and business strategy
ORGANIZATIONAL BEHAVIOR
Implementation is successful. Employees behave in
Ways that are in agreement with the shared
Values and business strategy
RESULTS
The organization is successfully based on standard
Financial and performance indicators
CULTURE
A culture emerges that reflects the vision , strategy
And experiences of people in the org . This culture
Describes the behavior that are acceptable &
unacceptable and the traditions that will be
Maintained
Intensity of Commitment to
Core Values Core Values
Strong Versus
Weak Cultures
High Behavioral Low Employee
Control Turnover
Managerial
ManagerialActions
Actions(cont’d)
(cont’d)::
•• Lead
Leadby
byconveying
conveyingaacustomer-focused
customer-focusedvision
vision
and
anddemonstrating
demonstratingcommitment
commitmenttotocustomers.
customers.
•• Conduct
Conductperformance
performanceappraisals
appraisalsbased
basedon
on
customer-focused
customer-focusedemployee
employeebehaviors.
behaviors.
•• Provide
Provideongoing
ongoingrecognition
recognitionfor
foremployees
employeeswho
who
make
makespecial
specialefforts
effortsto
toplease
pleasecustomers.
customers.
Creating a Customer-Responsive
Culture
• Key Variables Shaping Customer-Responsive Cultures
1. The types of employees hired by the organization.
2. Low formalization: the freedom to meet customer service
requirements.
3. Empowering employees with decision-making discretion to
please the customer.
4. Good listening skills to understand customer messages.
5. Role clarity that allows service employees to act as “boundary
spanners.”
6. Employees who engage in organizational citizenship behaviors.
Spirituality and Organizational
Culture
Workplace Spirituality
The recognition that people have an inner life
that nourishes and is nourished by meaningful
work that takes place in the context of the
community.
Characteristics:
Characteristics:
• • Strong
Strongsense
senseof
ofpurpose
purpose
• • Focus
Focuson
onindividual
individualdevelopment
development
• • Trust
Trustand
andopenness
openness
• • Employee
Employeeempowerment
empowerment
• • Toleration
Tolerationof
ofemployee
employeeexpression
expression
Reasons for the Growing Interest in
Spirituality
As a counterbalance to the pressures and stress of a turbulent
pace of life and the lack of community many people feel and
their increased need for involvement and connection.
Formalized religion hasn’t worked for many people.
Job demands have made the workplace dominant in many
people’s lives, yet they continue to question the meaning of
work.
The desire to integrate personal life values with one’s
professional life.
An increasing number of people are finding that the pursuit of
more material acquisitions leaves them unfulfilled.
Creating an Ethical Culture
• Establish rules and norms that outline
organization’s ethical position
• Outside Pressure
STRATEGIES TO CHANGE & STRENGHTEN ORGANIZATIONAL CULTURE
Aligning artifacts
• Share stories supporting the culture
• Celebrate goals / milestones to support the culture
• Inhabit building that reflect the culture .
Example of a culture change taken place in Harley –Davidson
Men behind Harley
Problems :-
3 major things
First
• Emphasized that they were in the
experience business
- Real product is not a machine
But
- A lifestyle
- An Attitude
- A of being
Second
• Began organizational & individual learning
at all levels through a leadership Institute.
• This Institute was designed to introduce
new workers to Harley’s Goals & Culture &
current workers with better understanding
of competition effects on harley’s
performance .
Implementation of cross training &
job responsibilites expansion
• job enrichment & workers empowerment