Organization Culture Power Point Presentation

A brief description on Organizational culture as a part of Organization Behaviour

1. Organization Culture and Organization Culture and
ClimateClimate

2. What is Organizational Culture?What is Organizational Culture?
The set of shared values and norms that
controls organizational members’
interactions with each other and with
people outside the organization

3. Organizational CultureOrganizational Culture
Based on enduring values
embodied in organizational norms, rules,
standard operating procedures, and goals

4. Organizational CultureOrganizational Culture
People use these elements to guide their
actions and decisions when faced with
uncertainty and ambiguity.
Important influence on members’
behavior and response to situations

10. Organizational CultureOrganizational Culture
Characteristics:
1.Innovation and risk
taking
2.Attention to detail
3.Outcome orientation
4.People orientation
5.Team orientation
6.Aggressiveness
7.Stability

11. DIMENTIONS OF ORGANIZATIONAL DIMENTIONS OF ORGANIZATIONAL
CULTURECULTURE
© Prentice Hall, 2002 3-3-1111

12. Organizational CultureOrganizational Culture

13. Organizational Culture Organizational Culture

14. What Do Cultures Do?What Do Cultures Do?
Culture’s Functions:
1.Defines the boundary between one
organization and others.
2.Conveys a sense of identity for its members.
3.Facilitates the generation of commitment to
something larger than self-interest.
4.Enhances the stability of the social system.

15. Limitations of CultureLimitations of Culture
Culture as a Liability:
1.Barrier to change
2.Barrier to diversity
3.Barrier to acquisitions and
mergers

16. The Organization’s CultureThe Organization’s Culture
 Strong Versus Weak Cultures
◦in strong cultures, the key values are deeply held and
widely shared
◦strong cultures have greater influence on employees than
do weak cultures
© Prentice Hall, 2002 3-3-1616

17. Strong Versus Weak CulturesStrong Versus Weak Cultures
◦employees more committed to organizations
with strong cultures
◦strong cultures are associated with high
organizational performance
◦most organizations have moderate to strong
cultures

18. How Organization Cultures FormHow Organization Cultures Form

19. Where Does Organizational Culture Where Does Organizational Culture
Come From?Come From?
Comes from interaction of four factors:
1.The personal and professional characteristics of
people within the organization
2.Organizational ethics
3.The property rights that the organization gives
to employees
4.The structure of the organization

20. How Employees Learn CultureHow Employees Learn Culture
•Stories
•Rituals
•Material Symbols
•Language

21. How Employees Learn CultureHow Employees Learn Culture

◦ Stories - a narrative of significant events or people
◦ Rituals - repetitive sequences of activities
◦ Material symbols – essential in creating an
organization’s personality.
◦ Language - identifies members of a culture
organizations develop unique terminology or jargon
© Prentice Hall, 2002 3-3-2121

22. Keeping Culture AliveKeeping Culture Alive
Selection
◦Concerned with how well the candidates will fit
into the organization.
◦Provides information to candidates about the
organization.

23. Keeping Culture AliveKeeping Culture Alive
Top Management
◦Senior executives help establish behavioral
norms that are adopted by the organization.
Socialization
◦The process that helps new employees adapt
to the organization’s culture.

24. Can Organizational Culture be Can Organizational Culture be
Managed?Managed?
Changing a culture can be very difficult as
it is hard to understand how the previous
four factors interact.

25. Some ways culture can be changedSome ways culture can be changed
Redesign structure
Revise property rights used to motivate
people
Change the people – especially top
management