ORGANIZATIONAL CULTURE (1) ppt full complete

Culture organisation

1. ORGANIZATIONAL CULTURE

2. Organizational culture Organizational culture refers to the shared values, beliefs, assumptions, and behaviors that shape the way individuals within an organization think, act, and interact with each other and external stakeholders.

3. Nature of Culture Shared: Culture is shared among members of an organization and provides a sense of identity and belonging.

4. Nature of culture Learned: Culture is not innate; it is learned through socialization, observation, and experiences within the organization.

5. Nature of culture Symbolic: Culture is expressed through symbols, such as language, rituals, stories, and artifacts, that represent and reinforce its values and norms.

6. Strong vs. Weak Culture Strong Culture: In organizations with a strong culture, there is a high degree of consensus and agreement on values and norms. Employees have a clear understanding of what is expected of them, and the culture strongly influences their behavior.

7. Strong vs. Weak Culture Weak Culture: In organizations with a weak culture, there is a lack of consensus on values and norms. Employees may have different interpretations of the organization's culture, leading to inconsistent behaviors and decision-making.

8. Dominant and Subculture Dominant Culture: The dominant culture represents the core values and beliefs shared by the majority of employees in an organization. It sets the overall tone and direction of the organization's culture.

9. Dominant and Subculture Subculture: Subcultures exist within an organization and represent the values and behaviors of specific groups or departments. These subcultures may align with or deviate from the dominant culture, creating unique identities within the organization.

10. Functions of Culture Identity and Sense of Belonging: Culture provides a sense of identity, unity, and belonging for employees, helping them align with the organization's mission and values. It creates a shared purpose and fosters a positive work environment.

11. Functions of Culture Norms and Behavior Guidance: Culture sets norms and provides guidelines for appropriate behavior, shaping how employees interact with each other, make decisions, and approach their work. It establishes expectations for professionalism, collaboration, and ethical conduct.

12. Functions of Culture Organizational Stability: Culture promotes stability by providing a consistent framework for understanding and responding to internal and external challenges. It helps employees navigate uncertainty and change by offering a sense of continuity and purpose.

13. Functions of Culture Recruitment and Retention: Culture influences attracting and retaining employees who align with the organization's values, fostering a sense of fit and engagement. A strong culture can be a competitive advantage in attracting top talent and reducing turnover.

14. Functions of Culture Innovation and Adaptation: Culture can either support or hinder innovation and adaptation. A culture that encourages risk-taking, learning, and openness to change promotes innovation and agility. It empowers employees to experiment, share ideas, and embrace new approaches.

15. Creating and Sustaining Culture Leadership and Role Modeling: Leaders play a crucial role in shaping and reinforcing the organization's culture through their behavior, actions, and communication. They should embody the desired cultural values and serve as role models for employees.

16. Creating and Sustaining Culture Hiring and Onboarding: The selection process should consider cultural fit, and onboarding programs should introduce new employees to the organization's values, norms, and rituals. This helps them understand and embrace the culture from the beginning.

17. Creating and Sustaining Culture - Communication and Symbols: Clear and consistent communication of the organization's values, stories, and symbols helps reinforce and transmit the culture

18. Creating and Sustaining Culture Performance Management: Performance evaluations, rewards, and recognition systems should align with the desired culture, promoting behaviors that support it.

19. Creating and Sustaining Culture Learning and Development: Training programs and ongoing learning initiatives can help employees understand and internalize the organization's culture.

20. How Employees Learn the Culture Observation and Socialization: Employees learn culture by observing the behavior of their peers and superiors, as well as through formal and informal socialization processes.

21. How Employees Learn the Culture Stories and Myths: Sharing stories and myths about the organization's history, successes, and challenges helps transmit the culture and reinforce key values.

22. How Employees Learn the Culture Rituals and Ceremonies: Regular rituals and ceremonies, such as team-building activities, celebrations, and awards, provide opportunities to express and reinforce the organization's culture.

23. How Employees Learn the Culture Language and Communication: The use of specific language, jargon, and communication styles within the organization conveys and reinforces cultural norms