Professional Documents
Culture Documents
Organizational Culture
Organizational Culture
Each of these characteristics exists on a continuum from low to high. These characteristics becomes the basis for the feelings of shared understanding that members have about the organization , how things are done in it , and the way members are supposed to behave.
Minicultures within an organization, typically defined by department designations and geographical separation. It wil include the core values of the dominant culture plus additional value unique to the member to that department
We should view formalization and culture as two different roads to a common destination.
The stronger an organizations culture , the less management need to be concerned with developing formal rules and regulations to guide employee behavior.
Cultures Functions:
Defines the boundary between one organization and others. 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.
The role of culture in influencing employees behavior appears to be increasingly important in todays workplace.
As organizations have widened spans of control , flattened structures , introduced teams , reduced formalization and empowered employees , the shared meaning provided by a strong culture ensures that everyone in pointed in the same direction.
Culture as a Liability:
Barrier to change. Barrier to diversity Barrier to acquisitions and mergers
Top Management
Senior executives help establish behavioral norms that are adopted by the organization.
Socialization
The process that helps new employees adapt to the organizations culture.
Encounter Stage
The stage in the socialization process in which a new employee sees what the organization is really like and confronts the possibility that expectations and reality may diverge.
Metamorphosis Stage
The stage in the socialization process in which a new employee changes and adjusts to the work, work group, and organization.
This three-stage process has an impact on the new employees 1. Work productivity 2. Commitment to organizations objectives 3. Employee turnover (decision to stay with the organization)
Metamorphosis stage : to bring employees into desired metamorphosis stage , management relies on some socialization programs that are
- formal , collective , fixed , serial , and emphasize divestiture that will help in removing differences and perspectives , and replacing it with standardized behaviors and predictable behaviors.
1. 2. 3. 4.
Creating a positive Organizational culture Positive culture is defined as a culture that emphasizes building on employee strengths , rewards more than it punishes and emphasizes individual vitality and growth
1. Building on employee strengths: Finding strength 2. Rewarding more than punishing : Extrinsic and intrinsic rewards 3. Emphasizing vitality and growth : Focus on individuals' growth , comparison with other organizations
An organization should be careful to be objective , and not pursue it past the points of effectiveness.
Criticism of Spirituality (1) it is not scientific (2) Spiritual organizations legitimate (3) Spirituality and profits are not compatible
GLOBAL IMPLICATIONS