Organizational Culture

BY: DR. RENU JAIN

• “The set of assumptions, values, beliefs that are shared by an organization’s members.”

-Culture is shared.-Culture helps members solve problems.-Culture is taught to newcomers.-Culture strongly influences behavior.

Organizational Culture

1. Innovation and risk taking2. Stability3. People Orientation4. Result Orientation5. Easygoingness6. Attention to detail7. Team orientation

Characteristics of Organizational culture

1) Innovation and risk taking:-Some organizations encourages its employees to be innovative, create new ideas and take risks.2) Stability:-Some organizations emphasize on maintaining the status quo. They prefer to maintain a stable work environment.3) People Orientation:-The degree to which management decisions take into consideration the effect of outcomes on people within the organization.4) Result Orientation:-The degree to which management focuses on results or outcomes rather than the methods used to obtain results.

5) Easygoingness:-In some organizations the work atmosphere is relaxed whereas in some organization the work atmosphere is charged, aggressive and competitive.6) Attention to detail:-Degree to which employees are expected to show precision, analysis and attention to detail.7) Team orientation:-Degree to which work activities are organized around teams rather than individuals.

1.Dominant culture

2.Subcultures

Types of Organizational Culture

• Dominant culture expresses the core values that are shared by a majority of the organization’s members.• For example: People originating from Europe,

particularly Britain, have held power since the founding of this country, the Anglo European Christian culture is the dominant culture of the United States.

1.Dominant Culture

• Subculture tend to develop in large organizations to reflect common problems, situations, or experiences.• For example: There are many “local” cultures in

one organization. It means each culture is divided into different parts, such as levels, branches, professional, regional, national and other groups. They can co-exist under the roof of general culture.

2. Subcultures

Boundary defining Role:-It has boundary defining role which creates distinctions between one organization and others.Sense of Identity:-It conveys a sense of identity for organization members.Commitment:-Culture acts as a source Collective Commitment which facilitates the generation of commitment to something larger than one’s individual self-interest.

Functions of Organizational Culture

Stability of Social System:-Culture enhances the stability of social system by providing appropriate standards for what employees should do and say.Shared Meaning and Control Mechanism:-Culture serves as a sense-making and control mechanism that guides and shapes the attitudes and behaviors of employees.

Functions of Organizational Culture

Pre selection: to appoint individuals who fits into organizational culture.

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.

Socialization: enculturation process by which learn the culturally accepted values, beliefs and behavior.

Incorporation/ Rejection: depends on socialization process whether member is accepted by the work group or has loss key of goal, value and assumption.

Sustaining Organizational Culture

1. Ethics in Workplace.2. Developing a Customer Responsive

Culture3. Importance of Spirituality

Cultural Modifications

• Be a visible role model.• Communicate ethical expectations.• Provide ethical training.• Visibly reward ethical acts and punish

unethical once.• Provide protective mechanism.

1.Creating an Ethical Organizational Culture

Types of employeesLow formalizationWidespread use of empowermentGood listening skillsRole clarityEmployees who exhibit organizational citizenship

behavior

2.Key Variables Shaping Customer-Responsive Cultures

• Spirituality-employees have a personal or inner life that nourished by performing relevant, meaningful, and challenging work.• Workplace spirituality is not the same as

religion.• Spirituality is a path, is personal and private,

contains elements of many religions, and points to a person’s self-inquiry.

3.Spirituality and Culture

“When we’re trying to understand our ‘users’ and ‘customers,’ we have to remember that they’re people just like us, and just like us they regularly cross understood boundaries and categories…People are inconsistent, often inarticulate, and they challenge social and cultural boundaries in unexpected ways.”

Thank You