Scribd
Upload
206 views14 pages

What Is Organizational Culture

Organizational culture represents the shared beliefs, attitudes, and norms that bind an organization together and are shared by its employees, it is formed by top management's philosophy and reinforced through the selection of new employees and their socialization into the organization, and an organization's culture serves important purposes like effective control, encouraging innovation, and enhancing performance and employee satisfaction.

Uploaded by

sandychawat
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
206 views14 pages

What Is Organizational Culture

Organizational culture represents the shared beliefs, attitudes, and norms that bind an organization together and are shared by its employees, it is formed by top management's philosophy and reinforced through the selection of new employees and their socialization into the organization, and an organization's culture serves important purposes like effective control, encouraging innovation, and enhancing performance and employee satisfaction.

Uploaded by

sandychawat
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 14

What is Organizational

Culture

It represents beliefs,attitudes &


norms that knit an organisation
together and are shared by its
employees.
Definition of Organizational Culture
• “A system of shared meaning held by
members that distinguishes the organization
from other organizations”

• Organizational culture refers to a pattern of


learned behaviors that is shared and passed on
among the members of an organization
7 primary characteristics that capture the
essence of an organization’s culture
1. Innovation and Risk taking
2. Attention to detail
3. Outcome orientation
4. People orientation
5. Team orientation
6. Aggressiveness
7. Stability
Strong v/s weak culture.
• Strength of firm depends on 2 factors –
Sharedness & Intensity.

• Sharing & Intensity - Acceptance &


commitment to organisational values.

• Organisation culture is strong / weak when


the above 2 factors are strong / weak.
Dominant culture : The core values that are
shared by a majority of the organization’s
member’s

Sub culture : Mini cultures within an


organization, typically defined by department
designations and geographical separation.

Core values : The primary or dominant values


that are accepted throughout the organization

Strong culture : Culture in which values are


intense and widely shared
Types of Cultures
• Market culture: stability,interaction with
environment & directive style of
leadership.

• Adhocracy:informal ,flexibility &


adaptability towards changes in the
environment,charismatic leadership.
• Clan Culture : Informal governance &
group maintenance , leadership that
supports employees & consensus decision
making.

• Hierarchial Culture :Obediance to norms,


performance criteria & conservative
leadership.
Functions of culture
• Boundary defining role
• Sense of Identity
• Collective commitment
• Stability of social system
• Shared meaning and Control Mechanism
Beginning of culture in an organization
• Selection

• Top Management

• Socialization
A Socialization Model
Outcomes

Productivity

Pre-arrival Encounter Metamorphosis Commitment

Turnover
Bringing change in an organization’s
culture…
• Assessing existing culture
• Change agent
• Introduce alternatives
• Define a new paradigm
• Change must be top-down
• Employee participation
• Shed the old paradigm
• Quick transition
How Organization Cultures form…

Top
Management
Philosophy of Selection Organization
organization’s Criteria Culture
founders
Socialization
Culture serves following
purpose.
• Effective control
• Encourages innovation
• Enhanced Performance & Satisfaction.
• Strategy formulation & innovation
• Strong commitment & sense of identity to
employees.
Cont.d
• Culture has many sources
-Ethics,Employees,Structure,Leaders.
• Culture should be sustained.
• Culture has impact on organizations-Both
Functional & Dysfunctional.
• Weak & unhealthy culture must be
changed - difficult but guidelines could
help……..according to OB experts.

You might also like