Module IISocial Systems and Organisational CultureUnderstanding a Social SystemSocial CultureRoleStatusOrganisational CultureInfluencing culture changeSustaining the cultureCharacteristics of effective socialisation

Organisational Behaviour - I

Social System• Social System is a complex set of human

relationships interacting in many ways• It is complex because : - behaviour of one member have impact,directly

or indirectly on the behaviour of others - it is an open system(Any social system engages

in its environment receiving input from it and providing output to it (which then becomes the output to other adjacent systems,thereby interact with surroundings)

Social Equillibrium• Dynamic,not static• Functional,dysfunctional effects of changeA system is said to be in equillibrium when its interdependant

parts are in a dynamic working environment.Equillibium is a dynamic concept and not a static one.Despite constant change in environment,the working balance can be still retained.

If the effects of change are favourable to the organisation system it is called functional effect.If the effects of change are not favourable to th organisatioanl system it is caled dysfunctinal effects of change. Employees can have both have the functional or dysfunctional effects in the way of they taking the project /work(attitude).

Psychological and Economic Contracts• The psychological contract defines each employees

psychological involvement – both contributions and expectations – with the social system.Employees agree to give a certain amount of loyalty,creativity and extra effort but in return they expect more than economic rewards like job security,fair treatment,rewarding relationship with co workers and organisational support in fulfilling dream expectation

• If both psychological and economic expectation are met,the employees tend to experience satisfaction,stay in the organisation and perform well

• Psychological depends upon the concept exchange theory(rewards to cost) – Net Positive Ratio

Social Culture

IndividualNation Cultural diversity Social Culture

values

National culture Managers need to understand and appraciate the backgrouds of all members

Probems : •Discrimination•Prejudice

•Work Ethic•Social responsibility

• C• Problems may arise because of key difference :

Discrimination : Prejudice

Work Ethic : - It is standard of conduct and values for job performance

5 Factors That Demonstrate a Strong Work Ethic- Intergrity- Sense of responsibility- Emphasis on quality- Discipline- Sense of teamworkA List of Good Work Ethics by Employees- Reliability- Positive,Helpful character- Proper communication- Goal Oriented

Social Responsibility

• Is the recognition that organizations have significant influence on the nations social system and that this influence must be properly considered and balanced in all organizational actions.

• Social responsibility is an ethical framework and suggests that an entity, be it an organization or individual, has an obligation to act for the benefit of society at large.• Social responsibility is a duty every individual has to perform so as to maintain a balance between the economy and the ecosystems.

Corporate Culture And

Social Responsibilit

y: Should Investors

Care? UBS Says 'Yes'

Role

A set of expected behaviour patterns attributed to someone occupying a given position in a social unit.

Role is a character or part played by an individual A function or positionDifferent groups have different role requirements : - Role Perception – An individual’s view of how he or

she is supposed to act in a given situation - Role Expectation – How others believe a person

should act in a particular situation - Role conflict – A situation in which an individual is

confronted by different divergent role expectations

StatusStatus is the social rank of a person in a group. It is

a mark of the amount of recognition, honor, esteem, and acceptance given to a person.

Individuals are bound together in status systems, or status hierarchies, which define their rank relative to others in the group. If they become seriously upset over their status, they are said to feel status anxiety.

Significance of Status Status is significant to organizational behavior in several ways.

When employees are consumed by the desire for status, it often is the source of employee problems and conflicts that management needs to solve. It influences the kinds of transfers that employees will take, because they don't want a low-status location or job assignment. Some people are status seekers, wanting a job of high status regardless of other working conditions. These people can be encouraged to qualify themselves for high-status jobs so that they will feel rewarded.

Organizational Culture Organizational culture is the specific collection of values and

norms shared by people and groups in an organization and it controls the way that they interact with each other and stakeholders outside the organization.

How Organization Cultures Form Organizational Socialization Prearrival Stage The period of learning in the socialization process that occurs before a new

employee joins the organization 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 Entry Socialization Options • Formal versus Informal • Individual versus Collective • Fixed versus Variable • Serial versus Random • Investiture versus Divestiture

How Organizational Cultures Have an Impact on Performance and Satisfaction

• The favourable or unvafourable perception of organizational culture affects performance of employees and satisfaction

Creating An Ethical Organizational Culture Creating a Customer-Responsive Culture Spirituality and Organizational Culture :

Workplace Spirituality

Organizational culture and change 1. Formulate a clear strategic vision 2. Display Top-management commitment 3. Model culture change at the highest level 4. Modify the organization to support

organizational change 5. Select and socialize newcomers and terminate

deviants6. Develop ethical and legal sensitivity

5 Ways to Determine Corporate Cultureby ibt staff report @ibtimes on 12/10/09 at 11:00 am

Many companies today promote building teams over individuals; respecting the entry-level mailroom clerk and the top salesperson equally. They consider failure the beginning not the end of developing talents and careers and that 'Values' are not fads.  Still in other companies you will find a lack of esprit de corps where departments operate as fiefdoms and do not work in partnership with one another; where leadership is assigned not earned; where secretaries still bring their bosses coffee ala the 60's, and where you are only as good as your last sale.  This is Company Culture.

list of tell-tail characteristics of company culture1.  Key Job Aspects & Workplace Characteristics 2.  Company Website3.  Other Characteristics to Look for in the Workplace are,(how

decisions are made.communicated to employees,interaction)4.Researching behind the scene