Orz Culture

8/2/2019 Orz Culture

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Institutionalization: A Forerunner of

CultureInstitutionalization

When an organization takes on a life of its own,apart from any of its members, becomes valued foritself, and acquires immortality.


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What is Organizational Culture?

A system of meaning shared by the

organizations members Cultural values are collective beliefs,

assumptions, and feelings about what

things are good, normal, rational, valuable,

etc.


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What Is Organizational Culture?

Characteristics:

1. Innovation and risktaking

2. Attention to detail3. Outcome orientation

4. People orientation

5. Team orientation

6. Aggressiveness

7. Stability

Organizational Culture

A common perceptionheld by the organizationsmembers; a system of

shared meaning.


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Do Organizations Have Uniform

Cultures

CoreValues

SubculturesDominantCulture


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Cultures?Dominant Culture

Expresses the core values thatare shared by a majority ofthe organizations members.

Subcultures

Minicultures within anorganization, typically definedby department designationsand geographical separation.


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Cultures? (contd)

Core Values

The primary or dominant values that are acceptedthroughout the organization.

Strong Culture

A culture in which thecore values are intenselyheld and widely shared.


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Cultures Overall Function

Culture is the social glue that helps hold an

organization together by providing

appropriate standards for what employees

should say or do.


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What Do Cultures Do?

Cultures Functions:

1. Defines the boundary between one organization and others.

2. Conveys a sense of identity for its members.

3. Facilitates the generation of commitment to something

larger than self-interest.

4. Enhances the stability of the social system.

5. Serves as a sense-making and control mechanism for fitting

employees in the organization.


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What Do Cultures Do?

Culture as a Liability:

1. Barrier to change

2. Barrier to diversity

3. Barrier to acquisitions and

mergers


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How Culture Begins

Founders hire and keep only employeeswho think and feel the same way they do.

Founders indoctrinate and socialize these

employees to their way of thinking andfeeling.

The founders own behavior acts as a role

model that encourages employees toidentify with them and thereby internalizetheir beliefs, values, and assumptions.


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Keeping Culture Alive

Selection Concern with how well the candidates will fit

into the organization.

Provides information to candidates about the

organization.

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.


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Stages in the Socialization Process

Prearrival Stage

The period of learning in the socialization process that

occurs before a new employee joins the organization.

Metamorphosis Stage

The stage in the socialization process in which a new employee

changes and adjusts to the work, work group, and organization.

Encounter Stage

The stage in the socialization process in which a new employee seeswhat the organization is really like and confronts the possibility thatexpectations and reality may diverge.


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A Socialization Model


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How Organization Cultures Form


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Creating An Ethical Organizational

Culture

Characteristics of Organizations that Develop High

Ethical Standards

High tolerance for risk

Low to moderate in aggressiveness

Focus on means as well as outcomes

Managerial Practices Promoting an Ethical Culture

Being a visible role model

Communicating ethical expectations

Providing ethical training

Rewarding ethical acts and punishing unethical ones

Providing protective mechanisms


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How Organizational Cultures Have

an Impact on Performance and

Satisfaction


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Multi-cultural teams

The central operating mode for a global enterprises is the

creation, organization and management ofmulti-cultural

teams groups that represent diversity in functional

capability, experience levels and cultural backgrounds.

Rheinsmith, The Managers Guide to Globalization (1993)

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Orz Culture