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Organizational
Culture
Definition:
Difficult concept to define.
When asked, mangers frequently define it as company style, atmosphere or
personality. IF you ask customer and
competitors about the culture of a particular company, we would get a very
different impression. Organisational
culture is the beliefs and values, which are understood by employees. Organizations use training and development,
performance appraisal and orientation programmers to transmit values and
beliefs to employees. Communicated
values and beliefs become shared employee expectations
Qualities
Ø Indicate the ‘way of life’ for organizational members take its influence for granted.
Ø Fairly stable
over time and resident to quick changes.
Ø Involves internal
and external aspects.
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Internally, a culture might encourage
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Product quality,
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Cost effectiveness..
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Minimized production errors
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Externally, a culture may promote
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Customer service
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Timely distribution
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Price competitiveness
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Social responsibility
Ø Employees can
describe its characteristics. It can be
measured, evaluated and perfected.
Ø Develop in a random
fashion or managed with strategic plan that suggests specific properties for
its culture.
Refining Organization’s Culture
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METHODS USED TO CHANGE
ORGANISATIONAL CULTURE |
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INDICAITORS OF CHANGE IN
ORGANSIATIONAL CULTURE |
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OUTCOME |
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Develop and communicate
the company’s history |
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H |
Develop or restore a sense of the company’s history |
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Create and reinforce
stores by and about ‘heroes’ in the company |
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Leaders function as excellent
role models |
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Communicate norms and
values to the workforce |
O |
Create unity and solidarity in the workforce (0neness) |
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Cohesive organizational culture |
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Reinforce success
behaviors with reward systems |
M |
Promote understanding of principles of membership |
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Promote career paths and
job security |
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Socialize new members Practice training and
development Promote contact among
employees Encourage participation in
decision-making |
E |
Increase exchange among employees Ensure intergroup coordination |
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