CHAPTER 11: ORGANIZATIONAL CULTURE, 4) Function Organizational Culture…
CHAPTER 11: ORGANIZATIONAL CULTURE
Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Also, organizational culture may influence how much employees identify with their organization - Schrodt, 2002
Organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations - Ravasi & Schultz, 2006
The basic pattern of shared values and assumption governing the wat employees within an organization think about and act on problems and opportunities.
It is the words used to call people and how to describe customers in the organization.
Leaders or managers used phrases and special vocabulary as cultural symbols
RITUALS AND CEREMONIES
Ritual is a programmed activity or routine performed in the organization. While the ceremonies are activities that are specially planned for the benefit of an audience
Ritual - How often superiors visit employees.
Ceremonies - Employee award day. It is a formal activity performed by the organization.
STORIES AND LEGENDS
Stories and legends are stories about the founder, memorable employees or other things that are special to the organization. in a simple words stories and legends is the story about the past corporate incidents serve as a powerful social prescriptions of the way things should or should be done. Its also provide individual performance standard and assumption about the ideal behavior in the organization.
Many years ago. so the story goes, a security guard stopped IBM CEO Thomas Watson jr, as he was enter on company area with out the identification badge. Watson explain "who he was" but the guard insisted that a badge must be worn in secured area of the building. Rather that discipline the guard, Watson praised him & used this experience to tell other to performing their job well.
It is a pattern of relationship between the physical elements of the organization.
Organization uses physical structure to suit the position held. for example the Chief Evecutive Officer (CEO) will be placed on the top floor of the building. The receptionist is located at the entrance of the building.E
3) ORGANIZATIONAL CULTURE PROFILE
- Action oriented, high expectations and results oriented.
ATTENTION TO DETAIL
- Precise and analytic
RESPER FOR PEOPLE
- Fairness and tolerance
- Collaboration and people-oriented
- Predictability, security, rule-oriented.
- Competitive, low emphasis on social responsibility.
- Experimenting, opportunity seeking, risk taking, few rules and low cautiousness.
In organizational culture strength exist when
i) Most employee understand the dominant values.
ii) The values and assumptions are institutionalized through well-established artifacts.
iii) The culture is long-lasting hen organizational often traced back to founder.
1) Control System
It embedded form of social control that influence employee decisions and behaviour.
2) Social Glue
It bonds people together to make them feel like part of the organizational experiences .
It can helps employee making sense of what goes on and any things happen.
5)Changing/Strengthening Organizational Culture
2) Aligning artifacts
Artifacts represent more than just the visible indicators of a company’s culture..
By altering these artifactsor creating new ones managers can potentially adjust organizational culture.
Stories and legends represent a type of artifact that can help to reshape an organization’s culture.
Leaders can play an active role in creating memorable events that later become stories.
3)Introducing Culturally Consistent Rewards
Rewards are powerful artifacts and also reinforce culturally consistent behavior.
Reward systems are artifacts that often have a powerful influence on steering an many organization’s culture that we describe them here as a separate culture change strategy
1) Actions of founder/ leaders
Sometimes, culture people reflects the founder's personality.
This is because transformational leaders can reshape culture and also can change that organizational practices.
4) Attracting, selecting, socializing employees.
From this discovery, the culture with team-oriented, consistent with the firm’s research and development roots .
They realize that a good fit of personal and organizational values makes it easier for employees to adopt the corporate culture.
A good person–organization fit also improves job satisfaction and organizational loyalty because new hires with values compatible to the corporate culture adjust more quickly to the organization.
1) Pre-employment stage.
Forming psychological contract
Organizational socialization can be defined as the process by which individuals learn the values, expected behaviors and social knowledge necessary to assume their roles in the organization
2) Encounter stage
3) Role Management.
Changing roles and behavior.
Function Organizational Culture Strength
Stage of Socialization
1) NOR AINZULAIKAH BT JUSOH (2020846816)
2) NUR'AISHAH BINTI KARIM