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ORGANIZATIONAL CULTURE - Coggle Diagram
ORGANIZATIONAL CULTURE
How Do You Understand Organizational Culture?
Stories, Rites Rituals
Organizational symbolism means the aspects of an organization
Stories are the programming language of culture
A rite or ritual is an important artifact of culture
Cultural Rules and Roles
Culture shapes the way employees interact with their workplace.
The organization culture helps build an emotional attachment to the enterprise.
Organizational culture goes a long way in creating the brand image of the organization.
Every organization must have set guidelines for the employees to work accordingly.
Layers of Cultural Analysis
At the surface we have artifacts, or visible, tangible aspects of organizational culture.
At the second level, values exist. Values are shared principles, standards, and goals.
At the deepest level, below our awareness lie basic assumptions. Assumptions are taken for granted, and they reflect beliefs about human nature and reality.
Shared Values, Meanings, and Organizational Myths
What you see as an outside observer may not be what organizational members experience
The management philosophy is supported by a series of organizational myths
Shared Values help turn routine activities into valuable and
important actions
Bringing Organizational Culture To Employees
Culture is spread through rituals
Culture is spread through material symbols
Culture is spread through stories
Culture is transmitted through language
The Importance Of Oraganizational Culture
The culture of the workplace controls the way employees behave amongst themselves as well as with people outside the organization.
The culture of the workplace also goes a long way in promoting healthy competition at the workplace
The work culture gives an identity to the organization
The culture decides the way employees interact at their workplace
The organization culture brings all the employees on a common platform
The culture gives the employees a sense of unity at the workplace
The work culture promotes healthy relationships amongst the employees
Organizational Culture
Functions of Organizational Culture
Cohesion
An organization, cohesion employees have a common goal and vision together, encourage enterprises to continue to move forward and develop
Excitation
Can maximize their staff’s enthusiasm and pioneering spirit
Radiation
Establish the organization’s image in the public and the corporate culture has a great influence on the development of social culture
Constraint
The role of the enterprise organizational culture constraints and specifications of each employee’s ideological, psychological, and behavior
Brand
Enterprise brand image in the minds of the public, hardware based products and services “and a corporate culture based software as consisting of complex
Oriented
Role on the value orientation of the organization as a whole
Subcultures and Countercultures
Countercultures
A counterculture is a group of people or a movement that holds ideas, values, and norms that are different from those of the prevailing dominant culture
Transition with time and becomes a representation and a part of the mainstream cultural beliefs
Subcultures
A lot in common with the mainstream culture
Mingle with the members of the mainstream culture regularly
A smaller group of people who stand separate from the mainstream culture as they share slightly different beliefs, ideas, traditions, and values
What is Organizational Culture?
“Organizational culture refers to a system of shared assumptions, values, and beliefs that show employees what is appropriate and inappropriate behavior”
“Company success could be attributed to an organizational culture that was decisive, customer oriented, empowering, and people oriented”
National Culture and Corporate Culture
National culture will have an influence on organizational culture
Changing An Organizational Culture
Define your cultural vision
Identify what values and behaviors make your culture unique
Build a culture that regularly rewards and recognizes employees both socially and financially
Make discrete changes
Adapt based on metrics and employee feedback
Start collecting employee feedback and track key performance indicators (KPIs) such as employee engagement and manager ratings
Change from the top down and bottom up
Cultural change requires investment from everyone at the organization, from staff to the leaders
Leaders and other key stakeholders have to recognize the need for cultural change
Maintaining An Organizational Culture
Maintenance factor
Senior manager
The person who runs the organization is the one who sets the standards for the subordinates to apply
The actions of senior executives will greatly influence organizational culture
Integration process
The rubbing phase, in the second stage, employees will do actual work, they have the opportunity to compare what they expect about their colleagues, superiors, and the organization with what they actually see.
Stage of change. This final stage is where change takes place. When problems are discovered in stage two, employees may realize they need to change.
In the pre-commencing phase, employees will learn about the organization and their jobs.
Recruitment standards
You need to provide complete information about yourself
The organization will eliminate candidates who may attack or undermine the core values of the organization
Forming factor
Founder values and preferences
The personality, background, and values of its founder, as well as their vision for the future of the organization
Industry Demands
Understanding the impact of industry on culture is also important, as it shows that it is impossible to imitate a company's culture in another industry, even if it may seem admirable to outsiders.
Creating
Organization Culture
Creating A Positive Organizational Culture
Develop Employees
Set Clear Expectations And Goals
Define The Ideal Workplace Culture
Measure Goals And Give Feedback Frequently
Recognize And Reward Good Work
Determine The Current Culture
Establish Trust
Focus On Employee Engagement
Creating A Customer-Responsive Culture
Create an omni-channel support experience
Provide self-service resources
Adopt automation
Use snippets, personalization tokens, and email templates
Set team and individual performance goals
Creating An Ethical Organizational Culture
Communicate Clear Expectations of Organizational Code of Ethics
Reinforce Behavior You Want, and Don’t Reinforce Behavior You Don’t Want
Top Management Leads Ethics by Example
Provide Protection for Employees
Key Components of Ethics Training Program
What General and Specific types can be used to describe An Organization’s Culture?
Adhocracy Culture
Creatively
Market growth
Value individuality
Company success
Innovation & adaptability
MARKET CULTURE
Separation employees & leadership roles
Meeting quotas
The company’s larger goal
Reaching targets
Prioritizes profitability
Getting results
CLAN CULTURE
Highly collaborative
Communication
Family-like
Valued
People-focused
HIERARCHY CULTURE
Multiple management tiers
Dress code for employees
Way of a clear chain of command
A set way of doing things
Traditional corporate structure
Stable and risk-averse.