logging in or signing up Chapter 7new Vital Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINTLite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 605 Category: Education License: All Rights Reserved Like it (0) Dislike it (0) Added: March 19, 2008 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript Chapter 7Creating and Managing Organizational Culture: Chapter 7 Creating and Managing Organizational Culture What’s on the agenda? What is organizational culture? How is culture transmitted? Where does culture come from? Can organizational culture be managed? Corporate social responsibility Slide2: Organizational culture is the set of shared values and norms that control organizational member’s interactions with each other and with people outside the organization. What are organizational values, and how do they affect behavior? Terminal values are desired end states or outcomes that people seek to achieve. Instrumental values are desired modes or patterns of behavior. In other words, terminal values are “what we want to be,” and instrumental values are “how we’re going to get there.” Slide3: An organization’s culture is transmitted to its members through socialization processes. Socialization is the process by which members learn and internalize the values and norms of an organization’s culture. Van Mannen and Schein’s socialization model explains how people can be guided to the values desired by the organization The V-S model of socialization explains how people are guided towards particular role orientations. Role orientation is the characteristic way in which newcomers respond to a situation. There are two basic types of role orientation.Slide4: An institutionalized role orientation results when individuals are taught to respond to a new context in the same way that existing members respond to it. An individualized role orientation results when individuals are allowed and encouraged to be creative and experimental when responding to a new situation. There are various tactics that can be used to socialize newcomers to a particular role orientation, depending on what the organization desires from its members. How these tactics shape employee’s role orientation is summarized in Table 7.1.Slide5: Organizational TheorySlide6: These specific socialization tactics are not the only paths that allow organizational culture to be transmitted to members. Organizations also use stories, ceremonies, and language to convey cultural values.Slide7: Organizational Theory TABLE 5.2 Organizational Rites Type of rite Example of rite Purpose of rite Rite of passage Induction and Learn and internalize basic training norms and values Rite of integration Office Christmas party Build common norms and values Rite of enhancement Presentation of annual Motivate commitment to award norms and values Rite of degradation Firing of top executive Change or reaffirm norms and values Slide8: Organizational stories and language are important media for communicating culture. Stories provide important clues about the kinds of behaviors that the organization values and frowns on. Organizational culture develops from the interaction of four factors: Slide9: Organizational Theory FIGURE 7.2 Where an Organization’s Culture Comes FromSlide10: Corporate social responsibility is an organization’s moral responsibility to stakeholder groups that are affected by the organization’s actions. An organization can adopt a narrow or a broad stance on social responsibility. An organization with a narrow stance on social responsibility believes it is being responsible as long as it acts within the law and plays by the rules of the game. An organization with a broad stance on social responsibility views itself as a moral agent and examines every situation from a moral perspective. You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.