organization culture

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BY – ARCHIT VARDHARAJAN WLC COLLEGE ,INDIA BASIC BUSINESS ACL-1:

BY – ARCHIT VARDHARAJAN WLC COLLEGE ,INDIA BASIC BUSINESS ACL-1 Impact of culture on organization performance

* WHAT IS CULTURE? * TYPES OF ORGANIZATIONAL CULTURE * CULTURE influencing organizational performance * PRIMARY CHARACTERISTICS ORGANIZATIONAL CULTURE * Functions of culture * How employees learn culture * SUGGESTIONS (Managing cultural changes) * DRAWBACKS OF CULTURE WHICH EFFECT THE ORGANIZATION’S PERFORMANCE :

* WHAT IS CULTURE? * TYPES OF ORGANIZATIONAL CULTURE * CULTURE influencing organizational performance * PRIMARY CHARACTERISTICS ORGANIZATIONAL CULTURE * Functions of culture * How employees learn culture * SUGGESTIONS (Managing cultural changes) * DRAWBACKS OF CULTURE WHICH EFFECT THE ORGANIZATION’S PERFORMANCE CONTENTS

What is a Culture?:

What is a Culture? Culture is derived from the Latin cultura stemming from colere, meaning "to cultivate" is a term that has various meanings. Culture is process to live in group. Each society has norms to follow by individuals in order to retain society strong and intact. Culture is a process for identity of living creatures and cultural evolution raises the identity of society, benefit goes to its individuals. Culture differentiates from group to group (as behavior changes) though major part remains same as human culture to differentiate from other species. This gives different identity.

Organizational Culture Defined:

Organizational Culture Defined The basic pattern of shared assumptions, values, and beliefs considered to be the correct way of thinking about and acting on problems and opportunities facing the organization.

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How Employees Learn Culture

Artifacts: Organizational Stories:

Artifacts: Organizational Stories Social prescriptions of desired behavior Demonstrate that organizational objectives are attainable Most effective stories: Describe real people Assumed to be true Known throughout the organization Are prescriptive

Artifacts: Rituals and Ceremonies:

Artifacts: Rituals and Ceremonies Rituals programmed routines e.g., conducting meetings, communication, employee feedback Ceremonies planned activities for an audience e.g., award ceremonies

Artifacts: Organizational Language:

Artifacts: Organizational Language Words used to address people, describe clients, etc. Leaders use phrases and metaphors as cultural symbols e.g.. General Electric’s “grocery store” Language also found in subcultures e.g.. Whirlpool’s “PowerPoint culture”

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Philosophy of the Organization’s Founders Organizational Culture Selection Top Management Socialization How Organizational Cultures Form

Elements of Organizational Culture:

Physical Structures Rituals/ Ceremonies Stories Language Beliefs Values Assumptions Artifacts of Organizational Culture Organizational Culture Elements of Organizational Culture

Types of Organization Culture :

Types of Organization Culture Normative Culture In a normative organization, the organization stresses on implementing the organizational procedures in a correct way, and according to the norms and rules defined. This kind of culture is perceived to portray, a high standard of business ethics. Pragmatic Culture In contrast to normative cultures, stress is laid on satisfying the wish of their clients. In this type of organizational structure, no norms are set by the company, and utmost importance is given to the needs of the client. Academy Culture In this kind of culture, employees are highly skilled, and the organization provides an environment for the development and honing of employee skills. Examples of this kind of culture are hospitals, universities, large corporations, etc. Employees tend to stay with the organization and grow within it.

Cont..:

Cont.. Club Culture Usually the employees stay with the organization for a long time and get promoted to a senior post or level. These employees are hand picked, and it is imperative that they possess the specific skills required and desired, by the organization. Examples of this kind of organization are law firms, the military, etc. Fortress Culture Employees are not sure if the will be laid off or not by the organization. Very often, this organization undergoes massive changes. Few examples of this type of culture are loans and savings, large car companies, etc. Tough-Guy Culture or Macho Culture The most important aspect of this kind of culture is big rewards and quick feedback. This kind of culture is mostly associated with quick financial activities like brokerage and currency trading. It can also be related with activities, like a sports team or branding of an athlete, and also the police team. This kind of culture is considered to carry along, a high amount of stress, and people working within the organization are expected to possess a strong mentality, for survival in the organization.

Cont.. Work hard/play hard This type of organization does not involve much risk, as the organizations already consist of a firm base along with a strong client relationship. This kind of culture is mostly opted by large organizations which have strong customer service. The organization with this kind of culture is equipped with specialized jargons and is qualified with multiple team meetings. Bet your company culture In this kind of culture, the company makes big and important decisions over high stakes endeavors. It takes time to see the consequence of these decisions. Companies that postulate experimental projects and researches as their core business, adopt this kind of culture. This kind of culture can be adopted by a company designing experimental military weapons for example. Process culture This type of culture does not include the process of feedback. In this kind of culture, the organization is extremely cautious about the adherence to laws and prefer to abide by them. This culture provides consistency to the organization and is good for public services. :

Cont.. Work hard/play hard This type of organization does not involve much risk, as the organizations already consist of a firm base along with a strong client relationship. This kind of culture is mostly opted by large organizations which have strong customer service. The organization with this kind of culture is equipped with specialized jargons and is qualified with multiple team meetings. Bet your company culture In this kind of culture, the company makes big and important decisions over high stakes endeavors. It takes time to see the consequence of these decisions. Companies that postulate experimental projects and researches as their core business, adopt this kind of culture. This kind of culture can be adopted by a company designing experimental military weapons for example. Process culture This type of culture does not include the process of feedback. In this kind of culture, the organization is extremely cautious about the adherence to laws and prefer to abide by them. This culture provides consistency to the organization and is good for public services.

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CONT… Baseball Team Culture In this kind of culture, the employees are "free agents" and are highly prized. These employees find employment easily in any organization and are very much in demand. There is, however, a considerable amount of risk that is attached to this culture, as it is also fast paced. Examples of this kind of culture are advertising, investment banking, etc.

CULTURE influencing organizational performance:

CULTURE influencing organizational performance The culture of an organization may reflect in various from adopted by the organization. These could be: Physical Infrastructure Routine Behaviour Languages Ceremonies Gender Equality Equity of Payment Dominant value such as Quality Efficiency

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Aggressiveness Stability Primary characteristic A system of shared meaning held by members that distinguishes the organization from other organizations Innovation and Risk Taking Attention to Detail Outcome Orientation People Orientation Team Orientation

Functions of culture: :

Functions of culture: Integral Integration External Adoption Culture’s Functions

Integral Integration:

Integral Integration Determines how members related to one another. Constitutes a collective perspective of organization members (values, beliefs and norms). Shared by most members of organization. Provides sense of identity of members. Guides decision making. Enhances commitment.

External Adaptation:

External Adaptation Influences how organization meets goals and deals with outsiders Influences perception of organizations by outsiders Guides and control behavior of outsiders Shapes expectation of outsiders

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