Lecture 4 organizational culture
- 2. Organizational Culture 14-2 A cognitive framework consisting of attitudes, values, behavioral norms, and expectations shared by organization members A common perception held by the organization’s members; a system of shared meaning
- 3. Organizational Culture Seven primary characteristics 1. Innovation and risk taking 2. Attention to detail 3. Outcome orientation 4. People orientation 5. Team orientation 6. Aggressiveness 7. Stability
- 4. Do Organizations Have Uniform Cultures? Culture is a descriptive term: it may act as a substitute for formalization: Dominant Culture Subcultures Core Values Strong Culture
- 6. Culture as a Liability Institutionalization Barrier to change Barrier to diversity Barrier to acquisitions and mergers
- 7. How Culture Begins 16-7 Stems from the actions of the founders: Selection: Founders hire and keep only employees who think and feel the same way they do. Socialization: Founders indoctrinate and socialize these employees to their way of thinking and feeling. Role Models: The founders’ own behavior acts as a role model that encourages employees to identify with them and thereby internalize their beliefs, values, and assumptions.
- 8. Keeping a Culture Alive Three forces play a particularly important role in sustaining a culture: Selection Identify and select individuals who are high performers and whose values are consistent with at least a good portion of the organization’s values Top Management Through words and behaviors, senior executives establish norms that filter through the organization Socialization The process that helps new employees adapt to the prevailing organizational culture 16-7
- 9. Stages in the Socialization Process Pre arrival The period of learning prior to a new employee joining the organization Encounter The stage at which the new employee sees what the organization is really like and confronts the possibility that expectations and reality may diverge Metamorphosis The stage at which the new employee changes and adjusts to the work, work group, and organization
- 10. Socialization Program Options Choose the appropriate alternatives: Formal versus Informal Individual versus Collective Fixed versus Variable Serial versus Random Investiture versus Divestiture Socialization outcomes: Higher productivity Greater commitment Lower turnover Source: Based on J. Van Maanen, “People Processing: Strategies of Organizational Socialization,” Organizational Dynamics, Summer 1978, pp. 19– 36; and E. H. Schein, Organizational Culture,” American Psychologist, February 1990, p. 116.
- 11. Summary: How Organizational Cultures Form Organizational cultures are derived from the founder They are sustained through the selection process, managerial action, and socialization methods Esource:Robbins ,s,14 ed Esource:Robbins ,s,14 ed
- 12. How Employees Learn Culture Stories Anchor the present into the past and provide explanations and legitimacy for current practices Rituals Repetitive sequences of activities that express and reinforce the key values of the organization Material Symbols Acceptable attire, office size, opulence of the office furnishings, and executive perks that convey to employees who are important in the organization Language Jargon and special ways of expressing one’s self to indicate membership in the organization
- 13. Creating an Ethical Organizational Culture Characteristics of Organizations that Develop High Ethical Standards Has high tolerance for risk Low to moderate in aggressiveness Focused on means as well as outcomes Managerial Practices Promoting an Ethical Culture Being a visible role model Communicating ethical expectations Providing ethical training Visibly rewarding ethical acts and punishing unethical ones Providing protective mechanisms
- 14. Creating a Positive Organizational Culture Positive Organizational Culture A culture that: Builds on employee strengths Focus is on discovering, sharing, and building on the strengths of individual employees Rewards more than it punishes Articulating praise and “catching employees doing something right” Emphasizes individual vitality and growth Helping employees learn and grow in their jobs and careers Limits of Positive Culture: May not work for all organizations or everyone within them
- 15. Culture at HCL technologies Vineet Nayar:HCL Leading IT global company Employee First ;Customer second Smart service Desk for grievance redressing End to end appraisal systems U&I CEO talks with employees 24X7 “Mitra” Career planning advise helpline Genie-Coordinator for helping in other works Awards- monthly /annual Fundoo Friday 17- 15
- 16. Spirituality and Organizational Culture Workplace Spirituality Recognizes that people have an inner life that nourishes and is nourished by meaningful work in the context of the community NOT about organized religious practices
- 17. Contd.. It helps to counterbalance the pressures and stress of a turbulent pace of life and caters to the increased need for involvement and connection Job demands have made the workplace dominant in many people’s lives; yet they continue to question the meaning of work People feel the need to integrate personal life values with one’s professional life An increasing number of people are finding that the pursuit of more material acquisitions leaves them unfulfilled
- 18. Characteristics of a Spiritual Organization Concerned with helping people develop and reach their full potential Directly addresses problems created by work–life conflicts Four characteristics of spiritual organizations: 1. Strong sense of purpose 2. Trust and respect 3. Humanistic work practices 4. Toleration of employee expression
- 19. Criticisms of Spirituality What is the scientific foundation? We still don’t have an answer; there is very little research on the subject Are spiritual organizations legitimate – do they have the right to impose values on employees? The goal of spirituality is to help employees find meaning and value in their work Spirituality is not about God or any religious values Are spirituality and profits compatible? Initial evidence suggests that they are Spirituality may result in greater productivity and dramatically lower turnover
- 20. Global Implications Organizational cultures, while strong, can’t ignore local culture Managers should be more culturally sensitive by: Adjusting speech to cultural norms Listening more Avoiding discussions of controversial topics All global firms need to be more culturally sensitive
- 21. Summary and Managerial Implications Strong cultures are difficult for managers to change Strong cultures tend to be stable over time Selecting new hires that fit well in the organizational culture is critical for motivation, job satisfaction, commitment, and a low turnover Socialization into the corporate culture is important As a manager, your actions as a role model help create the cultural values of ethics, spirituality, and a positive culture
- 22. Thank you!
Editor's Notes
- #4: Organizational culture is an important concept in studying how organizations behave. Culture has significant impact on how individuals interpret the impact of their behavior and make decisions about their actions. Culture is defined as a common perception held by the members of the organization or a sense of shared meaning. Cultures have 7 primary characteristics that define the organization. They are: innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability.
- #5: There are several different groupings that most cultures fit into. These groups describe the organization in an effort to help increase the understanding of how an organization works. There are different aspects of culture that need to be defined to help lay a foundation for understanding what culture is. Dominant culture is the core values that are shared by the majority of employees in the organization. Subcultures are when there are a variety of different cultures within the organization. These subcultures typically are divided by department and/or geographical separation. Core values are the primary values that most people in the organization accept. A strong culture is one in which the core values are intensely held and shared by most. These definitions are key components of a culture and will help you further understand organizational culture.
- #7: Culture can also be a hindrance to an organization. A company can become institutionalized when people value the organization more than what they provide. When cultures are strong, they can become a barrier to change as their values may not align with the values needed to embrace or facilitate the change. Cultures that may pressure employees to conform can be a barrier to hiring, developing, and promoting a diverse workforce. Finally, if a merger or acquisition occurs, one of the most difficult things to do is to merge the two cultures, causing many mergers to fail.
- #8: Cultures start from the very beginning of the organization with the founders. Founders will tend to hire and keep employees who view things in a similar fashion. They will also try to get employees to think about things the way they do and socialize them to their point of view and ways of doing things. This is done so that the founders’ behavior will become the behavior to model after in order to succeed in the organization and to fit in.
- #9: Once a culture is in places, practices within the organization maintain it by giving employees a set of familiar experiences.
- #10: The socialization process involves a few steps. The employee will learn about the organization through literature, interviews, and other people in the prearrival stage. Once the employee starts interacting with other employees, they enter the encounter stage where they see what the organization is really like. In this stage often their expectations are measured against the reality and sometimes they do not align. The third stage is called metamorphosis, when the new employee adjusts to the organization and their work.
- #11: There are a number of possible socialization programs. Each organization needs to select one that best fits their culture. When the socialization process matches an organization’s culture, they have positive outcomes including higher productivity, greater commitment, and lower turnover.
- #12: Organizational cultures begin with the founder of the organization, continue through the hiring of people who see things similarly, and are enforced through top management and socialization.
- #13: Employees learn the organizational culture through a number of avenues. They can gain an understanding of culture by hearing stories that present the past and provide explanations for current practices. Rituals, or repetitive sequences of activities, can reinforce the key values of the organization and provide insight into the culture. Material symbols such as dress codes, formal or informal, office size or style, and perks for key employees can denote who is important in an organization. Language is another way to learn about organizational culture as employees will express themselves in certain ways to indicate membership in the organization.
- #14: As cultures are created, it is important to incorporate ethics into the cultural norms from the very beginning. Certain characteristics will help develop high ethical standards, such as a high tolerance for risk, so people are not afraid to make mistakes; low to moderate in aggressiveness so that unethical behaviors are avoided and a focusing on the means as well as the outcomes so that ethics is embedded in both.
- #15: A positive organizational culture is one that builds on employee strengths so that employees can develop and grow. It also rewards more than it punishes so employees are not afraid to try new things and feel good about what they are contributing. Finally, it emphasizes individual vitality and growth so that employees are operating at full potential.
- #17: Spirituality also impacts organizational culture. Spirituality in the workplace is the recognition that people have an inner life that will help them be better workers and by doing meaningful work they will have a fuller life. It is not about organized religious practices.
- #18: Spirituality is especially important now as people need a counterbalance to the pressures and stress of the busyness of life. Often spirituality allows the employee to fulfill all aspects of their lives – body, mind, and spirit. Although the workplace is the dominant influence in people’s lives, they are not willing to accept purposeless work. They want to be able to incorporate their values into their work. More and more people realize that material possessions do not fulfill their needs. Therefore, a holistic approach to life – body, mind, and spirit – is essential and organizations will help their employees have fuller lives if they recognize this approach.
- #19: A spiritual organization will have a number of characteristics that help their employees reach their full potential and help them deal with work/life conflicts. These include:1. Strong sense of purpose Trust and respect Humanistic work practices Toleration of employee expression
- #20: There are a number of criticisms of incorporating spirituality in the workplace. The critics are calling for the research that supports the assertion that organizations are more successful when they allow for or promote spirituality. Also, people are asking if the organizations hold the right to impose values on their employees. Although spirituality is not about God or religious values and is more about helping employees find meaning and value in their work, the two may be confused or intertwined at times. Finally, critics wonder if spirituality and profits are compatible. Initial research shows that spirituality allows for greater productivity and dramatically lower turnover, indicating that spirituality helps to increase profits.
- #21: Organizational culture still exists within a local culture and that can’t be ignored. It is important that managers increase their ability to become more culturally sensitive through active listening, adjusting communication to the culture in which they are operating, and avoiding controversial topics in their discussions.
- #22: Cultures begin with the founders of the organization and are very difficult to change once they become embedded. In order to maximize employee outcomes, it is important to hire people who fit in the organization and help them become socialized into the corporate culture. Managers can reinforce culture through their actions.