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Organization Culture. By Daniel Damaris Novarianto S. Organization Culture. A system of shared meaning held by members that distinguishes the organization from other organizations. The seven primary characteristics seem to capture the essence of an organization’s culture:
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Organization Culture By Daniel Damaris Novarianto S.
Organization Culture • A system of shared meaning held by members that distinguishes the organization from other organizations. • The seven primary characteristics seem to capture the essence of an organization’s culture: • Innovation and Risk Tasking • Attention to Detail • Outcome Orientations
Organization Culture • The seven primary characteristics seem to capture the essence of an organization’s culture: (cont.) • People Orientation • Team Orientation • Aggressiveness • Stability
Organization Culture • The other research has conceptualized culture into four different types basedon competing values: • The collaborative and cohesive clan • The innovative and adaptable adhocracy • The controlled and consistent hierarchy • The competitive and customer focused market
Culture is a Descriptive Term • Organizational culture shows how employees perceive the characteristics of an organization’s culture, not whether they like them • The organizational culture is descriptive, whereas job satisfaction is evaluative
The Uniform Culture • Dominant culture • Subculture • Strong culture • Weak culture
Culture Vs Formalization • The high formalization creates predictability, orderliness, and consistency • A strong culture achieves the same end without the need for written documentation.
Culture’s Functions • A boundary-defining role: it creates distinctions between one organization and others. • It conveys a sense of identity for organizationmembers. • Culture facilitates commitment to something larger than individual self-interest • It enhances the stability of the social system. • It is a sense-making and control mechanism that guides and shapes employees’ attitudes and behavior
Culture Creates Climate • Organizational climate refers to the shared perceptions organizational members have about their organization and work environment. • This is like team spirit at the organizationallevel
Culture as Liability • Institutionalization • Barriers to Change • Barriers to Diversity • Barriers to Acquisition and Mergers
How a Culture Begins • The founders hire and keep only employees who think and feel the same way they do • They indoctrinate and socialize these employees to their way of thinking and feeling • The founders’ own behavior encourages employees to identify with them and internalize their beliefs, values, and assumptions • E.g: in Hyundai
How to Sustaining the Culture • Selection practices • The action of the top management • Socialization methods
Socialization Process • Pre-arrival Stage: • The period of learning in the socialization process that occurs before a new employeejoins the organization. • Encounter Stage: • The stage in the socialization process in which a new employee sees what the organization is really like and confronts the possibility that expectations and reality may diverge.
Socialization Process (cont.) • Metamorphosis Stage: • The stage in the socialization process in which a new employee changes and adjusts to the job, work group, and organization.
Entry Socialization Option • Formal Vs Informal • Individual Vs Collective • Fixed Vs Variables • Serial Vs Random • Investiture Vs Divestiture
How Employees Learn Culture • Stories • Rituals • Material Symbols • Language (Acronyms or Jargons)
Creating an Ethical Organization Culture • What can managers do to create a more ethical culture? • Be a visible role model • Communicate ethical expectations • Provide ethical training • Visibly reward ethical acts and punish unethical acts • Provide protective mechanism
Creating a Positive Organization Culture • Building on Employees Strength • Rewarding More Than Punishing • Emphasizing Growth and Vitality • Limits of Positive Culture
Spirituality and Organization Culture • Workplace spirituality is not about organized religious practices • It’s not about God or theology • Workplace spirituality recognizes that people have an inner life that nourishes and is nourished by meaningful work in the context of community. • People seek to find meaning and purpose in their work and desire to connect with other human beings as part of a community.
Characteristics of Spiritual Organization • Benevolence • Strong sense of purpose • Trust and respect • Open-mindedness
Growing Interest in Spirituality • Reason for the growing interest in spirituality: • Spirituality can counterbalance the pressures and stress of a turbulent pace of life • Formalized religion hasn’t worked for many people, and they continue to look for anchorsto replace lack of faith and to fill a growing feeling of emptiness
Growing Interest in Spirituality (cont.) • Reason for the growing interest in spirituality: (cont.) • Job demands have made the workplace dominant in many people’s lives, yet they continue to question the meaning of work. • People want to integrate personal life values with their professional life • An increasing number of people are finding that the pursuit of more material acquisitionsleaves them unfulfilled
