Team Obama - Organizational Behavior

Organization Control and Culture Team Obama Akshay Kulkarni Chinazo Eke-Okoro Veysel Coskun

Culture? What is Culture?  Concept frequently used to describe in a

company

a rationale for people's behavior a guideline for action a cause for condemnation or praise a quality that makes a company ‘what it is’

 is a characteristic of the organization, not of

individuals.

Organizational Culture The set of internalized values, norms,

standards of behavior, and common expectations that control the ways in which individuals and groups in an organization interact with each other and work to achieve organizational goals.

Organizational Culture Edgar Schein’s Definition:  Attribute of a stable social group with a history  Shared experiences create a shared world view

among group members  Shared understanding of the role of individuals in the world.  Shared view has been in existence long enough to be taken for granted by group members  “Culture” is learned as a result of group experience and may be identified in a group or organization with a history

Elements of Culture Artifacts  things representing group beliefs & culture

Values  Beliefs and ideas about the kinds of goals

members of a society should pursue and about the kinds and modes of behavior people should use to achieve those goals. Norms  Unwritten, informal rules or guidelines that

prescribe appropriate behavior in particular situations.

How Organization Cultures Form

Ways to Know an Organization’s Culture  Regular Behaviors:  ways members greet one

another, dress, lunch/coffee breaks, treatment of older members

 Norms:  how hard one works in the organization, weekend

work, work taken home

 Dominant values:  “customers are number one,” high quality products,

travel style, importance of family

 Philosophy:  overall views of employees, community

relationships/partnerships, profit motive

 Rules:  managing time, getting along with coworkers,

supervisor relationships, fringe benefit management, gender relationships

 Feeling or climate:  physical layout, level of trust among workers,

attitudes towards customers, safety/security, dominant feelings

Organizational Culture Typical Problems Related to Culture  New technologies  Intergroup conflicts  Communication breakdowns  Training problems

four categories of work related cultural

differences

 Power distance  Uncertainty avoidance  Individualism  Masculinity

Culture & Gender Organizations differ according to gender

regimes. culture is gendered (Gherardi, 1995). All cultures possess systems which signifies sexual difference. Culture refers to  The symbols  Beliefs  Patterns of behavior learnt by people in

organization

Keeping Culture Alive Selection  Concerned with how well the candidates will fit

into the organization.  Provides information to candidates about the organization. Top Management  Senior executives help establish behavioral

norms that are adopted by the organization. Socialization  The process that helps new employees adapt to

the organization’s culture.

Spirituality & Organizational Culture Workplace spirituality  the recognition that people have an inner life

that nourishes and is nourished by meaningful work that takes place in the context of community.

Characteristics:  Strong sense of purpose  Focus on individual development  Trust and openness  Employee empowerment  Toleration of employee expression

How Organizational Cultures Have an Impact on Performance and Satisfaction

Questions?