Vikisha Chhaganlal, Week 10
ORGANISATIONAL CULTURE
Organisational Culture: Is a system of shared beliefs and values that develops
within an organization and guide the behavior of its
members
Creating a culture and structure: That will motivate its members to work together and
coordinate their actions to achieve the organization’s
goals.
Consistency among the following elements: - Vision
- Strategy
- Culture
- Structure and internal practices
- Collective attitudes and behaviors
- Achievement of goals
THREE LEVELS OF CULTURE
Three levels of culture: Physical manifestations such as manner of dress, awards,
myths and stories about the company, rituals and
Level 1: Observable Artifacts: ceremonies and decorations, and behavior exhibited by
managers and employees.
The explicitly stated values and norms preferred by an
organisation. These may not always be congruent with
Level 2: Espoused value: enacted values, the values and norms are actually
exhibited in the organisation
The core beliefs that employees have about their
organisation which are not observable
Level 3: Basic Assumptions- core values of the
organisation
FOUR TYPES OF CULTURE
Four types of culture
Clan
Thrust Collaborate
Mean Cohesion , participation, communication, empowerment
Morals, people development, commitment
Ends
Has an internal focus and values flexibility rather than
stability and control
, Vikisha Chhaganlal, Week 10
Adhocracy
create
Thrust adaptability, creativity, agility
Means
innovation, growth, cutting edge output
Ends
Has an external focus and values flexibility
Hierarchy Control
Thrust: Capable processes, consistency, process control,
Means: measurement
Ends: Efficiency, timeliness, smooth functioning
Has an internal focus and stability and control flexibility
Market Compete
Thurst: Customer focus, productivity, enhancing
competitiveness
Menas:
Market share, profitability, goal achievement
End:
Has a strong external focus and values stability and
control
HOW EMPLOYEES LEARN CULTURE
How employees learn Culture
Symbols Objects, acts, qualities or events that convey meaning to
others
Stories Stories based on true events which are repeated and
sometimes embellished to emphasise a particular value.
Heroes People whose accomplishments embody the values of
the organisation
Rites and rituals The activities and ceremonies, planned and unplanned,
that celebrate important occasions in the organisations
life.
IMPORTANCE OF CULTURE
ORGANISATIONAL CULTURE
Organisational Culture: Is a system of shared beliefs and values that develops
within an organization and guide the behavior of its
members
Creating a culture and structure: That will motivate its members to work together and
coordinate their actions to achieve the organization’s
goals.
Consistency among the following elements: - Vision
- Strategy
- Culture
- Structure and internal practices
- Collective attitudes and behaviors
- Achievement of goals
THREE LEVELS OF CULTURE
Three levels of culture: Physical manifestations such as manner of dress, awards,
myths and stories about the company, rituals and
Level 1: Observable Artifacts: ceremonies and decorations, and behavior exhibited by
managers and employees.
The explicitly stated values and norms preferred by an
organisation. These may not always be congruent with
Level 2: Espoused value: enacted values, the values and norms are actually
exhibited in the organisation
The core beliefs that employees have about their
organisation which are not observable
Level 3: Basic Assumptions- core values of the
organisation
FOUR TYPES OF CULTURE
Four types of culture
Clan
Thrust Collaborate
Mean Cohesion , participation, communication, empowerment
Morals, people development, commitment
Ends
Has an internal focus and values flexibility rather than
stability and control
, Vikisha Chhaganlal, Week 10
Adhocracy
create
Thrust adaptability, creativity, agility
Means
innovation, growth, cutting edge output
Ends
Has an external focus and values flexibility
Hierarchy Control
Thrust: Capable processes, consistency, process control,
Means: measurement
Ends: Efficiency, timeliness, smooth functioning
Has an internal focus and stability and control flexibility
Market Compete
Thurst: Customer focus, productivity, enhancing
competitiveness
Menas:
Market share, profitability, goal achievement
End:
Has a strong external focus and values stability and
control
HOW EMPLOYEES LEARN CULTURE
How employees learn Culture
Symbols Objects, acts, qualities or events that convey meaning to
others
Stories Stories based on true events which are repeated and
sometimes embellished to emphasise a particular value.
Heroes People whose accomplishments embody the values of
the organisation
Rites and rituals The activities and ceremonies, planned and unplanned,
that celebrate important occasions in the organisations
life.
IMPORTANCE OF CULTURE
