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ORGANIZATIONAL CULTURE

BY :

Ankit Kumar

Ankur VermaAnustup Sreemani

Arpit Mangal

Ashish Dogra

Ashutosh kr Dubey

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INTRODUCTION

Organizational Culture is the totality of beliefs ,

customs, traditions and values shared by the

members of the organization.

Corporate culture can be looked at as a system.

It is important to consider culture while managing

change in the organization.

Culture can be both, as input and as output.

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K EY CHARACTERISTICS OF

CORPORATE CULTURE

Innovation and Risk Taking

Attention to Detail

Outcome Orientation

People Orientation

Team Orientation

Aggressiveness

Stability

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TYPES OF CULTURE

Authoritarian culture

Participative culture Mechanistic culture

Organic culture

Sub-cultures and Dominant culture

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IMPORTANCE OF

ORGANIZATIONAL CULTURE

Talent-attractor

Talent-retainer

Engages people Creates energy and momentum

Changes the view of work

Creates greater synergy

Makes everyone more successful

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CULTURE - INPUT AND OUTPUT

Product of action, i.e., input.

Element of future action, i.e., output.

Culture is the product of socio-technical systems. Management strategies, structures, procedures,

etc. influence culture.

Culture can be self-perpetuating and highly

Resistant to change.

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ORGANIZATIONAL CULTURE V/S

NATIONAL CULTURE

National cultural values are learned early, held deeply andchange slowly over the course of generations.

Organizational culture, on the other hand, is comprised of broad guidelines which are rooted in organizational practices.

A nations culture is similar to that of an organization as it iscomprised of the symbols, values, rituals, and traditions of thepeople living in a particular region.

Cultures usually differ in relationships between the individualand society, ways of dealing with conflict, relationships to

authority, and conceptions of class and gender. All of thesethings are comparable to organizational culture, just on agrander scale.

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CREATING CORPORATE CULTURE

The ultimate source of an organizations culture is itsfounders.

Culture creation occurs in three ways:

Employees hire and keep employees with

same thinkingThey indoctrinate and socialize the employees

with the organizations thinking

The founders behavior acts as a role model

for the employees

With the organizational success, the founderspersonality is embedded in the organizational

culture.

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HOW ORGANIZATION CULTURES

FORMS??

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SUSTAINING ORGANIZATION

Three forces play a particularly important part

in sustaining a culture:o Selection practices

o Actions of top management

o Socialization methods

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SELECTION

Explicit goal identifying and hiring individuals havingknowledge, skills and abilities to perform the jobssuccessfully.

Individuals having values consistent with those of theorganization are selected as per the decision makers

judgements.

Selection becomes a two-way street as it providesinformation about the organization to the applicants.

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TOP MANAGEMENT

The actions of top management establishes thenorms for the organization as to:

o Whether risk taking is desirableo How much freedom managers should give to

their subordinates

o What actions will pay off in terms of pay rises,

promotions and other rewards, etc.

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SOCIALIZATION

New employees are not familiar with theorganizational culture and are potentially likely todisturb the existing culture.

The process through which the employees areproselytized about the customs and traditions of

the organization is known as socialization.

It is the process of adaptation by which new

employees are to understand the basic valuesand norms for becoming accepted members of the organization.

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SOCIALIZATION PROCESS

Socialization is a process made up of three stages:

Pre-arrival - All the learning occurring before a newmember joins.

Encounter - The new employee sees what the organization

is really like and confronts the possibility that expectationsand reality maydiverge.

Metamorphosis - The relatively long-lasting changes takeplace. The new employee masters the skills required for the

job, successfullyperforms the new roles, and makes theadjustments to the work groups values andnorms.

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HOW EMPLOYEES LEARN CULTURE

Stories Depicting the past events of the organization.Some organizations actually try to manage this element of culture learning.

Rituals Repetitive sequential activities reinforcing thevalues of the organization.

Material Symbols Conveying social equality, desiredorganizational behavior, etc. by the top management.

Language Acceptance and preservation of culture.

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THANK YOU

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