8/2/2019 OB-UT5-1
1/15
8/2/2019 OB-UT5-1
2/15
Derived from anthropology
Set of characteristics commonly used by ppl
Set of beliefs, values , norms etc that are shared byorgn members.
8/2/2019 OB-UT5-1
3/15
Characteristics of orgn culture Innovation and risk taking
Attention to detail
Outcome orientation Ppl orientation
Team orientation
Aggressiveness
Stability
8/2/2019 OB-UT5-1
4/15
Subculture:
Develop in large orgn to reflect orgn problems.
Consist of core values and other values followed bymembers of subcultures.
Dominant culture-core values shared by orgn ,macro view.
Categories of behaviour:
Universal conformity
SpecialtiesAlternatives
Individual peculiarities
8/2/2019 OB-UT5-1
5/15
Subculture dimensions
Functional Geographical
Cultural conflict resolved by:
Orgn climate build on loyalty
Commitment to ones profession.
8/2/2019 OB-UT5-1
6/15
Orgn climate:
Based on current situations
Basis of psychology Temporary
Dependent on managerial action
Doesnt deals with values and norms.
Impact of orgn culture:
Objective setting---moulds ppl
Determine work ethics Depicts needs and motivational patterns
Orgn processes
8/2/2019 OB-UT5-1
7/15
Socialization To ensure adoption of culture by employees ,
socialization is necessary. Derived from sociology
Person becomes member of group, observing traditionand adjusting.
Defn: socialization is an adaptive process that takesplace as a new employee attempts to learn andinculcate values & norms that are a part of orgn
culture.
Also in terms of job context and change.
8/2/2019 OB-UT5-1
8/15
Socialization processCommitment
Pre-arrival Encountermetamorphosis
Productivity
8/2/2019 OB-UT5-1
9/15
Prearrival:
Predetermined thoughts and beliefs.
Encounter:
Meets the real environment such as culture , peers etc. if
thoughts match then adaptive else must undergosocialization to replace previous set of ideas.
Metamorphosis:
New employee works on problems faced ,reconciles withculture and values ,change in behaviour occurs.
8/2/2019 OB-UT5-1
10/15
Methods of socialization with orgn
Stories narration of events
Rituals repetitive sequences that reinforces keyvalues.
Material symbols position , facilities, thoughcommon culture approach these days.
Language and terminologies.
8/2/2019 OB-UT5-1
11/15
Socialization options
Formal and informal :formalOrientation
informaldirected to work place
Individual and collective:
Individualsingle employee joins.
collective---large no. of employees.
Fixed and variable:
Time schedule when new entrant makes transition to bea part of orgn.
fixed: probation, trainee
variable: based on performance.
8/2/2019 OB-UT5-1
12/15
Serial and random:
serial: mentoring, role model done for higherlevels.
random: role model is with-held and new comeris set free.
8/2/2019 OB-UT5-1
13/15
Creating and sustaining orgn culture
Orgn culture is conducive for social culture andmembers.
For creating orgn culture:
cultural characteristics of founders must bein sink with the members. ( not found in
large scale orgn) attempt to prescribe what orgn culture is.
8/2/2019 OB-UT5-1
14/15
Process to create orgn culture
8/2/2019 OB-UT5-1
15/15
1. Establishing values:
Values differentiate b/w right and wrong .
Depends upon key founder
Important to set objectives.
2. Creating vision:
what is vision: projection of future what orgn islikely to do.
3. Operationalising values & vision:
Written statement for employees.
Designing of structure to facilitate them.
selection, rewards and alignment of processes.