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UT Arlington MANA 3318 - Organizational Culture

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Chapter 16 Organizational CultureOrganizational (Corporate) CultureLearning ObjectiveLevels of Organizational CultureSlide 5Types of ArtifactsBeyond the Book: Identifying NormsSlide 8Functions of Organizational CultureBeyond the Book: NetApp’s Culture of OpennessSlide 11Slide 12Strong CultureSlide 14Fit PerspectiveSlide 16Adaptive CultureSlide 18Slide 19Most Important Elements in Managing CultureSlide 21Organizational SocializationOrganizational Socialization ProcessSlide 24Outcomes of SocializationSlide 26Organizational Culture InventoryKilmann-Saxton Culture-Gap SurveyTriangulationSlide 30Cultural ChangesWhy is Change Difficult?Slide 33Slide 34Slide 35Beyond the Book: Six Guidelines to Creating a Global CultureSlide 37© 2011 Cengage Learning. All rights reserved.Chapter 16Organizational CultureLearning Outcomes1. Identify the three levels of culture and the roles they play in an organization.2. Evaluate the four functions of culture within an organization.3. Explain the relationship between organizational culture and performance.4. Describe five ways leaders reinforce organizational culture.5. Describe the three stages of organizational socialization and the ways culture is communicated in each step.6. Discuss how managers assess their organization’s culture.7. Explain actions managers can take to change organizational culture.8. Identify the challenges organizations face developing positive, cohesive cultures.© 2011 Cengage Learning. All rights reserved.Organizational (Corporate) Culturea pattern of basic assumptions that are considered valid and that are taught to new members as the way to perceive, think, and feel in the organization© 2011 Cengage Learning. All rights reserved.Learning ObjectiveIdentify the three levels of culture and the roles they play in an organization.1Levels of Organizational CultureArtifacts – s symbols ofculture in the physicaland social work environment ValuesEspoused: what members of an organization say they valueEnacted: reflected in the way individuals actually behaveAssumptions – deeply held beliefs that guide behavior and tell members of an organization how to perceive and think about things© 2011 Cengage Learning. All rights reserved.Artifacts – s symbols ofculture in the physicaland social work environment ValuesEspoused: what members of an organization say they valueEnacted: reflected in the way individuals actually behaveAssumptions – deeply held beliefs that guide behavior and tell members of an organization how to perceive and think about things© 2011 Cengage Learning. All rights reserved.Reprinted with permission from Edgar H. Schein, Organizational Culture and Leadership: A Dynamic View. Copyright © 1985 Jossey-Bass Inc, a subsidiary of John Wiley & Sons, Inc.Organizational CultureVisible, often not decipherableGreater levelof awarenessTaken for granted, Invisible, Preconscious© 2011 Cengage Learning. All rights reserved.Types of Artifacts•Personal Enactment•Ceremonies and Rites•Stories–About the boss–About getting fired–About relocating–About promotions–About crisis situations–About status considerations•Rituals•Symbols© 2011 Cengage Learning. All rights reserved.Beyond the Book:Identifying NormsThis exercise asks you to identify campus norms at your university. Every organization or group has a set of norms that help determine individuals’ behavior. A norm is an unwritten rule for behavior in a group. When a norm is not followed, negative feedback is given. It may include negative comments, stares, harassment, and exclusion.1. As a group, brainstorm all the norms you can think of in the following areas:Dress Classroom behavior; Studying; Weekend activities; Living arrangements; Campus activities; Dating; Relationships with faculty; Eating on campus versus off campus; Transportation2. How did you initially get this information?3. What happens to students who don’t follow these norms?4. What values can be inferred from these norms?© 2011 Cengage Learning. All rights reserved.Learning ObjectiveEvaluate the four functions of culture within an organization.2© 2011 Cengage Learning. All rights reserved.Functions of Organizational Culture•Culture provides a sense of identity to members and increases their commitment to the organization•Culture is a sense-making device for organization members•Culture reinforces the values of the organization•Culture serves as a control mechanism for shaping behavior© 2011 Cengage Learning. All rights reserved.Beyond the Book:NetApp’s Culture of OpennessWhat is the key to success at NetApp? According to top executives, it’s openness. Everyone, including the CEO, works in an open cubicle. Information is shared freely. Every two weeks, employees meet with the Vice President to share their perspectives. In addition, NetApp shows employees that they are valuable and cared for through flexible scheduling, and sponsorship of volunteer activities. NetApp’s culture of openness and trust has made it one of Fortune magazine’s “Best Companies to Work For.”© 2011 Cengage Learning. All rights reserved.Learning ObjectiveExplain the relationship between organizational culture and performance.3© 2011 Cengage Learning. All rights reserved.Theories on the relationship between organizational culture and performanceStrong Culture PerspectiveFit PerspectiveAdaptive Perspective© 2011 Cengage Learning. All rights reserved.Strong Culturean organizational culture with a consensus on the values that drive the company and with an intensity that is recognizable even to outsiders© 2011 Cengage Learning. All rights reserved.BECAUSE • They are characterized by goal alignment• They create a high level of motivationbecause of shared values by the members• They provide control without the oppressive effects of bureaucracyStrong Cultures Facilitate Performance© 2011 Cengage Learning. All rights reserved.Fit Perspectivea culture is good only if it fits the industry or the firm’s strategy© 2011 Cengage Learning. All rights reserved. Three particular industry characteristics affect culture:1.Competitive environment2.Customer requirements3.Societal expectationsFit Perspective© 2011 Cengage Learning. All rights reserved.Adaptive Culturean organizational culture that encourages confidence and risk taking among employees, has leadership that


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UT Arlington MANA 3318 - Organizational Culture

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