3rd Chapter - Managment by Robbins & Coulter - Part1

MANAGEMENT

Steven P. Robbins

Mary Coulter

8th Edition

Course Instructor

Sir Yasir Ashraf

Organizational Culture and Environment: The Constraints

CHAPTER NO. 3

Huzaifa

066

Salman Ahmed

052

Sharmeen Khan 022

Abrar Haseeb

042

Muzakir Hafeez

065

Jaweeria

012

Presenters

Outline

☆ The Manager: Omnipotent or

Symbolic?

☆ The Organization’s Culture

☆ Strong Versus Weak Cultures

☆ The Source of Cultures

Outline ☆ How It Continues?

☆ How Employees Learn It

☆ Impact on Managers

☆ Creating Culture in an

Organization

☆ Spirituality and

Organizational Culture

Outline ☆ The Environment

☆ External Environment

☆ General Environment

☆ How it Affect Managers

☆ Assessing Environmental

Uncertainty

☆ Managing Stakeholders

Relationship

The Culture

Of

Organization

Sharmeen BBA-2014-022

☆ Omnipotent or Symbolic?

☆ The Organization’s Culture

The Manager: Omnipotent or Symbolic?

Omnipotent View of Management

Managers are directly responsible for an organization’s success or failure.

The quality of the organization is determined by the quality of its managers.

Managers are held accountable for an organization’s performance yet it is difficult to attribute good or poor performance directly to their influence on the organization.

The Manager: Omnipotent or

Symbolic?

Symbolic View of Management

Much of an organization’s success or failure is due to external forces outside of managers’ control.

The ability of managers to affect outcomes is influenced and constrained by external factors.

» The economy, customers, governmental policies, competitors, industry conditions, technology, and the actions of previous managers

Managers symbolize control and influence through their action.

PARAMETERS OF MANARGIAL DISCRETION

Managerial

Discretion Organizational Environment Organizational Culture

The Organization’s Culture

Organizational Culture A system of shared meanings and common beliefs held by organizational members that determines, in a large degree, how they act towards each other.

“The way we do things around here.”

» Values, symbols, rituals, myths, and practices

Implications:

» Culture is a perception.

» Culture is shared.

» Culture is descriptive.

Dimensions of Organizational Culture

Organization A Organization B

• It is a manufacturing firm • It is a manufacturing firm

• Employees are welcomed to make

recommendations, discouraging the

involvement of risk and change

• Employees are welcomed to make

recommendations, encouraging the

involvement of risk and change

• Employees are required to follow rules

and regulations and are supervised by

managers to avoid deviation

• Rules and regulations are few and

supervision is loose

• Management is only concerned with

high productivity regardless of the

impact on employee’s morale

• Management is concerned with high

productivity but believes in treating its

people right

• Work activities are designed around

individuals and employees are

discouraged to contact with members

outside there functional area

• Work activities are designed around

work teams and team members are

encourage to contact with members

outside the functional area

• Bonuses are based on seniority • Bonuses are based on achievement of

outcomes

You May Ask

☻

Salman BBA-2014-052

☆ Strong Versus Weak Cultures

☆ The Source of Cultures

Strong versus Weak Cultures

Strong Cultures

Are cultures in which key values are deeply held and widely held.

Have a strong influence on organizational members.

Factors Influencing the Strength of Culture

Size of the organization

Age of the organization

Rate of employee turnover

Strength of the original culture

Clarity of cultural values and beliefs

Strong versus Weak

Organizational Cultures

Benefits of a Strong Culture

Creates a stronger employee commitment to the organization.

Aids in the recruitment

Fosters higher organizational performance by instilling and promoting employee initiative.

Impact of Culture

What impact does a strong culture have on an organization?

One study found that employees in an organization with strong cultures were ,ore committed to their organization than were employees in an organization with weak cultures

Successful Organizations

“Let my people go surfing”

Yvon Chouinard

Founder of Patagonia Inc.

An outdoor gear company

with 900 employees and

revenues of $220 million (2002)

Bill Gates Fred Smith Sam Walton Ingvar

Kampard

Organizational Culture

Sources of Organizational Culture

The organization’s founder

Vision and mission

Past practices of the organization

The way things have been done

The behavior of top management

Continuation of the Organizational Culture

Recruitment of like-minded employees who “fit”

Do You Have A

Question?

☻

☆ How It Continues?

☆ How Employees Learn It

☆ Impact on Managers

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How Culture Continues

Employee’s Observation during Selection Process

Executives’ Behavior

Socialization

How Employees Learn Culture

Stories

Rituals

Language

Material Symbols

Most Significant ways

Stories

Narratives of significant events or actions of people that convey the spirit of the organization

Rituals

Repetitive sequences of activities that express and reinforce the values of the organization

Material Symbols

Physical assets distinguishing the organization

Language

Acronyms and jargon of terms, phrases, and word meanings specific to an organization

Work Judo

Flat Food

Face mail

How Culture Affects Managers

Cultural Constraints on Managers

Whatever managerial actions the organization recognizes as proper or improper on its behalf

Whatever organizational activities the organization values and encourages

The overall strength or weakness of the organizational culture

Simple rule for getting ahead in an organization:

Find out what the organization rewards and do those things.

Managerial Decisions Affected by

Culture

Planning

The degree of risk that plans should contain

Whether plans should be developed by

individuals or teams

The degree of environmental scanning in which

management will engage

Organizing

How much autonomy should be designed into

employees’ jobs

Whether tasks should be done by individuals or

in teams

The degree to which department managers

interact with each other

Managerial Decisions Affected by

Culture

Leading

The degree to which managers are concerned

with increasing employee job satisfaction

What leadership styles are appropriate

Whether all disagreements—even constructive

ones—should be eliminated

Controlling

Whether to impose external controls or to allow

employees to control their own actions

What criteria should be emphasized in employee

performance evaluations

What repercussions will occur from exceeding

one’s budget

How an Organization’s Culture Is Established and Maintained

Any

Question?

☻

Thank

You