Org Culture and Climate

7/29/2019 Org Culture and Climate.

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Definitions

A Belief system shared by an organizations

members.

- J.C.Spender

A set of shared, enduring beliefs communicated

through a variety of symbolic media creatingmeaning in peoples work life


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What Is Organizational Culture?

Characteristics:

1. Innovation and risktaking

2. Attention to detail3. Outcome orientation

4. People orientation

5. Team orientation

6. Aggressiveness

7. Stability

Organizational Culture

A common perceptionheld by the organizationsmembers; a system of

shared meaning.


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Differences between culture and climate

1. Culture is sociology, Climate ispsychology.

2. Culture historical context and its inputon employee behavior, Climate current

situations in organizations and thelinkage among Teams, Employees andPerformance.

3. Culture deals with values and norms. Butnot Climate.

4. Culture is long run. Climate is short run.


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Do Organizations Have Uniform Cultures?

Dominant Culture

Expresses the core values thatare shared by a majority ofthe organizations members.

Subcultures

Minicultures within anorganization, typically definedby department designationsand geographical separation.


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Do Organizations Have Uniform Cultures?

(contd)

Core Values

The primary or dominant values that are acceptedthroughout the organization.

Strong Culture

A culture in which thecore values are intenselyheld and widely shared.


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What Do Cultures Do?

Cultures Functions:

1. Defines the boundary between one organization

and others.

2. Conveys a sense of identity for its members.

3. Facilitates the generation of commitment to

something larger than self-interest.

4. Enhances the stability of the social system.5. Serves as a sense-making and control mechanism

for fitting employees in the organization.


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What Do Cultures Do?

Culture as a Liability:

1. Barrier to change.

2. Barrier to diversity

3. Barrier to acquisitions and mergers


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How Culture Begins

Founders hire and keep only employees whothink and feel the same way they do.

Founders indoctrinate and socialize theseemployees to their way of thinking and feeling.

The founders own behavior acts as a role model

that encourages employees to identify with themand thereby internalize their beliefs, values, andassumptions.


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Keeping Culture Alive

Selection Concern with how well the candidates will fit into theorganization.

Provides information to candidates about theorganization.

Top Management

Senior executives help establish behavioral norms thatare adopted by the organization.

Socialization

The process that helps new employees adapt to theorganizations culture.


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Stages in the Socialization Process

Prearrival StageThe period of learning in the socialization process that occursbefore a new employee joins the organization.

Metamorphosis StageThe stage in the socialization process in which a new employeechanges and adjusts to the work, work group, and organization.

Encounter StageThe stage in the socialization process in which a new employeesees what the organization is really like and confronts thepossibility that expectations and reality may diverge.


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How Organization Cultures Form


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How Employees Learn Culture

Stories

Rituals

Material Symbols

Language


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Stories

Anchor the present into the past and provide

explanations and legitimacy for current practices Rituals

Repetitive sequences of activities that express andreinforce the key values of the organization

Material Symbols Acceptable attire, office size, opulence of the office

furnishings, and executive perks that convey toemployees who is important in the organization

Language Jargon and special ways of expressing ones self to

indicate membership in the organization


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How Organizational Cultures Have an Impact

on Performance and Satisfaction

Documents

Org Culture and Climate