Topic 19: Organisational Culture Flashcards
Why do we study organisational culture?
- Competitive advantage and financial success.
- Productivity, Quality and morale.
- Innovation.
- Compatibility of mergers and acquisitions.
- Person-organisation fit.
- Direction of leadership activity.
Define organisational culture.
The basic pattern of shared values and shared assumptions within the corporation.
What are the elements of organisational culture?
Artifacts of organisational culture:
- Physical structure.
- Languages.
- Rituals and ceremonies.
- Stories and legends.
Organisational culture.
- Shared values
- Conscious beliefs.
- Evaluate what is good or bad, right or wrong.
- Shared assumptions
- Unconscious, taken for granted beliefs.
- Implicit mental models
What values are in the organisational culture profile?
IS ROATA
- Innovation.
- Stability.
- Respect for people.
- Outcome orientation.
- Attention to detail.
- Team orientation.
- Aggresiveness.
Outline innovation as a value in organisational culture profiles.
- Experimenting.
- Opportunity seeking.
- Risk taking.
- Few rules.
- Low cautiousness.
Outline stability as a value in the organisational culture profile.
- Predictability.
- Security.
- Rule-oriented.
Outline respect for people in the organisational culture profile.
- Fairness.
- Tolerence.
Outlines outcome orientation in the organisational culture profile.
- Action-orientated.
- High expecations.
- Results-oriented.
Outline attention to detail in the organisational culture profile.
- Precise.
- Analystic.
Outline team orientation in the organisational culture profile.
- Collaboration.
- People-oriented.
Outline aggresiveness in the organisational culture profile.
- Competitive.
- Low emphasis on social responsibility.
What are the effects of organisational culture in the workplace?
- Control system: subconsciously guides behavior and decisions.
- Social glue.
- Sense making.
What are the contingencies to successful organisational culture?
- The culture fitting the firms environement.
- Moderate, not cult like strength.
- Adaptive culture.
What are the outcomes of successful organisational culture?
- Performance.
- Employee wellbeing.
What are the functions of counter cultures?
- Provide surveillance and critique.
- Source of emerging values.
What can be done to change / strengthens organisational culture?
- Attracting, selecting and socialising employees.
- Actions of founders and leaders.
- Align artefacts to the desired culture.
- Introducing culturally-consistent rewards.
What is organisational socialiation?
The process by which individuals learn the values, expected behaviors and social knowledge necessary to assume thier roles in the organisation.
What are the stages of socialisation?
- Pre-employement socialisation: Learn and form expectations.
- Encounter: Test expectations.
- Role management: stengthen relationships, practise roles, resolve conflicts.
- Socialisation outcomes.
What are the outcomes to organisational socialisation?
- Higher motivation.
- Higher loyalty.
- Higher satisfaction.
- Lower stress.
- Lower turnover.
What can be done to improve organisational socialisation?
- Realistic job preview.
- Socialisation agents
- Supervisors: Job related details.
- Coworkers: social help.
