CHAPTER – 19 – “ORGANIZATIONAL CULTURE”

¨ CULTURE:-

Collective programming > mind
↓
for distinguishing
↓
one person from other
Culture
↓ ↓
way of way of
behaving understanding
↑ ↑
↓
group of people

National Culture -----> basis of ------> organization culture it any product is not accepted in Pakistani Culture then any of the organization in Pakistan cannot introduce such product.

Elements of Culture”





Hidden assumptions
Values & belief
Behaviour




Foundational ideas
Meaning & significance
Norms concrete expression




That programes ways of thinking & behaving
To behaviour of organization
Patient of collective behaviour



Army :-
Assumption:-
Disciplined

Values + belief:-
Formality + Rule s+ regulation

Behaviour:-
Norms: rule;


Artifacts: uniform, badges, medal


Rituals: parade, ceremonies

INFLUENCES ON ORGANIZATION CULTURE:

(a) Organization’s founder
Set rules followed

↓

By organization
E.g. the founder of ford’s motors --->
Henery Ford was a quality conscious person: still now the organization work effectively and efficiently.
(b) Organization’s history ----------->
Reflection of foundation



Symbolic behaviour & actuals + stories
e.g. organization founded in depression era are different from organization in technological era ----> very aggressive.

(c) Leadership and Management style

Organization ------> strong management --------> develop quickly
E.g. in 1993-96 the leader of Samsung adopted neco tech. and therefore today Samsung is 1st to introduce 10 mega bixle camera ------> very innovative.

(d) Organization’s environment
Distinctive culture affect organization style


IMPORTANCE OF CULTURE

Culture



Motivate employees
Drive change



Emphasizing task
Preserving values


Excellent Companies




Innovative
Adaptive to change
Motivate employees




Don’t given rules rather give them culture for decision making
Treat them as heroes
Their people are to values of organization

CULTURE AN STRUCTURE: 4 CULTURAL TYPE:-

↓
↓
↓
↓
(Zues)
(Appollo)
(Athena)
(Dionysus)
Power Culture
Role Culture
Task Culture
Person Culture
↓
↓
↓
↓
- key owner/powder
- direct/informal power
- suited for small org.
- from structure
↓
- no dominant leader
- results judged
- to service individual interest
↓
adaptive to changes
↓
Job based
- individual reqd to:

- expensive
- concern’s
- depends on individuals talent
For like-minded people
↓
Completion of task

↓
Complete job with in limits


Suited for small org. bcoz.



- personal influence



↓



↓ses with ↑se in org’s size





THE IMPACT OF NATIONAL CULTURE:

National Culture inflexed organization culture in following ways.

(a) Power Distance ----->extent ↓



Acceptance of unequal dist of power ↓
High: where
Low: where
- greater centralization
- less centralization
- ________ command
- flather org.
- closer supervision
- participates in decimal


e.g. Distance of senior and junior posts.



(b) Uncertainty avoidance -------> extent




Security & older one preferred

High: where
Low: where
- respect of control
- respect flexibility & creativity
- written rules are used
- less task oriented
- conscious on tasks and deviation is toleration
- greater variability


e.g. In Pakistan there is low uncertainty avoidance rather welcome uncertainties.


(c) Individualism -----> extent




Working individually preferred

(I, identity) High
Low (we, identity)
- automating + individual choice
- interdependence
- task achievement
- social acceptability
- nor relationships
- relation --> imp. Then task
- deferred biz interest
- deferred employee’s interest

(d) Masculinity ----------------------> extent

↓


Social roles are distinct

High
Low
- differentate gender role
- minimize gender role
- Masculine values are dominant
- famine values deviation
- feminize values are not much considered in Pakistan misc. is high
- both behaviour accordingly in US mase is law



THE INFORMAL ORGANIZATION:

Definition:-

Organization
Informal attitude
→ exists
Side by side → formal one
Consist of → - social relationship
- communication network
- behavioral norms
- power influence structure


Introduce:
→ social groups
Within and outside structure
→ informal communication
Make it easy to common
→ behavioral norms
Social & work related things and there ways of doing them help to complete formal procedure
→ Power & influence
They don’t have authority

↓

But three power these leaders are trusted and booked to for advice.
Benefits of informal organization
For manager

(a) Employment commitment:
Meeting of social needs contribute moral and

Job satisfaction → with benefits
(b) Knowledge sharing:
Information three implementation network → improves-employees

Role in task in organization, cross –boundary co-operation, innovation.
(c) Speed:
Informal methods → more efficient → enabling decision
(d) Responsibilities:
The directness + flexibility → helpful in condition of rapid environmental changes.
(e) Co-operations
Strengthening of interpersonal networks → facilitate

Teamwork → across organization boundaries
→ Co-operation makes things easier


Problems of informal organization
For manager

(a) Social groupings
→ These groups can collectively → act against the interest of organization

→ it they are related with the goals → there also they may deviate from task and waste time while maintaining groups
(b) Grapevine
→Informal communicating → morale – damaging





(c) Employees Needs
→ Individual can ______ actually when excluded from cheques and network


(d) Cut corners:
→ violating safety or quality assurance measures

Minimizing Problem:

→ employees are considered

→ their needs are net

→ previous of information

→ encouragement

→ support information

→ managers themselves are involved and help to clarify the rules.