Organisational CultureBy Igor Ivashchenko Based on Cameron & Quinn model

CEOs about culture

What is the orgculture?

Organizational culture encompasses values and behaviours that "contribute to the unique social and psychological environment of an organization.” According to Needle (2004), organizational culture represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, strategy, type of employees, management style, and national culture; culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits. // Wikipedia

Smart guys say…

“Culture is how organizations ‘do things’.” — Robbie Katanga

“In large part, culture is a product of compensation.” — Alec Haverstick

“Organizational culture defines a jointly shared description of an organization from within.” — Bruce Perron

“Organizational culture is the sum of values and rituals which serve as ‘glue’ to integrate the members of the organization.” — Richard Perrin

“Organizational culture is civilization in the workplace.” — Alan Adler

“Culture is the organization’s immune system.” — Michael Watkins

“Organizational culture [is shaped by] the main culture of the society we live in, albeit with greater emphasis on particular parts of it.” — Elizabeth Skringar

“It over simplifies the situation in large organizations to assume there is only one culture… and it’s risky for new leaders to ignore the sub-cultures.” — Rolf Winkler

“An organization [is] a living culture… that can adapt to the reality as fast as possible.” — Abdi Osman Jama

Why do we want to influence the culture?

Culture is our behavior and reflection of our mindset, thusit forms ourPerformance and Turnover,Customer Satisfaction and Reputation,Market share and Competitiveness

Employee Retention, etc.

How do we assess the culture?

Organizational Culture Assessment Instrument was invented by professors Cameron & Quinn

It is based on the Competing Values Framework Researched and Validated Used by over 10,000 organizations worldwide

How does it work?

2 major polarities of values were found to determine organization’s effectiveness: Internal versus external focus Stability versus flexibility

How is it visualized?

What is Clan?

Internal focus & flexibility ‘Family’: friendly Leader type: father, mentor Communication, commitment, development Theory = High commitment and solidarity

produce effectiveness

What is Adhocracy?

External focus & flexibility Dynamic, entrepreneurial, creative Leader type: innovator, entrepreneur

Innovation, agility, transformation

Theory = Innovativeness, growth and creativity produce effectiveness

What is Market?

External focus & stability Result orientated, competitive Leader type: hard-driver, demanding Market share, goal achievement, profitability Theory = Goal achievement, market share,

numbers produce effectiveness

What is Hierarchy?

Internal focus & stability Formal attitude, structure, procedures Leader type: coordinator, organizer Efficiency, reliability, timeliness, consistency Theory = Efficiency, timeliness and consistency

produce effectiveness

Which management styles are natural for each?

Facilitator, mentor, team builder

Innovator, entrepreneur, visionary

Coordinator, monitor, organizer

Hard driver, competitor, producer

Example: Apple

Example: Zappos

Summary

Now Let’s TestYou ;)