Organizational Culture.

Presented by:-Ekta Abhijeet Sarkar&Avishek Banerjee.

What is Organizational Culture?

A number of year back, when American Executive was asked the question, he essentially gave the same answer that Supreme court justice once gave in attempting to define pornography :pornography :

““I can’t define it but I know it when I see it”.I can’t define it but I know it when I see it”.

Definition of Org. Culture

It refers to a system of shared meaning held by the members that distinguishes the organization from other organization.

In other words :- A common perception held by the organization members ; a system of shared meaning.

The most resent studies suggest that there are seven primary characteristics that , in aggregate , capture the essence of the Organizational Culture.

Each of these characteristics exists on a continuum from low to high.

Characteristics.

Innovation & risk taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

Defining the characteristics Innovation & risk

taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

It means the degree to which the employees are encouraged to be innovative and take risk.

Cont…. Innovation & risk

taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

The extent to which the employees are expected to exhibit precision , analysis , and attention to detail.

Cont… Innovation & risk

taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

The degree to which the management focuses on results or outcomes rather than on techniques and processes used to achieve the outcome.

Cont…. Innovation & risk

taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

The degree to which management take into consideration the effect of outcome of people with in the organization

Cont….. Innovation & risk

taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

The degree to which the work activity are arranged around team rather than individual.

Cont… Innovation & risk

taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

The degree to which the people are aggressive and competitive rather than easy going.

Cont……. Innovation & risk

taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness stability

The degree to which the organizational activities emphasize maintaining the status quo in contrast to growth.

Org. culture & Job satisfaction

Org. culture is concerned how employee perceives the culture of the company, not on whether they like them or not. It is completely differently from job satisfaction.

Org. culture & Job satisfaction

Org. culture has sought to measure how employees see their organization

Job satisfaction seeks to measure effective response to their job environment. So job evolution is evaluative.

Types of cultures in organization.

Dominant culture Sub culture Strong culture

Cont…

Dominant culture Sub culture Strong culture

It expresses the core value that are shared by the majority of organization member.

Cont….

Dominant culture Sub culture Strong culture

Sub culture tend to develop in large organization to reflect common problems, the sub culture is likely to be defined by the department , designations, or geographical separation.

Cont….

Dominant culture Sub culture Strong culture

The org. core value are both intensely held and widely shared. The strong culture have great influence on the behavior of its members because the high degree of shared ness and intensity creates an internal climate of high behavioral control.

Functions of Organizational Culture. It create distinction between one

organization and other. It conveys the sense of identity for

organizations member. It facilitates the generation of some thing

larger than one’s individual self-interest. Enhances the system stability.

conclusion

Finally it can be well said that organizational culture serves as a control mechanism that control , guides , and shapes the attitude and behavior of the employees.

Thank you