Leadership and Organizational Behavior Essay

Leadership & Organizational Tendencies

Chapter 18 Summary

Company Culture

Organizational culture consists of the principles and presumptions shared within an organization. That defines precisely what is important and unimportant inside the company and, consequently, blows everyone inside the organization toward the " right way” of doing points.

Elements of Organizational Culture

Inside the context of organizational lifestyle, values are discussed since shared ideals, which are principles that people in the organization or work unit have in common make near the top rated of their hierarchy of beliefs. Organizational traditions also includes shared assumptions, a deeper element that some professionals believe may be the essence of corporate culture. Shared assumptions are nonconscious, taken-for- naturally perceptions or perhaps ideal prototypes of habit that are considered the correct method to think and act toward problems and opportunities.

Content material of Organizational Culture

в–Є The relative ordering of values.

• A few dominating values

• Example: Dell efficiency and competitiveness

в–Є Problems with measuring org tradition

• Oversimplifies diversity of possible principles

• Ignore shared assumptions

• Adopts an " integration” point of view

в–Є A great organization's lifestyle is unclear:

• Varied subcultures (" fragmentation”)

• Values are present within persons, not function units

Organizational Culture Account Dimensions and Characteristics • Innovation: Experimenting, opportunity searching for, risk taking, few guidelines, low cautiousness • Balance: Predictability, security, rule-oriented • Respect for folks: Fairness, patience

• Result orientation: Actions oriented, substantial expectations, results oriented • Attention to depth: Precise, analytic

• Group orientation: Collaboration, people-oriented • Aggressiveness: Competitive, low emphasis on social responsibility

Organizational Subcultures

в–Є Major culture -- most widely distributed values and assumptions в–Є Subcultures

• Located over the organization

• Can boost or are at odds of (countercultures) firm's dominant tradition ▪ Two functions of countercultures:

• provide monitoring and critique, ethics

• source of emerging values

Artifacts are the observable symbols and signs of a great organization's traditions, such as the way visitors will be greeted, the organization's physical layout, and just how employees happen to be rewarded Artifacts: Stories and Legends

в–Є Social medications of ideal (undesired) tendencies в–Є Supplies a realistic human side to expectations

в–Є Most effective reports and stories:

• Describe real people

• Assumed being true

• Known throughout the organization

• Are prescriptive

Rituals are the programmed exercises of daily organizational existence that dramatize an organization's culture. Ceremonies are more formal artifacts than rituals. Events are designed activities done speci fically for the advantage of an audience.

Artifacts: Organizational Dialect

в–Є Phrases used to addresses people, identify customers, etc . в–Є Frontrunners use terms and exceptional vocabulary since cultural signs в–Є Dialect also found in subcultures

Artifacts: Physical Structures/Symbols

в–Є Building structure -- may form and indicate culture

в–Є Office design and style conveys ethnical meaning: (Furniture, office size, wall hangings)

Potential Rewards and Eventualities of Culture Strength

A strong corporate tradition potentially enhances the company's achievement by portion three crucial functions: • Control program. Organizational lifestyle is a deeply embedded type of social control that impacts employee decisions and patterns. Culture is definitely pervasive and operates nonconsciously. • Interpersonal glue. Organizational culture is a " cultural glue” that bonds persons...


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