Organizational Behavior 18th Edition Chapter 16 - PDF

Organizational Behavior Eighteenth Edition Chapter 16 Organizational Culture Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Learning Objectives 16.1 De...

Organizational Behavior Eighteenth Edition Chapter 16 Organizational Culture Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Learning Objectives 16.1 Describe the common characteristics of organizational culture. 16.2 Compare the functional and dysfunctional effects of organizational culture on people and the organization. 16.3 Identify the factors that create and sustain an organization’s culture. 16.4 Show how culture is transmitted to employees. 16.5 Describe the similarities and differences in creating an ethical culture, a positive culture, and a spiritual culture. 16.6 Show how national culture can affect the way organizational culture is transported to another country. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Common Characteristics of Organizational Culture (1 of 6) A Definition of Organizational Culture – Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Common Characteristics of Organizational Culture (2 of 6) Primary characteristics that capture the essence of an organization’s culture: – Adaptability – Detail orientation – Results/Outcome orientation – People/Customer orientation – Collaboration/Team orientation – Integrity Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Common Characteristics of Organizational Culture (3 of 6) Another common cultural framework groups organizations into: – The Clan – The Adhocracy – The Market – The Hierarchy Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Common Characteristics of Organizational Culture (4 of 6) Culture as a Descriptive Term – Organizational culture is concerned with employees’ perceptions of the characteristics of the culture, not whether they like them.  Does it encourage teamwork?  Does it reward innovation?  Does it stifle initiative? – It differs from job satisfaction:  Job satisfaction is evaluative.  Organizational culture is descriptive. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Common Characteristics of Organizational Culture (5 of 6) Do Organizations Have Uniform Cultures? – Most organizations have a dominant culture and numerous sets of subcultures. – The dominant culture expresses the core values a majority of members share and that give the organization distinct personality.  Subcultures tend to develop in large organizations to reflect common problems, situations, or experiences that members face. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Common Characteristics of Organizational Culture (6 of 6) Strong versus Weak Cultures – Strong culture: core values are intensely held and widely shared.  The more members who accept the core values and the greater their commitment, the stronger the culture and the greater its influence on member behavior. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (1 of 9) The Functions of Culture – Boundary-defining role. – Conveys a sense of identity for members. – Facilitates the generation of commitment. – Enhances the stability of the social system. – Serves as a sense-making and control mechanism. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (2 of 9) Culture Creates Climate – Organizational climate is shared perceptions about the organization and work environment.  Team spirit at the organizational level. – Climates can interact with one another to produce behavior. – Climate also influences the habits people adopt. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (3 of 9) The Ethical Dimension of Culture – Organizational cultures are not neutral in their ethical orientation, even when they are not openly pursuing ethical goals.  Over time, the ethical culture, or the shared concept of right and wrong behavior in that workplace, develops as part of the organizational climate. – The ethical climate reflects the true values of the organization and shapes the ethical decision making of its members. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (4 of 9) Ethical climate theory (ECT) and the ethical climate index (ECI) categorize and measure the ethical dimensions of organizational cultures. – Five climate categories: instrumental, caring, independence, law and code, and rules. – Each explains the general mindset, expectations, and values of the managers and employees in relationship to their organization. Ethical climate powerfully influences the way its individual members feel they should behave. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (5 of 9) Studies of ethical climates and workplace outcomes suggest that some climate categories are likely to be found in certain organizations. By measuring the collective levels of moral sensitivity, judgment, motivation, and character of our organizations, we may be able to judge the strength of the influence our ethical climates have on us. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (6 of 9) Sustainability: practices that can be maintained over very long periods of time because the tools or structures that support the practices are not damaged by the processes. – Social sustainability practices. – Sustainable management doesn’t need to be purely altruistic. To create a truly sustainable business, an organization must develop a long-term culture and put its values into practice. Like other cultural practices we’ve discussed, sustainability needs time and nurturing to grow. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (7 of 9) Culture and Innovation – The most innovative companies have open, unconventional, collaborative, vision-driven, and accelerating cultures. – Startup firms often have innovative cultures.  They are usually small, agile, and focused on solving problems in order to survive and grow. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (8 of 9) Culture as an Asset – Culture can significantly contribute to an organization’s bottom line in many ways. – There are many more cases of business success stories because of excellent organizational cultures than there are of success stories despite bad cultures, and almost no success stories because of bad ones. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. What Do Cultures Do? (9 of 9) Culture as a Liability – Institutionalization – Barriers to Change – Barriers to Diversity – Toxicity and Dysfunctions – Barriers to Acquisitions and Mergers Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Creating and Sustaining Culture (1 of 6) How a Culture Begins – Ultimate source of an organization’s culture is its founders. – Founders have the vision of what the organization should be. – New organizations are typically small, which facilitates the founders’ imparting of their vision on all organizational members. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Creating and Sustaining Culture (2 of 6) Culture creation occurs in three ways: – Founders hire employees who think and feel the way they do. – Employees are indoctrinated and socialized into the founders’ way of thinking. – Founders’ own behavior encourages employees to identify with them and internalize their beliefs, values, and assumptions. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Creating and Sustaining Culture (3 of 6) Keeping a Culture Alive – Selection  Identify and hire individuals with the knowledge, skills, and abilities to perform successfully.  Two-way street. – Top Management  Establish norms of behavior. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Creating and Sustaining Culture (4 of 6) Exhibit 16-2 A Socialization Model Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Creating and Sustaining Culture (5 of 6) OB POLL Job Is Not as Good as Advertised Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Creating and Sustaining Culture (6 of 6) Exhibit 16-4 How Organizational Cultures Form Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Show How Culture is Transmitted to Employees How Employees Learn Culture – Culture is transmitted to employees through:  Stories  Rituals  Symbols – Material symbols  Language Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Influencing an Organizational Culture (1 of 5) How can management create a more ethical culture? – Be a visible role model. – Communicate ethical expectations. – Provide ethics training. – Visibly reward ethical acts and punish unethical ones. – Provide protective mechanisms. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Influencing an Organizational Culture (2 of 5) There is a trend today for organizations to attempt to create a positive organizational culture: – Emphasizes building on employee strengths. – Rewards more than it punishes. – Emphasizes individual vitality growth. Positive culture is not a cure-all. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Influencing an Organizational Culture (3 of 5) What Is Spirituality? – Workplace spirituality is not about organized religious practices.  It is not about God or theology. – Workplace spirituality recognizes that people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Influencing an Organizational Culture (4 of 5) Exhibit 16-5 Reasons for the Growing Interest in Spirituality Spirituality can counterbalance the pressures and stress of a turbulent pace of life. Contemporary lifestyles—single-parent families, geographic mobility, the temporary nature of jobs, new technologies that create distance between people—underscore the lack of community many people feel and increase the need for involvement and connection. Formalized religion hasn’t worked for many people, and they continue to look for anchors to replace lack of faith and to fill a growing feeling of emptiness. Job demands have made the workplace dominant in many people’s lives, yet they continue to question the meaning of work. People want to integrate personal life values with their professional lives. An increasing number of people are finding that the pursuit of more material acquisitions leaves them unfulfilled. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Influencing an Organizational Culture (5 of 5) Characteristics of a Spiritual Organization – Cultural characteristics present in spiritual organizations include:  Benevolence  Strong sense of purpose  Trust and respect  Open-mindedness Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Identify Characteristics of a Spiritual Culture (1 of 2) Achieving a Spiritual Organization – Many organizations have grown interested in spirituality but have had difficulty putting its principles into practice.  Leaders can demonstrate values, attitudes, and behaviors that trigger intrinsic motivation and a sense of calling through work.  Encouraging employees to consider how their work provides a sense of purpose through community building also can help achieve a spiritual workplace. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Identify Characteristics of a Spiritual Culture (2 of 2) Critics of spirituality in organizations focus on: – The question of scientific foundation: what really is workplace spirituality? – Are spiritual organizations legitimate? Do organizations have the right to impose spiritual values on their employees? – The question of economics: are spirituality and profits compatible? Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. The Global Context Organizational cultures often reflect national culture. One of the primary things U.S. managers can do is to be culturally sensitive. The management of ethical behavior is one area where national culture can rub up against corporate culture. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Implications for Managers (1 of 3) Exhibit 16-6 How Organizational Cultures Have an Impact on Employee Performance and Satisfaction Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Implications for Managers (2 of 3) Realize that an organization’s culture is relatively fixed in the short term. To effect change, involve top management and strategize a long-term plan. Hire individuals whose values align with those of the organization; these employees will tend to remain committed and satisfied. Not surprisingly, “misfits” have considerably higher turnover rates. Understand that employees’ performance and socialization depend to a considerable degree on their knowing what to do and not do. Train your employees well and keep them informed of changes to their job roles. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Implications for Managers (3 of 3) You can shape the culture of your work environment, sometimes as much as it shapes you. All managers can especially do their part to create an ethical culture and to consider spirituality and its role in creating a positive organizational culture. Be aware that your company’s organizational culture may not be “transportable” to other countries. Understand the cultural relevance of your organization’s norms before introducing new plans or initiatives overseas. Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved. Copyright Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.