assumption about managing internal integration
DESCRIPTION
reference: "Organizational cultrue and leadership chapter 6" by edgar H scheinTRANSCRIPT
EM8AAngelina Christina . David Christian
Irsyad Wicaksono Pratama . Pandu Bagus Baskoro
Assumptions AboutManaging Internal
Integration
Organizational Culture and Leadership
to function as group must have common language. conflict arises when two parties assume about the other without
communicating. often creators create common language. common understanding begins with categories of action, gesture, and
speech.
Creating a Common Language and Conceptual Categories
The Problems of Internal Integration. Creating a common language and conceptual categories Defining group boundaries and criteria for inclusion and exclusion Distributing power, authority, and status Developing norms of trust, intimacy, friendship, and love Defining and allocating of rewards and punishments Explaining the unexplainable
Determining a group’s core assumptions :Ask present members what they really look for in new members and to examine carefully the career histories of present members to detect what accounts fir their inclusion in the group.
Three dimensions of career movement :
Defining group Boundaries & Identity
“ As organizations age and become more complex, the problem of defining clear external and inclusionary internal boundaries more complex.”
1. Lateral movement from one task or function to another2. Vertical movement from one rank to another3. Inclusionary movement from outsider to insider
“ Most Organizations start with founders and leaders who have preconceptions about how things should be run and, therefore, impose rules that initially determine how authority is to be obtained and how aggressive behavior is to be managed. “
Type of Leadership style :
Distributing Power, Authority, & Status
1. laissez-faire
2. Autocratic
3. Democratic
4. Transactional
5. Transformational
how to deal with authority and with peerwe use family model in new situations
Developing Rules for Relationship
Allocating Reward and Punishment
Quickest and easiest way to begin to change behavior
Varies with level in the organizationReward + Punishment + Authority and
Intimacy Assumption = Critical mass of the culture , determines :1. People relate each other
2. Manage anxiety
3. Derive meaning from their daily interactions
Managing the Unmanageable and Explaining the Unexplainable
Stories and myths develop when
1. Difficulty surviving / unusual growth
2. a challenge to core assumption
3. Transformation and change
Stories and myths affirm 1. Organization picture of
itself
2. Its own theory of how to get things done
3. How to handle internal relationship.
Natural disaster, illness, death, etcSuperstitions and myths form around critical
events that difficult to explain or justify.
Every group must learn how to become a group.
Most basic level, develop common language and category system.
Group must reach consensus on the boundaries of the group.
Group must develop assumption about reward and punishment, and deal with unpredictable and unexplainable events.
Summary
- Thank You -