organizational culture & environments
DESCRIPTION
University Project done by Danish IqbalTRANSCRIPT
Organizational
Culture& Environments
Future Future ExecutivesExecutives
Danish IqbalDanish Iqbal 6338 6338 Bilal Rasool ChaudharyBilal Rasool Chaudhary 67286728 Hassan Rehman ChaudharyHassan Rehman Chaudhary 62156215 Muhammad Naeem Ghauri Muhammad Naeem Ghauri 6480 6480 “Group “Group
Leader”Leader” Layon Ivan Patrick LoboLayon Ivan Patrick Lobo 60786078
ContentContent Why is it important to know about organization culture?
What is organizational culture?
Kinds of organizational culture.
Different role of Manager’s in different organizational cultures.
How Cultures effect Managers?
What is Organizational environment?
How Environment’s influence managers?
Case Study
QuotationQuotation
“The conventional definition of management is getting work done through people, but real management is developing people through work”
Agha Hasan Abedi Founder Bank of Credit and Commerce International Luxembourg
DanishDanish IqbalIqbal
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Why is it Important to know about Why is it Important to know about organization culture?organization culture?
Vision and Mission are the benchmark for any organization’s culture.
To learn how different tasks are performed in an organization.
Customs
Traditions
Ways of working
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Organizational CultureOrganizational Culture
The cognitive framework of
Attitudes Values Behavioral norms Expectations
Key is that they are shared by organizational members
Aspects of Organization Aspects of Organization CultureCulture
Achievement Self actualizing Humanistic Approval Conventional
Avoidance Power Competitive Oppositional
Organizational Culture Organizational Culture ProvidesProvides
A sense of identity for group members
Commitment to the mission of the organization
Clarifies and reinforces standards of behavior
Culture usually takes 5-10 years to develop
How is organizational How is organizational culture transmitted?culture transmitted? Symbols (buildings, lobby, decorations, etc.)
Stories that get passed on
Ceremonies (holiday parties, awards)
Statements of principles
Policies
Reward structure
How do they create this How do they create this culture?culture? Values = people, play and profit
They have a playroom as a corner office
Physical environment
Polaroid pictures and graffiti on the walls Drumming to announce meetings Use magazines to generate ideas Bring toys to work
Is organizational culture Is organizational culture important..?important..?
Research shows there is not one best culture, but it is important to have a strong culture
A culture that supports affiliation among co-workers, flexibility, and encourages supervisor support has been linked to positive outcomes
Important to have a fit between the person and the org culture (increases satisfaction and commitment)
What does organization What does organization culture..?culture..?
Helps to distinguish an org from other orgs and its general environment by providing it with an external identity
Sense of commitment to social entity greater than one’s self interest
Is a source of high reliability in organizations
Provides members with interpretive scheme or way to make sense of positions and activities
Culture is a social control mechanism
Bilal Bilal Rasool Rasool
ChaudharyChaudhary67286728
QuotationQuotation
“There is less to fear from outside ompetition than from inside inefficiency, discourtesy and bad service”
Anonymous
What is organizational What is organizational culture.?culture.?
“Shared values, principles, traditions & ways of doing things that influence the way organizational members act.”
“Stephen P.Robbins & Mary Coulter”
Definition Definition
ContinuedContinued….….
“Culture is the soul of the organization- the beliefs and values , and how they are manifested. I think of the structure as the skeleton, and as the flesh and blood. And culture is the soul that holds the thing together and gives it life force.”
““Henry Henry Mintzberg”Mintzberg”
The Organization's The Organization's CultureCulture
Culture is perception
Individuals perceive the organizational culture on thebasis of what they see, hear or experience within org.
Culture is shared
People with different social, organizational &educational background, they describeorganizational culture in similar terms.
Culture is descriptive
How members perceive theOrganization. Not with whether they Like it.
Strong Versus Weak Strong Versus Weak CulturesCultures Strong Cultures
Are cultures in which key values are deeply held and widely held. Have a strong influence on organizational members.
Factors Influencing the Strength of Culture
Size of the organization Age of the organization Rate of the employee turnover Strength of cultural values and beliefs
Benefit of a strong culture
Creates a stronger employee commitment to the organization. Aids in the recruitment and socialization of new employees. Fosters higher organizational performance by instilling and
promoting employee initiative.
Strong versus Weak Strong versus Weak Organizational CulturesOrganizational Cultures
HassanHassanRehman Rehman
ChaudharyChaudhary62156215
QuotationQuotation
“Coming together is a beginning. Keeping together is progress. Working together is success”
Henry Ford
The Manager’s RoleOmnipotent View of
Management
Managers are directly responsible for an organization’s success of failure
The quality of the organization is determined by the quality of its Managers.
Managers are held most accountable for an organization’s performance directly due to their influence on the organization.
Manager’s Role Manager’s Role Continued…Continued…
Symbolic View Of Management
Managers are not directly responsible for an organization’s success or failure.
Organizational success or failure is due to external forces outside the managers control (e.g. Natural Disasters, Earthquake etc)
The symbolic view is based on the belief that managers symbolize control and influence business.
Managers play a minimal part in success or failure of any organization.
Parameters of Parameters of Managerial Managerial DiscretionDiscretion
Successful Successful Organizational CultureOrganizational Culture
Levels Of Corporate Culture
Corporative Culturewww-Corporate Culture Evolution.WMV
MuhammadMuhammadNaeem Naeem
GhauriGhauri64806480
QuotationQuotation
“There is a simple rule about the environment. If there is waste or pollution, someone along the line pays for it”
Lee Scott, Chief Executive, Wal-Mart
Dimensions Of Dimensions Of Organizational CultureOrganizational Culture
Sources Of Organizational CultureSources Of Organizational Culture
The organization’s founder Vision and mission
Past practices of the organization The way things have been done
The behavior of top management
Continuation of the Organizational Continuation of the Organizational CultureCulture
Recruitment of like-minded employees who “fit” Socialization of new employees to help them adapt
to the culture
How an Organization’s Culture is How an Organization’s Culture is Established and MaintainedEstablished and Maintained
How Employees Learn How Employees Learn Culture?Culture?
Stories
Narratives of significant events or actions of people that convey the spirit of the organization
Material Symbols
Physical assets distinguishing the organization
Language
Acronyms and jargon of terms, phrases and word meanings specific to an organization
How Culture Affects How Culture Affects Managers?Managers?
Cultural Constraints on Managers
Whatever managerial actions the organization recognizes as proper or improper on its behalf
Whatever organizational activities the organization values and encourages
The overall strength of weakness of the organizational culture
Simple rule for getting ahead in an organization:Find out what the organization rewards and do those things.
Managerial Decisions Affected Managerial Decisions Affected by Characterby Character
Planning
The degree of risk that plans should contain
Whether plans should be developed by individuals or teams
The degree of environmental scanning in which management will engage
Organizing How much autonomy should be designed into employee’s jobs
Whether tasks should be done by individuals or in teams
The degree to which department managers interact with each other
Leading
The degree to which managers are concerned with increasing employee job satisfaction
What leadership styles are appropriate
Whether all disagreements-even constructive ones-should be eliminated
Controlling
Whether to impose external controls or to allow employees to control their own actions
What criteria should be emphasized in employee performance evaluations
What repercussions will occur from exceeding one’s budget
Suggestions for Managers: Creating 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 so employees can discuss ethical dilemmas and report unethical behavior without fear
Organization Culture Organization Culture IssuesIssues
Creating an Ethical Creating an Ethical CultureCulture
Creating an Creating an Innovative CultureInnovative Culture
High in risk toleranceLow to moderate aggressivenessFocus on means as well as out comes
Challenge and involvement FreedomTrust and opennessIdea timePlayfulness/humorConflict resolutionDebates Risk-taking
Creating a Customer-Responsive Creating a Customer-Responsive CultureCulture
Hiring the right type of employees (ones with a strong interest in serving customers)
Having few rigid rules, procedures and regulations
Using widespread empowerment of employees
Having good listening skill in relating to customers messages
Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction
Having conscientious caring employees willing to take initiative
Spirituality and Spirituality and Organizational CultureOrganizational Culture
Workplace SpiritualityWorkplace Spirituality The recognition that people have an inner life that
nourishes and is nourished by meaningful work that takes place in the context of community.
Characteristics of a Spiritual Characteristics of a Spiritual OrganizationOrganization
Strong sense of purpose Focus on individual development Trust and openness Employee empowerment Toleration of employees expression
Benefit of SpiritualityBenefit of Spirituality
Improved employee productivity
Reduction of employee turnover
Stronger organizational performance
Increased creativity
Increased employee satisfaction
Increased team performance
Increased organizational performance
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PatrickPatrickLoboLobo
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The External The External EnvironmentEnvironment
Defining the Defining the External External EnvironmentEnvironment
External Environment
The forces and institutions outside the organization that potentially can affect the organization’s performance.
Components of the External Environment
Specific environment: External forces that have a direct and immediate impact on the organization.
General Environment: Broad economic ,socio-cultural, political/legal, demographic, technological and global conditions that may affect the organization.
Define the External Define the External EnvironmentEnvironment
External Environment:External Environment:outside institution or forces that potentially affect an organization’s performance.
Specific Environment
Customers Suppliers Competitors Pressure groups
General Environment
Economic Political / Legal Socio cultural Demographic Technological Global
Organizational Organizational EnvironmentEnvironment
Environmental Uncertainty Environmental Uncertainty MatrixMatrix
Organizational Organizational StakeholdersStakeholders
Stakeholder Stakeholder RelationshipsRelationships
StakeholdersStakeholders
Any constituencies in the organization's external environment that are affected by the organization’s decisions and actions.
Why Manage Stakeholder Relationships?Why Manage Stakeholder Relationships?
It can lead to improved organizational performance
It’s the “right” thing to do given the interdependence of the organization and its external stakeholders.
The Global The Global MarketplaceMarketplace
Opportunities and Challenges
Acknowledging cultural, political, and economic differences
Coping with the sudden appearance of new competitors
Dealing with increased uncertainty, fear, and anxiety
Adapting to changes in the global environment
Avoiding parochialism
What’s Your Global What’s Your Global Perspective?Perspective?
ParochialismParochialism Is viewing the world solely through its own eyes and
perspectives.
Is not recognizing that others have different ways of living and working.
Is a significant obstacle for managers working in a global business world.
Is falling into the trap of ignoring others’ values and customs and rigidly applying an attitude of “ours is better than theirs” to foreign cultures.
Adopting a Global Adopting a Global PerspectivePerspective Ethnocentric Attitude
The parochialistic belief that the best work approaches and practices are those of the home country.
Polycentric Attitude
The view that the managers in the host country know the best work approaches and practices for running their business.
Geocentric Attitude
A world-oriented view that focuses on using the best approaches and people from around the globe.
Different Types of Different Types of International International OrganizationsOrganizations
Multinational Corporation (MNC)
Maintains operations in multiple countries.
Domestic Corporation
Is an MNC that decentralizes management and other decisions to the local country.
Global Company
Is an MNC that centralizes its management and other decisions in the home country.
Different Types of Different Types of International Organizations International Organizations (cont’d)(cont’d)
Transnational Corporation (Borderless Organization)
Is an MNC that has eliminated structural divisions that impose artificial geographic barriers and is organized along business lines that reflect a geocentric attitude.
Born Globals/International New Ventures (INVs)
Commit resources upfront (material, people, financing) to doing business in more than one country.
Other Forms of Other Forms of GlobalizationGlobalization Strategic Alliances
Partnerships between and organization and a foreign company in which both share resources and knowledge in developing new products or building new production facilities.
Joint Venture
A specific type of strategic alliance in which the partners agree to form a separate, independent organization for some business purpose.
Foreign Subsidiary
Directly investing in a foreign country by setting up a separate and independent production facility or office.
Mergers
Companies combining resources and management to eliminate competition and increase profitability.
The Cultural The Cultural EnvironmentEnvironment
National Culture
Is the values and attitudes shared by individuals from a specific country that shape their behavior and their beliefs about what is important.
May have more influence on an organization than the organization culture.
Global Management in Global Management in Today’s WorldToday’s World
Challenges
Openness associated with globalization
Significant cultural differences (e.g., Americanization)
Adjusting leadership styles and management approaches
Risks
Loss of investments in unstable countries
Increased terrorism
Economic interdependence
CASE CASE STUDYSTUDY
The Strategy That Wouldn’t The Strategy That Wouldn’t TravelTravel
By
Micheal C. Beers(Harvard Business Review)
Questions for Questions for Case StudyCase Study
1. Why was the strategy successful at the Wichita plant and why it was a failure at Lubbock?
2. If you were in place of Karen Jimenez, what would you do to make Lubbock also like Wichita?
3. If the strategy was successful at Wichita, was it because of a person, teamwork or policies / systems? Explain
4. Discuss what skills were present in Wichita and what was missing in Lubbock.
References:References: Robbins and Coulter, Business, 9th edition, 2007
Kreitner, Management
Richard L. Daft, Management, 8th edition, 2007
John R. Schermerhorn. JR., Management, 9th edition, 2007
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QuotationQuotation
“Corporations are social institutions. If they don't serve society, they have no business existing”
Henry Mintzberg,
Management Expert
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CONCLUSIONCONCLUSION::
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