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The Organization Culture: Activity # 06

The document discusses organizational culture and socialization processes. It defines organizational culture as the customary way of thinking and doing things within an organization. New employees go through a socialization process where they learn the organization's values, norms, and ways of behaving. This can lead to rebellion, conformity, or creative individualism. Organizations aim to develop a climate where employees can examine norms openly. A psychological contract exists between employees and the organization regarding mutual expectations.

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Hafsa Khan
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32 views

The Organization Culture: Activity # 06

The document discusses organizational culture and socialization processes. It defines organizational culture as the customary way of thinking and doing things within an organization. New employees go through a socialization process where they learn the organization's values, norms, and ways of behaving. This can lead to rebellion, conformity, or creative individualism. Organizations aim to develop a climate where employees can examine norms openly. A psychological contract exists between employees and the organization regarding mutual expectations.

Uploaded by

Hafsa Khan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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The Organization

Culture
Activity # 06

1
Organization Culture
• Organizational culture is the personality of
the organization.
• Culture is one of those terms that's difficult to
express distinctly, but everyone knows it
when they sense it.
• You can tell the culture of an organization by
looking at the arrangement of furniture, what
they are proud of, how they interact, what
they feel about other people.

2
Organization Culture
• Corporate culture controls the way the people in
an organization interact with each other and the
stakeholders outside the organization.
• Organizational values are beliefs and ideas about
what kinds of goals members of an organization
should pursue.
• From organizational values are developed
organizational norms, guidelines that prescribe the
kind of behavior of employees in a particular
situation.

3
Organization Culture
Definition:
“The culture of an organization is its customary and traditional
way of thinking and doing things, which is shared to a greater
or lesser degree by all its members, and which new members
must learn and at least partially accept, in order to be
accepted into service in the firm.
Culture covers a wide range of behavior:
the methods of production; job skills and technical knowledge;
attitudes towards discipline and punishment; the custom and
habit of managerial behavior; its way of doing business; the
methods of payment; the values placed on different types of
work; beliefs in democratic living and joint consultation”.
4
Organization Culture
• Culture shows up in both visible and invisible ways
Visible Manifestations of Culture
• Dress Code (strictly followed or not)
• Work Environment (hygienic & productive?)
• Benefits (salary/ commission/bonus)
• Perks (additional advantages=conveyance/ medical
facilities)
• Conversations (interaction)
• Work/Life Balance
• Job titles & Job Description
• Organizational Structure (tall or flat)
5
Organization Culture

Invisible Manifestations of Culture:


The far more powerful aspects of culture are
invisible. (basis and roots of org)
• Values
• Invisible Rules
– e.g. foreign visitors, unless they conform to culture you are not very
accommodative. People like conformity
• Worldviews (about how things work, subculture in departments)
• Beliefs
• Moods and Emotions
• Standards of Behavior
6
Organizational Norms
• Organizational norms are developed from
organizational values, which are reflected in
the kind of behavior an employee exhibits in
a particular situation. (Norms means
unwritten rules that govern behavior)

7
Organizational Norms
Pivotal norms(of primary imp): Norms
essential to accomplishing the organization's
objectives are called pivotal norms.(work
honestly, interests of org should serve)
Peripheral norms(secondary imp): Norms that
support and contribute to the pivotal norms but
are not essential to the organization's
objectives are called peripheral norms.(dress code,
working out of book, low formalization)

8
Socialization Process
• New employees are likely to disagree with or
question the customs and values that exist.
• Socialization is the process that adapts employees
to culture.
• Managers and members must recognize how
sharply norms are defined and how strongly
they are enforced.
• To work together effectively, individuals need to
understand things like power, status, rewards, and
sanctions for specific types of behaviors.
• Some organizations assign current employees to
act as mentors to new employees.
9
Socialization Process
• If new members find that the norms are
unclear, confusing, and restrictive, they
may react in three different ways when
entering an organization:
1. Rebellion - reject all values and norms, or
leave the organization.
2. Conformity - accept all values and norms,
resulting in stagnation, non-responsiveness,
and a loss of creativeness.
3. Creative individualism - accept only
pivotal values and reject all others. 10
Basic Responses to Socialization

11
Socialization Process

• It is often difficult for a newcomer to correctly


determine which norms are peripheral and
which are pivotal. What may be a pivotal
norm in one department may be a peripheral
norm or not a norm at all in another
department of the same organization.

• Since norms are changing and dynamic,


the organization member must have the
awareness to discern the differences
between pivotal and peripheral norms.
12
Socialization Process

• Only the more healthy organizations allow


their members to challenge their norms.
• The aim of OD is to develop an organizational
climate that is appropriate to the
organization's mission and members.
• OD seeks to develop the organization to the
point that it feels comfortable about allowing
its members to openly examine the norms.

13
The Socialization Process

Encounter Metamorphosis
stage Results
Pre-arrival
stage
stage

14
Psychological Contract
• Unwritten agreement between individuals and
organization.
• Organization has certain expectations of its
members.
• Similarly, the individual has certain
expectations of the organization.
• If the expectations of employees are not
met, breach of psychological contract occurs.
• Organization should avoid breach of psychological
contract because it has negative outcomes. 15

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