Organization Control

and Culture
Team Obama
Akshay Kulkarni
Chinazo Eke-Okoro
Veysel Coskun
Culture?
What is Culture?
 Concept frequently used to describe in a
company
a rationale for people's behavior
a guideline for action
a cause for condemnation or praise
a quality that makes a company ‘what it is’

 is a characteristic of the organization, not of

individuals.
Organizational Culture

The set of internalized values, norms,

standards of behavior, and common
expectations that control the ways in which
individuals and groups in an organization
interact with each other and work to achieve
organizational goals.
Organizational Culture
Edgar Schein’s Definition:
 Attribute of a stable social group with a history
 Shared experiences create a shared world view
among group members
 Shared understanding of the role of individuals in
the world.
 Shared view has been in existence long enough
to be taken for granted by group members
 “Culture” is learned as a result of group
experience and may be identified in a group or
organization with a history
Elements of Culture
Artifacts
 things representing group beliefs & culture
Values
 Beliefs and ideas about the kinds of goals
members of a society should pursue and about
the kinds and modes of behavior people should
use to achieve those goals.

Norms
 Unwritten, informal rules or guidelines that
prescribe appropriate behavior in particular
situations.
How Organization Cultures
Form
Ways to Know an
Organization’s Culture
 Regular Behaviors:
 ways members greet one
another, dress, lunch/coffee breaks, treatment of
older members

 Norms:
 how hard one works in the organization, weekend
work, work taken home

 Dominant values:
 “customers are number one,” high quality products,
travel style, importance of family
 Philosophy:
 overall views of employees, community
relationships/partnerships, profit motive

 Rules:
 managing time, getting along with coworkers,
supervisor relationships, fringe benefit management,
gender relationships

 Feeling or climate:
 physical layout, level of trust among workers,
attitudes towards customers, safety/security,
dominant feelings
Organizational Culture
Typical Problems Related to Culture
 New technologies
 Intergroup conflicts
 Communication breakdowns
 Training problems

four categories of work related cultural

differences
 Power distance
 Uncertainty avoidance
 Individualism
 Masculinity
Culture & Gender
Organizations differ according to gender
regimes.
culture is gendered (Gherardi, 1995).
All cultures possess systems which signifies
sexual difference.
Culture refers to
 The symbols
 Beliefs
 Patterns of behavior learnt by people in
organization
Keeping Culture Alive
Selection
 Concerned with how well the candidates will fit
into the organization.
 Provides information to candidates about the
organization.
Top Management
 Senior executives help establish behavioral
norms that are adopted by the organization.
Socialization
 The process that helps new employees adapt to
the organization’s culture.
Spirituality & Organizational
Culture
Workplace 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:
 Strong sense of purpose
 Focus on individual development
 Trust and openness
 Employee empowerment
 Toleration of employee expression
How Organizational Cultures Have
an Impact on Performance and
Satisfaction
Questions?