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    Culture Based Performance Management

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    Sumit Mitra
    This document discusses the significance of organizational culture on work environment, resource optimization, job satisfaction, and performance. It outlines several theories on classifying organizational culture, including Schein's three levels of culture (artifacts, values, underlying assumptions), Egan's overt and covert cultures, and Handy's four types of culture (power, role, task, person). Understanding an organization's culture helps performance managers identify the existing culture type and determine how conducive it is to business goals. The document also lists several dimensions for analyzing culture direction, pervasiveness, and strength.

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    Culture Based Performance Management

    Uploaded by

    Sumit Mitra
    2K views10 pages
    This document discusses the significance of organizational culture on work environment, resource optimization, job satisfaction, and performance. It outlines several theories on classifying organizational culture, including Schein's three levels of culture (artifacts, values, underlying assumptions), Egan's overt and covert cultures, and Handy's four types of culture (power, role, task, person). Understanding an organization's culture helps performance managers identify the existing culture type and determine how conducive it is to business goals. The document also lists several dimensions for analyzing culture direction, pervasiveness, and strength.

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    This document discusses the significance of organizational culture on work environment, resource optimization, job satisfaction, and performance. It outlines several theories on classifying organizational culture, including Schein's three levels of culture (artifacts, values, underlying assumptions), Egan's overt and covert cultures, and Handy's four types of culture (power, role, task, person). Understanding an organization's culture helps performance managers identify the existing culture type and determine how conducive it is to business goals. The document also lists several dimensions for analyzing culture direction, pervasiveness, and strength.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    2K views10 pages

    Culture Based Performance Management

    Uploaded by

    Sumit Mitra
    This document discusses the significance of organizational culture on work environment, resource optimization, job satisfaction, and performance. It outlines several theories on classifying organizational culture, including Schein's three levels of culture (artifacts, values, underlying assumptions), Egan's overt and covert cultures, and Handy's four types of culture (power, role, task, person). Understanding an organization's culture helps performance managers identify the existing culture type and determine how conducive it is to business goals. The document also lists several dimensions for analyzing culture direction, pervasiveness, and strength.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 10

    Culture Based Performance

    Management
    Significance of organizational culture
    - Strong work environment

    - Resource optimization

    - Job satisfaction

    - Execution excellence

    -
    Significance of
    organizational culture
    Work Environment
     Optimization of resources

     Interdisciplinary Effectiveness

     Job Satisfaction

     Execution Excellence

     Performance Maximization
    Theoretical foundation

     Schein’s three levels of culture –


     Artifacts- overt mannerisms, most
    visible form
     Values – Second level of culture is
    values that are built on beliefs .For ex.
    Seniority
     Underlying assumptions – Third and
    most powerful dimension
    Egan ‘s Overt and Covert
    Cultures
     Covert culture is the key that
    comprises underlying assumptions ,
    beliefs , values and norms .
     Organization intending to manage
    culture building must accord great
    deal of attention to covert culture .
    Handy’s Four Types of
    Culture
     History, technology, goals , objectives ,
    size , location , management and
    employees have influence.

     Power Culture- centralized , small


    organizations .
     Role Culture – Promotes specialization ,
    set of rules regulations
     Task Culture – Issue based , after that
    there will not be any relationship or
    rigid rules , people who are
    knowledgeable and skillful wield more
    power and influence than others .
     Person Culture – It happens with
    professional bodies where a person
    known for professional mettle is
    chosen to lead
     Understanding these four types helps
    performance managers
     1.To identify type of culture that exist
    in their organizations and
     2.To analyze culture in order to
    understand to what extent it is
    conducive in the organizational
    context / nature of business .
     Humanistic helpful culture
     Affiliative Culture

     Approval Culture

     Conventional Culture

     Dependent Culture

     Opposition Culture

     Power Culture
     Culture Direction
     Culture pervasiveness

     Culture Strength

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