Organizational Culture and Environment:: The Constraints

Organizational Culture and Environment:
The Constraints
Chapter
3
Culture
Culture is the collective programming of the

mind which distinguishes members of one
group or category of people from another.
or
Shared experiences that are transferred
from generation to generation
Culture
Culture encompasses religion, food, what we

wear, how we wear, our language, marriage,
music, what we believe is right or wrong, how
we sit at the table, how we greet visitors, how
we behave with loved ones etc.
Environment
Combination of internal and external factors

that influence a company's operating situation.
Internal Factors
• Financial resources like funding, investment

opportunities.
• Physical resources like company’s location,
equipment, and facilities.
• Human resources like employees, target
audiences,
• Employee training and development
programmes.
External Factors
• Political
• Economic
• Demographics
• Technological
• Global
• Sociocultural
Sociocultural
• Fashion trends.
• Lifestyle.
• SMN influence vs electronic & print media.
• Participation in cultural events.
• Willingness to pay for tickets.
• Relative population of local (folk) artists vs.
global imported culture.
How can you read culture of an
organization
• Do Background Work
o Company Website
o Mission Statement
o Current News about Company
o Look for Annual Reports
o Contact Former employees
• Observe Physical Surroundings & Symbols
o Logos, Pictures, Posters
o Dress, Hair Style
o Parking, Degree of Openness b/w Offices
o What Activities Encourage/Discourage
organization
• How you Characterize People you Meet
o Formal / Casual
o Serious or Open
o Restrained in Providing Information
o Are Jokes Used in Conversation
o Is Hierarchy Strict or Loose
o How Employees Address Each others
• Look for Organization HR Manual
o See Written Rules and Regulation
o How Detailed they are
organization
• Ask Questions from People you Meet
o Background of Senior Managers
o Promoted or Hired from Outside
o What rituals are important
o What Events are commemorated & why
o Decision Making
o Crises Management
The Manager: Omnipotent or Symbolic?
• Omnipotent View of Management
– Managers are directly responsible for an organization’s
success or failure.
– The quality of the organization is determined by the quality

of its managers.
– Managers are held accountable

for an organization’s performance
yet it is difficult to attribute
good or poor performance
directly to their influence
on the organization.
The Manager: Omnipotent or Symbolic?
• Symbolic View of Management
– Much of an organization’s success or failure is due to
external forces outside of managers’ control.
– The ability of managers to affect outcomes is influenced and

constrained by external factors.
• The economy, customers, governmental policies, competitors,
industry conditions,
technology, and the actions of
previous managers
– Managers symbolize control and

influence through their action.
The Organization’s Culture
• Organizational Culture
– A system of shared meanings and common beliefs held
by organizational members that determines, in a large
degree, how they act towards each other.
– “The way we do things around here.”

• Values, symbols and rituals
– Implications:
• Culture is a perception.
• Culture is shared.
Strong versus Weak Cultures
• Strong Cultures
– Are cultures in which key values are deeply held and
widely held.
– Have a strong influence on organizational members.
• Key values
– Equal opportunities
– Achievements and success
– No discrimination
– Time is a "resource," like water or coal, which can be
used well or poorly
– The Future, Change, and Progress
Factors Influencing the Strength of Culture
o Size of the organization

o Age of the organization
o Rate of employee turnover
o Clarity of cultural values and beliefs
Benefits of a Strong Culture
• Creates a stronger employee commitment to the

organization.
• Aids in the recruitment and socialization of new
employees.
• Promote higher organizational
performance by imparting and
promoting culture.
Organizational Culture
• Sources 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 Culture

– Recruitment of like-minded employees who “fit”
– Socialization of new employees to help them adapt to
the culture
How Employees Learn Culture
• Stories
– Narratives of significant events or actions of people that convey
the spirit of the organization
• Rituals
– Repetitive sequences of activities that express and reinforce the
values of the organization
• Material Symbols
– Physical assets distinguishing the organization
• Language
– Jargon, phrases, and word meanings specific to an organization
Managerial Decisions Affected by Culture
• 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 employees’
jobs
• Whether tasks should be done by individuals or in teams
• The degree to which department managers interact with
each other
Managerial Decisions Affected by Culture (cont’d)
• Leading
Degree of concern for job satisfaction; which
leadership styles are appropriate
• Controlling
Reliance on external or internal controls; what
performance criteria to use
How to Creating 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 Issues
• Creating a Customer-Responsive Culture
– 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 skills in relating to customers’
messages
– Providing role clarity to employees to reduce ambiguity
and conflict and increase job satisfaction
– Having meticulous, caring employees willing to take
initiative
Suggestions for Managers:
Creating a More Customer Responsive Culture
• Hire service-contact people with the personality and attitudes consistent

with customer service—friendliness, enthusiasm, attentiveness,
patience, concern about others, and listening skills.
• Train customer service people continuously by focusing on improving
product knowledge, active listening, showing patience, and displaying
emotions.
• Socialize new service-contact people to the organization’s goals and
values.
• Design customer-service jobs so that employees have as much control
as necessary to satisfy customers.
• Empower service-contact employees with the discretion to make day-to-
day decisions on job-related activities.
• As the leader, convey a customer-focused vision and demonstrate
through decisions and actions the commitment to customers.
Spirituality and Organizational Culture
•Workplace Spirituality (interconnectedness)
– Each person has their own beliefs. We respect each
individual's belief and their right to hold their beliefs
sacred and private. Spirituality is a way of expressing
more humanity.
•Characteristics of a Spiritual Organization
– Strong sense of purpose
– Focus on individual development
– Trust and openness
– Employee empowerment
– Toleration of employees’ expression
Benefits of Spirituality
• Improved employee productivity
• Reduction of employee turnover
• Stronger organizational performance
• Increased employee satisfaction
• Increased team performance
• Increased organizational performance

Defining the External Environment
• External Environment
– Those factors and forces outside the organization that
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.
The External Environment
Selected Legislation Affecting Business
• Occupational Safety and Health Act of 1970

• Consumer Product Safety Act of 1972
• Equal Employment Opportunity Act of 1972
• Worker Adjustment and Retraining Notification Act of 1988
• Civil Rights Act of 1991
• Family and Medical Leave Act of 1993
• Child Safety Protection Act of 1994
• Electronic Signatures in Global and National Commerce Act of
2000
How the Environment Affects Managers
• Environmental Uncertainty
– Degree to which organization lacks factual or
competent information concerning internal and
external operating environment of the
organization:
• Complexity of the environment: the number of
components of an organization’s environment and
their knowledge.
• Degree of change in environmental
components: how dynamic or stable the external
environment is?
Managing Stakeholder Relationships
1. Identify the organization’s external
stakeholders.
2. Determine the particular interests and
concerns of the external stakeholders.
3. Decide how critical each external
stakeholder is to the organization.
4. Determine how to manage each individual
external stakeholder relationship.
Thank you

Organizational Culture and Environment:: The Constraints

Uploaded by

Copyright:

Available Formats

Organizational Culture and Environment:: The Constraints

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Organizational Culture and Environment:: The Constraints

Uploaded by

Copyright:

Available Formats

Organizational Culture and Environment:

Culture is the collective programming of the

Culture encompasses religion, food, what we

Combination of internal and external factors

• Financial resources like funding, investment

– The quality of the organization is determined by the quality

– Managers are held accountable

– The ability of managers to affect outcomes is influenced and

– Managers symbolize control and

– “The way we do things around here.”

o Size of the organization

• Creates a stronger employee commitment to the

• Continuation of the Organizational Culture

• Be a visible role model.

• Hire service-contact people with the personality and attitudes consistent

• Reduction of employee turnover

• Stronger organizational performance

• Increased employee satisfaction

• Increased team performance

• Increased organizational performance

• Components of the External Environment

• Occupational Safety and Health Act of 1970

You might also like