mgt in cross cultural context
DESCRIPTION
organisational culturedimensionselementsTRANSCRIPT
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Just as water is invisible to the fish
swimming in it, yet affects their actions,
culture consists of unseen elements
such as assumptions and values that
affect organizational life.
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ORGANISATIONAL CULTURE
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LEARNING OBJECTIVES
• DEFINING ORGANISATION CULTURE
• ELEMENTS OF ORGANISATION CULTURE
• IMPORTANCE OF CULTURE IN AN
ORGANISATION
• TYPES OF ORGANISATION CULTURE
• RETAIN OR MAINTAIN THE ORGANISATION
CULTTURE
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• A set of shared values, beliefs,
expectations and norms that influence
how members of an organisation relate
to one another and cooperate to achieve
organisational goals.
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MISSION STATEMENT
• Wal-Mart :- Its mission statement may give hints about its culture: “Saving people money so they can live better”.
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RITUALS
• Rituals is the Saturday morning meetings of Wal-Mart.
This ritual was first created by the company founder
Sam Walton, who used these meetings to discuss which
products and practices were doing well and which
required adjustment.
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RULES AND POLICIES
• For example, a company that has a policy such as “all pricing decisions of merchandise will be made at corporate headquarters” is likely to have a centralized culture that is hierarchical. The presence or absence of policies on sensitive issues such as English-only rules, bullying and unfair treatment of others, workplace surveillance, open-door policies, sexual harassment, and corporate social responsibility all provide pieces of the puzzle that make up a company’s culture.
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PHYSICAL LAYOUT
• A company’s building, layout of employee offices, and other workspaces communicate important messages about a company’s culture.
For example, visitors walking into the Nike campus, the campus is set on 74 acres and boasts an artificial lake, walking trails, soccer fields, and cutting-edge fitness centres. The campus functions as a symbol of Nike’s values such as energy, physical fitness, an emphasis on quality, and a competitive orientation. Only those using Nike shoes and apparel are allowed in. This sends a strong signal that loyalty is expected.
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STORIESStories shared with new employees communicate the company’shistory, its values and priorities, and create a bond between thenew employee and the organization. For example, you may already be familiar with the story of how ascientist at 3M invented Post-it notes. Arthur Fry, a 3M scientist,was using slips of paper to mark the pages of hymns in his churchchoir, but they kept falling off. He remembered a super weakadhesive that had been invented in 3M’s labs, and he coated themarkers with this adhesive. Thus, the Post-it notes were born.Once they tried them, people loved them and asked for more.Word spread and this led to the ultimate success of the product.As you can see, this story does a great job of describing the corevalues of a 3M employee: Being innovative by finding unexpected uses
for objects, persevering,
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• The cornerstone of a culture because it allows for communication.
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Importance of culture in an
Organisation
• The culture decides the way employees
interact at their workplace.
• Promotes healthy competition at the
workplace.
• Guides the employees and give them a
sense of direction.
• Creates brand image of the product
• Unites the employees
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Autocratic Culture
• Also known as feudal culture.• It is concerned with proper protocol and is
dominated by dependency.
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Bureaucratic
• It is concerned with proper rules and regulations.
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Technocratic
• The organisation pays attention to the employees needs and welfare.
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Entrepreneurial
• Also called as organic• Concerned with results and customers.
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Maintaining Culture
• Attraction-Selection-Attrition
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On boarding • Popularly known as Socialization
process.
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REFERENCES
• Understanding organisational Behavior Udai Pareek