Scribd Logo
Upload

Welcome to Scribd!

  • 212 views

    Principles of Management: Organizational Culture and Environment

    Uploaded by

    azeemsam
    This document discusses organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Culture is established through stories, rituals, symbols and language. Strong cultures with clearly defined values benefit organizations. The external environment consists of specific factors like customers and competitors and general factors like the economy and technology that influence managers. Effective teams have complementary skills, shared goals and mutual accountability.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd

    Principles of Management: Organizational Culture and Environment

    Uploaded by

    azeemsam
    212 views40 pages
    This document discusses organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Culture is established through stories, rituals, symbols and language. Strong cultures with clearly defined values benefit organizations. The external environment consists of specific factors like customers and competitors and general factors like the economy and technology that influence managers. Effective teams have complementary skills, shared goals and mutual accountability.

    Original Title

    Org.culture+ Team Group

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    PPT, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document discusses organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Culture is established through stories, rituals, symbols and language. Strong cultures with clearly defined values benefit organizations. The external environment consists of specific factors like customers and competitors and general factors like the economy and technology that influence managers. Effective teams have complementary skills, shared goals and mutual accountability.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    212 views40 pages

    Principles of Management: Organizational Culture and Environment

    Uploaded by

    azeemsam
    This document discusses organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Culture is established through stories, rituals, symbols and language. Strong cultures with clearly defined values benefit organizations. The external environment consists of specific factors like customers and competitors and general factors like the economy and technology that influence managers. Effective teams have complementary skills, shared goals and mutual accountability.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    You are on page 1of 40
    At a glance
    Powered by AI
    The key takeaways are about organizational culture, the role and influence of managers, groups vs teams, and developing effective teams.

    The different types of work groups discussed are work groups, formal groups, informal groups, command groups, task groups, friendship groups, and interest groups.

    The stages of work group development discussed are forming, storming, norming, performing, adjourning, and mourning/grieving.

    Principles of Management

    Organizational Culture and Environment


    CHAPTER-4

    AFTER STUDYING THIS CHAPTER, YOU SHOULD BE ABLE TO:

    Define, What is Organizational Culture. Recognize the characteristics and importance of organizational culture. Asses how Culture effects a manager's performance. Describe current issues in organizational culture. Understand external environment of an organization. Articulate the differences between the functioning of Groups and Team Asses how Teams are an essential part of modern organisational life and their impact on organizational culture.

    The Manager: Omnipotent or Symbolic

    Omnipotent View of Management


    Managers are directly responsible for an organizations success or failure. The quality of the organization is determined by the quality of its managers.

    Managers are held accountable for an organizations performance yet it is difficult to attribute good or poor performance directly to their influence on the organization.

    34

    Symbolic View of Management


    Much of an organizations 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.

    Parameters of Managerial Discretion

    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 Organizations Culture


    The way we do things around here.
    Values, symbols, rituals, myths, and practices

    Implications:
    Culture is a perception. Culture is descriptive.

    Culture is shared.

    Dimensions of Organizational Culture

    How an Organizations Culture Is Established and Maintained

    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.

    Factors Influencing the Strength of Culture


    Size of the organization Age of the organization Rate of employee turnover Strength of the original culture 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. Fosters higher organizational performance by instilling and promoting employee initiative.

    Strong versus Weak Organizational Cultures

    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
    Acronyms and jargon of terms, phrases, and word meanings specific to an organization

    How Culture Affects Managers


    Cultural Constraints on Managers
    Whatever managerial actions the organization recognizes as proper or improper on its behalf Whatever organizational activities the organization values and encourages The overall strength or weakness of the organizational culture Simple rule for getting ahead in an organization:
    Find out what the organization rewards and do those things.

    External Environment

    Those factors and forces outside the organization that affect the organizations 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.

    Specific environment
    Customer Supplier Pressure Group Competitors

    General environment
    Economical condition

    Political
    Condition Social cultural Condition Technological Condition Demographic Condition

    Global Condition

    How the Environment Affects Managers


    Environmental Uncertainty
    The extent to which managers have knowledge of and are able to predict change their organizations external environment is affected by:
    Complexity of the environment: the number of components in an organizations external environment. Degree of change in environmental components: how dynamic or stable the external environment is.

    Stakeholder Relationships
    Stakeholders
    Any constituencies in the organizations environment that are affected by the organizations decisions and actions

    Why Manage Stakeholder Relationships?


    It can lead to improved organizational performance. Its the right thing to do given the interdependence of the organization and its external stakeholders.

    Organizational Stakeholders

    CURRENT Organization Cultural Issues


    Creating an Ethical Culture

    Creating an Innovative Culture

    Creating a Customer-Responsive Culture

    Spirituality and Organizational Culture

    Team Work Culture

    Creating an Ethical Culture

    Creating an Innovative Culture

    High in risk tolerance Low to moderate aggressiveness Focus on means as well as outcomes

    Challenge and involvement Freedom Trust and openness Idea time Playfulness/humor Conflict resolution Debates Risk-taking

    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 conscientious, caring employees willing to take initiative

    Spirituality and 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 of a Spiritual Organization


    Strong sense of purpose Focus on individual development Trust and openness Employee empowerment Toleration of employees expression

    Developing Group Vs Team Culture

    GROUPS:
    Two or more interacting and interdependent individuals who come together to achieve particular

    GOAL

    WHY PEOPLE JOIN GROUPS:


    Security Status Self-esteem Affiliation Power Goal achievement

    TYPES OF WORK GROUP


    COMMAND

    WORK GROUP

    FORMAL GROUP TASK GROUP INFORMAL GROUP INTREST GROUP FRIENDSHIP GROUP

    TEMPORARY TASK GROUP PERMANENT TASK GROUP

    STAGES OF WORK GROUP:

    Stage # 1 Forming

    Stage # 2 Storming

    Stage # 3 Norming

    Stage # 4 Performing

    Stage # 5 Adjourning

    Stage # 6 Mourning/Grieving

    Basic Work Group Concept


    Role Norms Conformity Group Status Group Size social loafing Individualism Collectivism Cohesiveness

    The degree to which group members are attracted to a group and share the group goals.

    High

    Low

    H I g h L O w

    Strong increase in Productivity

    Moderate increase In productivity

    Decrease in productivity

    No significant effect in Productivity

    WHY GROUPS SOMETIMES FAIL

    Lack of trust among group members. Lack of cooperation/Cohesion. Authoritative behavior of leader. Conflicts and disputes among group members. Diverging objectives.

    Turning Groups into Effective Team

    Team
    A smaller number of people with complementary skills who are committed to a common purpose, set of performance goals, and approaches for which they hold themselves mutually accountable.

    DIFFERENCE BETWEEN GROUPS AND TEAMS

    Shared Vision. Team Spirit. Sharing and caring Attitude. Setting performance goals. Mutually accountable for results.

    Why move to team working?


    Teamwork can increase competitiveness by:
    Improving productivity Improving quality and encouraging innovation Taking advantage of the opportunities provided by technological advances Improving employee motivation and commitment

    Interpersonal Skills Required by a Leader in Managing and


    developing Trust among Teams
    Appropriate questioning. Weltanschauung. Group discussions. Friendly climate. Use of consensus method. Involvement of team members in setting goals. Implement meeting guidelines. Encourage self respect Identify and deal with dysfunctional behaviors Celebrating teams achievement and accomplishments Use different techniques to motivate team members

    Characteristics of Effective TEAM

    How Teams can have a good fight

    Work with more, rather than less, information. Develop multiple alternatives to enrich debate. Establish common goals. Inject humor into workplace. Maintain a balance of power. Resolve issues without facing a consensus.

    You might also like

    pFad - Phonifier reborn

    Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

    Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


    Alternative Proxies:

    Alternative Proxy

    pFad Proxy

    pFad v3 Proxy

    pFad v4 Proxy