Organizational Culture paper

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Explain the university culture in five photos with the knowledge of organizational culture (the university in the photo is Saint Mary's University in Halifax). About organizational culture PPT and five photos in the file. The paper about 500 words

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Macro Organizational Behaviour (MGMT2384) Dr Vurain Tabvuma January 22, 2018 Remember… • Ask me questions! • Happy to meet with you! • Ask me questions!!! Today’s Session • Announcements • Organizational Culture Announcements Announcements • Mid-term – Topics • Group Critical Essay – Marks and Feedback next week – Essay 2 question Wednesday. Organizational Culture Objectives • • • • • Define Organizational Culture Strong versus Weak Cultures Assets/Liabilities of Strong Cultures Contributors to an organization’s Culture Diagnosing a Culture Organizational Culture • • The course of socialization both depends on and shapes the culture of the organization. What exactly is an organizational culture? Organizational Culture • Informally, culture can be thought of as an organization’s style, atmosphere, or personality. • Culture provides uniqueness and social identity to organizations. Organizational Culture • • Organizational culture consists of the shared beliefs, values, and assumptions that exist in an organization (Johns and Saks, 2017). Organizational culture is the pattern of basic assumptions that a given group has invented, discovered, or developed in learning to cope with its problems of external adaptation and internal integration, and that have worked well enough to be considered valid, and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems (Schein, 1984). Notable researcher of Org. Culture Edgar Schein • • Edgar Henry Schein, a former professor at the MIT Sloan School of Management, has made a notable mark on the field of organizational development in many areas, including career development, group process consultation, and organizational culture. Born: March 5, 1928 (age 89), Zürich, Switzerland Levels of Culture Levels of Culture Levels of Culture Artifacts and Creations Values Basic Assumptions Visible, constructed environment, architecture, technology, office layout, dress code Espoused values of culture, focus on what people “say” is the reason for behaviour Typically unconscious, determines how group members perceive, think, feel, taken for granted Levels of Culture Characteristics • These shared beliefs, values, and assumptions determine the norms that develop and the patterns of behaviour that emerge from these norms. CULTURE  NORMS  BEHAVIOUR • Several other characteristics of culture are important. Characteristics • It represents a true “way of life” for organizational members who often take its influence for granted. • It tends to be fairly stable over time and once established it can persist despite turnover among organizational members, providing social continuity. Characteristics • The content of a culture can involve matters that are internal to the organization or external. • Culture can have a strong impact on both organizational performance and member satisfaction. Subcultures Subcultures • • • Subcultures are smaller cultures that develop within a larger organizational culture that are based on differences in training, occupation, or departmental goals. An organization can have several subcultures. Effective organizations develop an overarching culture to manage differences between subcultures. Strong vs. Weak Cultures • A strong culture is an organizational culture with intense and pervasive beliefs, values, and assumptions. – A strong culture provides great consensus concerning “what the organization is about” or what it stands for. • In weak cultures, beliefs, values, and assumptions are less strongly ingrained or less widely shared across the organization. – Weak cultures are fragmented and have less impact on organizational members. Strong Cultures • • • An organization does not have to be big to have a strong culture. Strong cultures do not necessarily result in blind conformity. Strong cultures are associated with greater success and effectiveness. Assets of Strong Cultures • Organizations with strong cultures have several potential advantages: – Coordination – Conflict resolution – Financial success (Lorsch, 1986) Liabilities of Strong Cultures • Strong cultures can be a liability under some circumstances: – Resistance to change • Damaging ability to innovate – Culture clash – Pathology • Culture supports infighting, secrecy (WorldCom), paranoia, values lies and deception (Enron) Contributors to Culture • Two key factors that contribute to the foundation and continuation of organizational cultures: – The founder’s role • Top management – Socialization Diagnosing Culture • One way to grasp a culture is to examine the symbols, rituals, and stories that characterize the organization’s way of life. • For insiders, symbols, rituals, and stories are mechanisms that teach, communicate, and reinforce the company’s culture. Symbols • Symbols are strong indicators of corporate culture. • Some executives are particularly skilled at using symbols consciously to reinforce cultural values. Rituals • Rites, rituals, and ceremonies can convey the essence of a culture and can include: – Recognition awards and events – Monthly parties – Beach parties – Employee nights – Award ceremonies Stories • Organizations often communicate their culture through the use of stories. • The folklore of organizations – stories about past organizational events – is a common aspect of culture. • Stories communicate “how things work” and reflect the uniqueness of organizational cultures. Critical Thinking on Culture • https://www.youtube.com/watch?v=f_R3XG7s2hw • Thoughts? Summary • • • • • Define Organizational Culture Strong versus Weak Cultures Assets/Liabilities of Strong Cultures Contributors to an organization’s Culture Diagnosing a Culture Thank you!!! Any Further Questions? References • • • Johns, G., & Saks, A. M. (2017). Organizational behaviour: Understanding and managing life at work. Toronto: Pearson Education. Lorsch, J. W. (1986). Managing culture: The invisible barrier to strategic change. California Management Review, 28(2), 95-109. Schein, E. H. (1984). Coming to a new awareness of organizational culture. Sloan management review, 25(2), 3-16. X Team building SAINT MARY'S UNIVERSITY ersonal eadership SOBEY COMPETITIONS opportunities & successes SCHOOL OF BUSINESS We 更多 3 Do*t X 4.1 MIL DASANI FEELING Ано DASANI 0 更多 加料 STUDENT HANDOUT Scavenger Hunt for St Mary's University Culture We each have different perspectives on our organization, St Mary's University. Today, we will try and get a sense of the organizational culture of the university by trying to find some specific artifacts, values and basic assumptions that show different aspects of the culture. In your group, find and photograph things on your phone that show the aspects of culture listed below. You should identify at least 5 items. Please email the photos to me at: vurain.tabvuma@smu.ca and indicate your group number and which items you are sending on the subject line. You have 30 minutes to go out, search for things and come back to the classroom. Please be quiet when you are going around and by other classrooms. When you come back, you will complete and in-class exercise and give brief group presentations on your findings to the class. Items Artifacts and Creations Art that illustrates the story or life at SMU. Something showing how technology is used part of life at SMU. Something about an important ritual or ceremony at SMU. Something that shows behaviours that are unique to SMU. Something that shows behaviours that are frequently performed at SMU Values Something that shows what people at SMU value. Something that challenges the values at SMU. Basic Assumptions Two things that show non-debatable, taken for granted, deeply held assumptions at SMU. STUDENT HANDOUT Scavenger Hunt for St Mary's University Culture We each have different perspectives on our organization, St Mary's University. Today, we will try and get a sense of the organizational culture of the university by trying to find some specific artifacts, values and basic assumptions that show different aspects of the culture. In your group, find and photograph things on your phone that show the aspects of culture listed below. You should identify at least 5 items. Please email the photos to me at: vurain.tabvuma@smu.ca and indicate your group number and which items you are sending on the subject line. You have 30 minutes to go out, search for things and come back to the classroom. Please be quiet when you are going around and by other classrooms. When you come back, you will complete and in-class exercise and give brief group presentations on your findings to the class. Items Artifacts and Creations Art that illustrates the story or life at SMU. Something showing how technology is used part of life at SMU. Something about an important ritual or ceremony at SMU. Something that shows behaviours that are unique to SMU. Something that shows behaviours that are frequently performed at SMU Values Something that shows what people at SMU value. Something that challenges the values at SMU. Basic Assumptions Two things that show non-debatable, taken for granted, deeply held assumptions at SMU. LINA ROYAL performs rapcomedy spoken acousief olivesingdience On the Go performaudience stand-up 19 David Sobey Cervere 9PM to CLOSE port Home WEDNESDAYS Driving NIVERSAL School WA GREGRETOUR LUN , BA $15 ONLINE MEAL PLAN MEMBER LATE NIGHT DELIVERY COUPON POLLARS CARS BALI EMA N Get fit Nke a Circus Perform SO w Wort waar a காகா PO PLAN CAMPUSDISH.COM WALMAR. he today! sh.com Tricia Miglit SEXUAL VIOLENCE WARENESS WEEK WANT EVENTS - TIE UNTING GROUND Synopsis KARATE WED. JANUARY 24 @ 7PM THE CORSEBROOK LOUNCE FREE ADMISSION Wings w/ Purchase of a Beverage smusa Gorsebut Tour $5.50 Time & Place Tanary oopm 103 SKU HUSKIES s & C 0 Free anack smaa SANT MARY S UNIVERSITY BEGINNER CLASS STARTS JANUARY 111 www.University Karate.ca SNU $0 HEY SMUDENTS HAVE YOU Frederware w TRIED ATO DELIVE GT TUTOR NIGHT we acceptable credit SEVEN DEADLY SINS W9pm 902-496-828 ACHIEVE YOUR SUCESS G ALL RMERS! .. GLUTTONY PSYCHOLOGY ECONOMICS MANAGRNINT MARKETIN Anyone can ord smuca.campusdish. SA Sun BIAS SETE AND ALL KINSERT HEALTH MATTERS HOUSE. TUESDAY NUARY BOTH ENVY PRIDE WRATH SLOTH TEST GREED Southern NONS FEELIN' OROOVY FUNKEL SR GUITAR/VOCALS MUSIC OF SIMON 44 SCOTIA X Tim Hortons COFFLIATES Yogurte berries S How wed Luul Tim Merlin Tin ADRESE TTTT ACH Û 更多 3 加料 STUDENT HANDOUT Scavenger Hunt for St Mary's University Culture We each have different perspectives on our organization, St Mary's University. Today, we will try and get a sense of the organizational culture of the university by trying to find some specific artifacts, values and basic assumptions that show different aspects of the culture. In your group, find and photograph things on your phone that show the aspects of culture listed below. You should identify at least 5 items. Please email the photos to me at: vurain.tabvuma@smu.ca and indicate your group number and which items you are sending on the subject line. You have 30 minutes to go out, search for things and come back to the classroom. Please be quiet when you are going around and by other classrooms. When you come back, you will complete and in-class exercise and give brief group presentations on your findings to the class. Items Artifacts and Creations Art that illustrates the story or life at SMU. Something showing how technology is used part of life at SMU. Something about an important ritual or ceremony at SMU. Something that shows behaviours that are unique to SMU. Something that shows behaviours that are frequently performed at SMU Values Something that shows what people at SMU value. Something that challenges the values at SMU. Basic Assumptions Two things that show non-debatable, taken for granted, deeply held assumptions at SMU.
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Organizational Culture paper
by Hal Hal

Submission date: 27-Feb-2018 04:51PM (UT C-0500)
Submission ID: 922489084
File name: Saint_Mary.docx (6.7M)
Word count: 660
Character count: 3882

Organizational Culture paper
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Running head: ORGANIZATIONAL CULTURE

Saint Mary's University Culture
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Anonymous
Really great stuff, couldn't ask for more.

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