A system of shared values, assumptions, beliefs, and norms that unite the members of an organization.

Reflects employees views about the way

things are done around here.

The culture specific to each firm affects how employees feel and act and the type of employee hired and retained by the company.

Member Identity Group Emphasis People Focus Unit Integration Control

Risk Tolerance Reward Criteria Conflict Tolerance Means-End Orientation Open System Focus

Member Identity
Do employees identify with the whole organization?

Group Emphasis
Are work activities organised around groups or individuals?

People Focus
Do management decisions consider the impact of decisions on employees?

Unit Integration
Is work organised in a coordinated or independent manner?

Control
Are rules and regulations used to manage employee behaviour?

Risk Tolerance
Are employees encouraged to use their own initiative?

MECHANISTIC AND ORGANIC CULTURE

AUTHORITARIAN AND PARTICIPATIVE DOMINANT AND SUB-CULTURE

ESTABLISHING VALUES

CREATING VISION

OPERATIONALLY VISION

SOCIALISATION

PREARRIVAL

ENCOUNTE R

METAMORFORCES

OUTCOME S

1.

What is the purpose of organizational culture?

Organizational culture provides stability and gives employees a clear understanding of the way things are done around here. An organizations culture is derived from the philosophy of its founders. It is communicated by managers and employees are socialized into it. It is important to change the reward structure and to work carefully to change employee beliefs

2.

How do you create and maintain culture?

3.

How do you change culture?