Beruflich Dokumente
Kultur Dokumente
Organizational Behavior
13e
Stephen P. Robbins & Timothy A. Judge
Chapter 5
5-1
Copyright 2016 Pearson Education, Inc.
Chapter 16
Organizational Culture
Organizational culture:
A system of shared meaning held by
members that distinguishes the
organization from other
organizations
16-4
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Characteristics of
Organizational Culture
1. Innovation and risk taking
2. Attention to detail
3. Outcome orientation
4. People orientation
5. Team orientation
6. Aggressiveness
7. Stability
16-5
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Culture Is a Descriptive Term
16-6
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Do Organizations
Have Uniform Cultures?
The dominant culture expresses the
core values that are shared by a
majority of the organizations members
Subcultures tend to develop in large
organizations to reflect common
problems, situations, or experiences of
members
Subcultures mirror the dominant culture
but may add to or modify the core values
16-7
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Strong Versus Weak Cultures
16-9
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The Functions of Culture
Defines boundaries
Conveys a sense of identity
Generates commitment beyond
oneself
Enhances social stability
Sense-making and control mechanism
16-10
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Culture Creates Climate
Organizational climate:
The shared perceptions organizational
members have about their
organization and work environment
Positive climate is linked to higher
customer satisfaction and financial
performance
16-11
Copyright 2016 Pearson Education, Inc.
Culture as a Liability
Institutionalization
Behaviors and habits go unquestioned can
stifle innovation
Barriers to change
Culture is slow to change even in
a dynamic environment
Barriers to diversity
Culture seeks to minimize diversity
Can embed prevalent bias and prejudice
Barriers to acquisitions and mergers
Cultural incompatibility can be a problem 16-12
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How a Culture Begins
16-14
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A Socialization Model
16-16
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Summary: How Cultures Form
16-18
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Creating an Ethical
Organizational Culture
A strong culture with high risk tolerance, low-
to-moderate aggressiveness, and a focus on
means as well as outcomes is most likely to
shape high ethical standards
Managers must be visible role models
Communicate ethical expectations
Provide ethical training
Visibly reward ethical acts and punish
unethical ones
Provide protective mechanisms
16-19
Copyright 2016 Pearson Education, Inc.
Creating a Positive
Organizational Culture
16-23
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Summary
Described the common characteristics of organizational
culture.
Compared the functional and dysfunctional effects of
organizational culture on people and the organization.
Identified the factors that create and sustain an
organizations culture.
Showed how culture is transmitted to employees.
Demonstrated how an ethical culture can be created.
Described a positive organizational culture.
Showed how national culture may affect the way
organizational culture is interpreted in a different
country.
16-24
Copyright 2016 Pearson Education, Inc.
16-25
Copyright 2016 Pearson Education, Inc.