Organizational

Culture

Presentation By :
1. Divya Negi 4. Jayakumar R 7. Sonu Goyal
2. Kishan Singh 5. Liokchila
Rawat 6. Potluri Sahas
 Introduction
• Underlying beliefs, assumptions, values
& ways of interacting that contribute to the
unique social & psychological environment
of an organisation
• Culture is “the way things are done around here”
 Cultural Attributes

• Respect • Responsibility/Accountability
• Trust/ Integrity • Learning Opportunities
• Change/ Adaptability • Communication

• Results orientation • Decision making

• Teamwork • Goals
 Culture Reflection

• Positive attributes we hear • Negative descriptions

• This is a fun place to work. • You can’t speak up without
• We are result oriented. fear of retribution.

• Everyone here cares about • I don’t feel trusted to do my

each other. job.

• This is a great place to learn • We work in silos.

& grow. • I don’t see how my work
contributes to the overall
goals of the company.
 In what ways can organizational culture
increase organizational effectiveness? 

• Organization Effectiveness
– Max desired output with
minimal resource in a
defined time.
• The Six Steps of
Organization Effectiveness
-Max Output using minimal
resources
 Key things to consider :

• Be the leader.
• Carefully diagnose and define business processes ( Roles and
Responsibility ) .
• What behaviors will be rewarded with compensation or promotion
( Performance metrics ).
• Which practices are aligned with the desired culture and which are
destructive and require change.
• Uncovering the values and behaviors that allowed those practices to
develop.
 Why is it important to obtain the right fit
between organizational structure and culture?

Organizational structure
Determines how the roles and responsibilities are allocated
in the organization and how they will be monitored as well as
the flow of communication between different levels and sectors.
Functional Structures
• Division with respect to department.
• People with similar skills are grouped together in their respective
departments.
Divisional Structures
• Each division controls its own company.
• Distributes people with similar skills across the organization to
wherever they might be needed.
Matrix
Blend of the functional organizational structure and the projectized
organizational structure.

Organizational Culture
Specific collection of values and norms that are shared by people and
groups in an organization and that control the way they interact with
each other and outside the organization.

Functional Organization Structure

• Takes time for the flow of communication through different levels of
hierarchy.
• Employee might not understand the bigger picture and could result in
indifferent behavior affecting motivation, resulting in low business
performance.
Divisional Organizational Structure
• Greater flexibility because of low levels of management.
• Attribute to change fast Divisional Organizational structure has
greater flexibility because of low levels of management.

Matrix
• The task culture is reflected in the matrix organization; no clear
leader within each team.
• High job satisfaction because of individual participation.
• Improving business performance because motivated employees
work better
 In what ways organization’s structure
and culture match its strategy?

“Culture eats strategy for

Organization
breakfast” al Structure
• Organization Structure
• Organization Culture Organisation Organizati
• Organization Strategy al Culture onal
Strategy
• Strategy : Differentiation through innovation, Market
Penetration, Product Development
• Organizational Structure : Flat Organizational
Structure
• Organizational Culture : Open, Innovative, Smart with
emphasis on excellence
 How do we know if there is a
good match?
• Recognizing and understanding the characteristics of an
organization which matches its structure & culture with
strategy.

• What are the chief giveaways of such an organization?

Purpose driven
• Employees have a clear sense of purpose. They
understand their immediate and long term goals.
Ease of information flow
• Messages and information are transferred in a clear,
transparent and concise manner.
Innovation and growth
• People foster a culture where they believe that
innovation is not the province of top leadership but can
come from anyone in the organization.
Open and feedback oriented
• People are open and receptive to giving and receiving
feedbacks.
Embraces diversity
• There is an awareness of different cultures, how these
cultures should be approached and how to
communicate accordingly. 
High employee morale
• Employees value their position and contribution to the
company and desire to work there for a long time.
Handles poor performance
• The organization confronts poor performance instead
of ignoring it. There might even be specialists brought
to detect and solve problems.
Adaptable 
• Organization look for opportunities to grow and
adapts to technological and organizational changes.
High employee retention
• With superior job performance, employees are more
likely to remain with their organization, and it
flourishes.
• The market leader in enterprise application
software.
• Non-hierarchical workplace.
• Ranked 1st as the Best Company to work for
by Great Place To Work
• American Gaming Company
Organizational Structure
• Decentralized Organizational Structure
Mission : To provide Entertainment anywhere, anytime in any form.
• It is focused on identifying and listening to its customers
• To create innovative games
• To inspire ideas, employees are encouraged to play games during working
hours
• The value of the products is closely tied to the creativity of the employees,
and ultimately, to the success and the profitability of the company.
A volatile CEO
• Focus on aggressive growth and intense competition.
A culture of discrimination
• Sexual-harassment and discriminating women.
A lack of transparency
• Lack of coordination and knowledge sharing.
• Misalignments and inefficiencies.
Ineffective recruiting
• High attrition rate and inability to attract, retain, and motivate high-
quality executives.