组织行为学英文版(第13版)ch16
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16-10
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
Copyright © 2015 Pearson Education, Inc.
16-5
LO 1
Describe the Common Characteristics of Organizational Culture
Some research has conceptualized culture into four different types based on competing values: 1. The collaborative and cohesive clan. 2. The innovative and adaptable adhocracy. 3. The controlled and consistent hierarchy. 4. The competitive and customer focused market.
The Ethical Dimension of Culture Organizational cultures are not neutral in their ethical orientation, even when they are not openly pursuing ethical goals. Over time, the ethical work climate (EWC), or the shared concept of right and wrong behavior in that workplace, develops as part of the organizational climate. The ethical climate reflects the true values of the organization and shapes the ethical decision making of its members.
16-11
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
Culture Creates Climate Organizational climate is shared perceptions about the organization and work environment. Team spirit at the organizational level. Climates can interact with one another to produce behavior. Climate also influences the habits people adopt.
Copyright © 2015 Pearson Education, Inc.
16-8
LO 1
Describe the Common Characteristics of Organizational Culture
Strong versus Weak Cultures Strong culture – core values are intensely held and widely shared. Culture versus Formalization High formalization creates predictability, orderliness, and consistency. Formalization and culture are two different roads to the same destination.
16-1
Copyright © 2015 Pearson Education, Inc.
Chapter 16: Organizational Culture
16-2
Copyright © 2015 Pearson Education, Inc.
Learning Objectives
After studying this chapter, you should be able to: Describe the common characteristics of organizational culture. Compare the functional and dysfunctional effects of organizational culture on people and the organization. Identify the factors that create and sustain an organization’s culture. Show how culture is transmitted to employees. Demonstrate how an ethical culture can be created. Describe a positive organizational culture. Identify characteristics of a spiritual culture. Show how national culture can affect the way organizational culture is transported to another country.
Copyright © 2015 Pearson Education, Inc.
16-3
LO 1
Describe the Common Characteristics of Organizational Culture
A Definition of Organizational Culture Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations.
The Functions of Culture Boundary-defining role. Conveys a sense of identity for members. Facilitates the generation of commitment. Enhances the stability of the social system. Serves as a sense-making and control mechanism. Defines the rules of the game.
16-6
Copyright © 2015 Pearson Education, Inc.
LO 1
Describe the Common Characteristics of Organizational Culture
Culture as a Descriptive Term Organizational culture is concerned with employees’ perceptions of the characteristics of the culture, not whether they like them. Does it encourage teamwork? Does it reward innovation? Does it stifle initiative? It differs from job satisfaction : Job satisfaction is evaluative. Organizational culture is descriptive.
16-4
Copyright © 2015 Pearson Education, Inc.
LO 1
源自文库
Describe the Common Characteristics of Organizational Culture
Seven primary characteristics that capture the essence of an organization’s culture: 1. Innovation and risk taking 2. Attention to detail 3. Outcome orientation 4. People orientation 5. Team orientation 6. Aggressiveness 7. Stability
Copyright © 2015 Pearson Education, Inc.
16-7
LO 1
Describe the Common Characteristics of Organizational Culture
Do Organizations Have Uniform Cultures? Most organizations have a dominant culture and numerous sets of subcultures. The dominant culture expresses the core values a majority of members share and that give the organization distinct personality. Subcultures tend to develop in large organizations to reflect common problems, situations, or experiences that members face.
16-9
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
16-12
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
The trend toward decentralized organizations makes culture more important than ever, but also makes establishing a strong culture more difficult. Individual-organization “fit”— whether the applicant’s or employee’s attitudes and behavior are compatible with the culture — strongly influences who gets a job offer, a favorable performance review, or a promotion.
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
Copyright © 2015 Pearson Education, Inc.
16-5
LO 1
Describe the Common Characteristics of Organizational Culture
Some research has conceptualized culture into four different types based on competing values: 1. The collaborative and cohesive clan. 2. The innovative and adaptable adhocracy. 3. The controlled and consistent hierarchy. 4. The competitive and customer focused market.
The Ethical Dimension of Culture Organizational cultures are not neutral in their ethical orientation, even when they are not openly pursuing ethical goals. Over time, the ethical work climate (EWC), or the shared concept of right and wrong behavior in that workplace, develops as part of the organizational climate. The ethical climate reflects the true values of the organization and shapes the ethical decision making of its members.
16-11
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
Culture Creates Climate Organizational climate is shared perceptions about the organization and work environment. Team spirit at the organizational level. Climates can interact with one another to produce behavior. Climate also influences the habits people adopt.
Copyright © 2015 Pearson Education, Inc.
16-8
LO 1
Describe the Common Characteristics of Organizational Culture
Strong versus Weak Cultures Strong culture – core values are intensely held and widely shared. Culture versus Formalization High formalization creates predictability, orderliness, and consistency. Formalization and culture are two different roads to the same destination.
16-1
Copyright © 2015 Pearson Education, Inc.
Chapter 16: Organizational Culture
16-2
Copyright © 2015 Pearson Education, Inc.
Learning Objectives
After studying this chapter, you should be able to: Describe the common characteristics of organizational culture. Compare the functional and dysfunctional effects of organizational culture on people and the organization. Identify the factors that create and sustain an organization’s culture. Show how culture is transmitted to employees. Demonstrate how an ethical culture can be created. Describe a positive organizational culture. Identify characteristics of a spiritual culture. Show how national culture can affect the way organizational culture is transported to another country.
Copyright © 2015 Pearson Education, Inc.
16-3
LO 1
Describe the Common Characteristics of Organizational Culture
A Definition of Organizational Culture Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations.
The Functions of Culture Boundary-defining role. Conveys a sense of identity for members. Facilitates the generation of commitment. Enhances the stability of the social system. Serves as a sense-making and control mechanism. Defines the rules of the game.
16-6
Copyright © 2015 Pearson Education, Inc.
LO 1
Describe the Common Characteristics of Organizational Culture
Culture as a Descriptive Term Organizational culture is concerned with employees’ perceptions of the characteristics of the culture, not whether they like them. Does it encourage teamwork? Does it reward innovation? Does it stifle initiative? It differs from job satisfaction : Job satisfaction is evaluative. Organizational culture is descriptive.
16-4
Copyright © 2015 Pearson Education, Inc.
LO 1
源自文库
Describe the Common Characteristics of Organizational Culture
Seven primary characteristics that capture the essence of an organization’s culture: 1. Innovation and risk taking 2. Attention to detail 3. Outcome orientation 4. People orientation 5. Team orientation 6. Aggressiveness 7. Stability
Copyright © 2015 Pearson Education, Inc.
16-7
LO 1
Describe the Common Characteristics of Organizational Culture
Do Organizations Have Uniform Cultures? Most organizations have a dominant culture and numerous sets of subcultures. The dominant culture expresses the core values a majority of members share and that give the organization distinct personality. Subcultures tend to develop in large organizations to reflect common problems, situations, or experiences that members face.
16-9
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
16-12
Copyright © 2015 Pearson Education, Inc.
LO 2
Compare the Functional and Dysfunctional Effects of Organizational Culture on People and the Organization
The trend toward decentralized organizations makes culture more important than ever, but also makes establishing a strong culture more difficult. Individual-organization “fit”— whether the applicant’s or employee’s attitudes and behavior are compatible with the culture — strongly influences who gets a job offer, a favorable performance review, or a promotion.