5: Organizational Culture
- Page ID
- 48555
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)Discuss the impact organizational culture has on individuals and the workplace
- Discuss the definition and levels of organizational culture
- Describe the external factors associated with organizational culture
- Describe the internal factors associated with organizational culture
- 5.1: Workplace Design
- This page outlines the evolution of workplace design over the last century, noting the impact of productivity needs and workforce dynamics on office spaces. It traces the journey from Roman-defined offices through various styles like Taylorism and cubicles to modern flexible open workspaces. Technological advancements have fostered diverse designs that enhance employee well-being.
- 5.2: Organizational Culture
- This page details learning objectives on organizational culture, covering its definition, levels, and influencing factors. It invites exploration of a company's cultural change efforts through interactive elements, prompting reader engagement and self-assessment of understanding. The content is credited to Barbara Egel and is provided by Lumen Learning under a Creative Commons license.
- 5.3: Putting It Together- Organizational Culture
- This page discusses the complexity of organizational culture and its influence on success within organizations. It emphasizes the importance of understanding culture's levels and impacts, highlighting how every aspect of the work environment contributes to it. Leaders play a crucial role in identifying and improving poor cultures, ultimately benefiting both employees and the organization as a whole, leading to a more effective workplace.
- 5.4: Discussion- Organizational Culture
- This page discusses a meeting on an Informational Systems project where leaders provided progress updates and debated organizational culture. While opinions were mixed about its adequacy, there was consensus on the need for improvement. The presenter, still collecting insights, noted potential for cultural enhancement based on employee feedback. The discussion also invites thoughts on how changes in code of conduct, hiring practices, or leadership could influence corporate culture.
- 5.5: Assignment- Managing External Factors
- This page discusses Open Pedagogy Assignments that promote student creativity and agency in creating knowledge artifacts. Linked to Organizational Behavior learning outcomes, these assignments involve researching external factors affecting local and regional businesses. Students will compile resources, summarize findings on collaborative platforms, and analyze business responses. The project aims to facilitate future students' understanding of their community's industry dynamics.
- 5.6: Why It Matters- Organizational Culture
- This page emphasizes the importance of understanding organizational culture, which affects personal and professional relationships. It influences group dynamics and interactions within organizations. Recognizing cultural factors can aid in career selection and job applications. While culture can change, it remains a critical part of daily life, making awareness of its impacts essential.
- 5.7: Introduction to Defining Organizational Culture
- This page explores organizational culture, defining it as the beliefs, values, and priorities that shape an organization's environment. It emphasizes the variability of culture across organizations and discusses the complexity of how individuals and their environments influence the overall culture of a group.
- 5.8: What is Organizational Culture?
- This page emphasizes the significance of organizational culture, defined as the values and beliefs shaping behavior within organizations. It contrasts organizational culture with organizational behavior, noting that strong cultures can bolster success if aligned with the mission, while weak cultures may hinder it. The text warns that unethical strong cultures can be harmful and stresses the importance of continually nurturing culture.
- 5.9: Levels of Organizational Culture
- This page discusses Edgar Schein's three levels of organizational culture: artifacts, values, and underlying assumptions. Granter expanded this model by including a superstructural level that considers societal and economic influences. Together, these frameworks provide insights into the complexities of organizational culture, illustrating how visible elements interact with deeper values and beliefs that shape a company's environment.
- 5.10: Introduction to External Factors of Organizational Culture
- This page explores the impact of external factors on organizational culture, emphasizing their role in shaping organizational operations. It contrasts internal and external influences and highlights the importance of understanding these external elements to grasp an organization's dynamics, laying the groundwork for a deeper examination of organizational culture and its influencing factors.
- 5.11: External Factors
- This page examines how external factors such as political, economic, industry, social, and technological influences shape organizational culture and strategies. It highlights the pressures organizations encounter from various external sources and recommends that companies remain informed, educate employees, and build strong stakeholder relationships to effectively adapt to these changes.
- 5.12: Introduction to Internal Factors of Organizational Culture
- This page discusses the internal factors influencing organizational culture and the challenges organizations encounter in this context. Recognizing these factors is vital for affecting cultural change, which aids in managing relationships both personally and professionally. The relevance of organizational culture extends to various group dynamics, including families, friendships, and corporations, highlighting its importance in everyday life.
- 5.13: Internal Factors
- This page examines internal factors shaping organizational culture, asserting that organizations can control these elements. Key aspects include employees, leadership, capabilities, business nature, and resources. Unique individual traits and strategic hiring affect culture, while effective leadership establishes behavioral standards. Training and resources enhance employee satisfaction, with the business's nature and access to technology significantly influencing culture.
- 5.14: Developing and Maintaining Culture
- This page discusses how organizations cultivate culture through vision and mission statements, codes of ethics, and policies and procedures. A vision statement expresses aspirations, while a mission statement clarifies purpose, guiding employees towards common goals. A strong code of ethics enforces behavioral standards for ethical conduct, and policies establish processes and expectations, promoting consistency.