ORGANIZATIONAL
CULTURE
BY :
Ankit Kumar
Ankur Verma
Anustup Sreemani
Arpit Mangal
Ashish Dogra
Ashutosh kr Dubey
INTRODUCTION
• Organizational Culture is the totality of beliefs ,
customs, traditions and values shared by the
members of the organization.
• Corporate culture can be looked at as a system.
• It is important to consider culture while managing
change in the organization.
• Culture can be both, as input and as output.
Key Characteristics of
Corporate Culture
• Innovation and Risk Taking
• Attention to Detail
• Outcome Orientation
• People Orientation
• Team Orientation
• Aggressiveness
• Stability
Types of Culture
• Authoritarian culture
• Participative culture
• Mechanistic culture
• Organic culture
• Sub-cultures and Dominant culture
Importance of Organizational culture
• Talent-attractor
• Talent-retainer
• Engages people
• Creates energy and momentum
• Changes the view of “work”
• Creates greater synergy
• Makes everyone more successful
Culture – Input and Output
• Product of action, i.e., input.
• Element of future action, i.e., output.
• Culture is the product of socio-technical
systems.
• Management strategies, structures, procedures,
etc. influence culture.
• Culture can be self-perpetuating and highly
• Resistant to change.
Organizational Culture v/s
National Culture
•National cultural values are learned early, held deeply and change
slowly over the course of generations.
•Organizational culture, on the other hand, is comprised of broad
guidelines which are rooted in organizational practices.
•A nation’s culture is similar to that of an organization as it is
comprised of the symbols, values, rituals, and traditions of the
people living in a particular region.
•Cultures usually differ in relationships between the individual and
society, ways of dealing with conflict, relationships to authority,
and conceptions of class and gender. All of these things are
comparable to organizational culture, just on a grander scale.
Creating Corporate Culture
• The ultimate source of an organization’s culture is its founders.
• Culture creation occurs in three ways:
◦Employees hire and keep employees with
same thinking
◦They indoctrinate and socialize the employees
with the organization’s thinking
◦The founder’s behavior acts as a role model
for the employees
• With the organizational success, the founder’s
personality is embedded in the organizational
culture.
HOW ORGANIZATION
CULTURES FORMS??
Sustaining Organization
• Three forces play a particularly important part
in sustaining a culture:
o Selection practices
o Actions of top management
o Socialization methods
Selection
• Explicit goal – identifying and hiring individuals having
knowledge, skills and abilities to perform the jobs successfully.
• Individuals having values consistent with those of the
organization are selected as per the decision maker’s
judgements.
• Selection becomes a ‘two-way street’ as it provides information
about the organization to the applicants.
Top Management
• The actions of top management establishes the norms
for the organization as to:
o Whether risk taking is desirable
o How much freedom managers should give to
their subordinates
o What actions will pay off in terms of pay rises,
promotions and other rewards, etc.
Socialization
• New employees are not familiar with the organizational
culture and are potentially likely to disturb the existing
culture.
• The process through which the employees are proselytized
about the customs and traditions of
the organization is known as socialization.
• It is the process of adaptation by which new employees are
to understand the basic values
and norms for becoming ‘accepted’ members of
the organization.
Socialization Process
• Socialization is a process made up of three stages:
• Pre-arrival - All the learning occurring before a new member joins.
• Encounter - The new employee sees what the organization is really
like and confronts the possibility that expectations and reality may
diverge.
• Metamorphosis - The relatively long-lasting changes take place.
The new employee masters the skills required for the job,
successfully
performs the new roles, and makes the
adjustments to the work group’s values and
norms.
How Employees Learn Culture
• Stories – Depicting the past events of the organization. Some
organizations actually try to manage this element of culture
learning.
• Rituals – Repetitive sequential activities reinforcing the values of the
organization.
• Material Symbols – Conveying social equality, desired organizational
behavior, etc. by the top management.
• Language – Acceptance and preservation of culture.
THANK
YOU
