LECTURE THREE (PR2)

WHAT IS ORGANISATIONAL CULTURE?

organizational culture is the personality of the organization.

Culture is :
assumptions,
values,
norms and tangible signs (artifacts) of organization members
behaviors.

Corporate culture can be looked at as a system.
How to identify the culture of an organisation?
feedback from, e.g., society, professions, laws, stories, heroes, values on competition or service, etc .

The process of identifying is based on our assumptions, values and norms, e.g., our values on money, time, facilities, space and people.
Types of Culture…
Academy Culture
Employees are highly skilled and tend to stay in the organization, while working their way up the ranks. The organization provides a stable environment in which employees can development and exercise their skills. Examples are universities, hospitals, large corporations, etc.

Baseball Team Culture
Employees are "free agents" who have highly prized skills. They are in high demand and can rather easily get jobs elsewhere. This type of culture exists in fast-paced, high-risk organizations, such as investment banking, advertising, etc.

Club Culture
The most important requirement for employees in this culture is to fit into the group. Usually employees start at the bottom and stay with the organization. The organization promotes from within and highly values seniority. Examples are the military, some law firms, etc.

Fortress Culture
Employees don't know if they'll be laid off or not. These organizations often undergo massive reorganization. There are many opportunities for those with timely, specialized skills. Examples are savings and loans, large car companies, etc.
Tips for creating a strong organizational culture:
1. Define your goals. What changes are you looking to make to your organizational culture?

2. Identify the gaps. Are there any specific issues that you want to target and solve?

3. Identify strong performers; select, develop, and retain them.

4. Modify day-to-day work procedures. Change meeting locations, go out to lunch, or implement casual and/or spirit days.

5. Communicate effectively on ALL levels. Make sure that communications lines are open and comments and questions can always be heard.

6. Rewards and real-time feedback. Positively reinforce the work that employees do and discuss any issues as soon as they arise.

7. Assess progress of defined goals.