Organizational culture vs climate
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This document discusses organizational culture and climate. It defines organizational culture as a system of shared meanings and defines elements of culture as visible and invisible. Popular companies like Google, Netflix and Zappos are provided as examples of inspiring cultures. Organizational climate is defined as the perceptions of the work environment that influence employee behavior and motivation. The differences between culture and climate are outlined, with culture focusing on long-term values and norms, and climate focusing on short-term attitudes and practices.
Organizational culture vs climate
- 1. Unit-IV: Organizational Culture and Climate By Dr. H.S. ABZAL BASHA, M.B.A., Ph.D. Assistant Professor, Department of Management Studies, G. Pullaiah College of Engineering & Technology, Kurnool.
- 2. Introduction Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book The Changing Culture of a Factory. The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share knowledge.
- 3. What is Organizational Culture? • A system of meaning shared by the organization’s members • Cultural values are collective beliefs, assumptions, and feelings about what things are good, normal, rational, valuable, etc.
- 4. 7 Popular Companies setting Inspiring Organizational Culture Examples 1. Zappos – Complementing the Right People with the Right Culture (four-week call center training for all) 2. Walt Disney – The Happiest Place on Earth being the Happiest Place to Work 3. Twitter – Where Fun meets Inspiration to bring out the Best 4. Nike – The Work Culture that ‘Just did it’ 5. Google – A Corporate Culture that Employees Stand by (Google offers free food, employee trips and parties, financial bonuses, open presentations by high-level executives, employee recognition, gyms, and has a pet-friendly environment) 6. Netflix – Where Trust is the Keyword of Culture (Did you know that Netflix has no set schedule, but offers unlimited vacation days to its employees) 7. Medium – ‘No people managers. Maximum autonomy’(“Teach me something.” Routinely asked on Medium hiring interviews)
- 5. Organisational culture examples in India 1. Amazon India. (Amit Agarwal, instructed his employees to refrain from responding to any emails or phone calls between 6 p.m. and 8 a.m.) 2. Tata Consultancy Services. (Maitree, aims to reach out to employees’ families and bring them together for various cultural events.) 3. Godrej Consumer Products. (The company’s LOUD (Live Out Ur Dream) is a talent search initiative used on the Godrej Campus. This program is for recognizing some creative and passionate individuals with huge potential.) 4. Bharti Airtel. (Bharti Airtel’s office in Gurgaon provides day-care facilities for working mothers’ children to balance their role as parent and manage their professional commitments as well.) 5. Flipkart. (The company has implemented an attractive childcare policy with a day-care support programme. Expectant mothers can receive a stipend as a transport allowance for 2 months, before opting for maternity leave.) 6. Hindustan Unilever. (Managers at Hindustan Unilever can take advantage of the company’s career break policy for up to 5 years so they can pursue higher education, maternity or paternity leave, or take on other personal goals.)
- 6. Culture’s Overall Function • Culture is the social glue that helps hold an organization by providing together appropriate standards for what employees should say or do.
- 8. Elements of Organizational Culture Visible • Unconscious, taken-for-granted perceptions or beliefs • Mental models of ideals Shared assumptions • Conscious beliefs • Evaluate what is good or bad, right or wrong Shared values Artifacts • Stories/legends • Rituals/ceremonies • Organizational language • Physical structures/décor Invisible (below the surface)
- 9. How Employees Learn Culture/ How it is “reinforced” Material Symbols Language Stories Rituals
- 10. How Organizational Cultures Form Philosophy of the Organization’s Founders Organizational Culture Selection T op Management Socialization
- 12. The Culture Iceberg: 90% hidden Values, beliefs, norms, customs, nonverbal behavior, etc. Level of conscious awareness Observable symbols, ceremonies, slogans, stories, dress, physical settings, decoration, etc. Shorter, easier to change Long term, difficult to change
- 16. Do Organizations Have Uniform Cultures Core Values Subcultures Dominant Culture
- 17. Benefits of Strong Corporate Cultures Strong Organizational Culture Social Control Social Glue Improves Sense-Making
- 19. Merging Organizational Cultures Assimilation Deculturation Acquired company embraces acquiring firm’s cultural values Acquiring firm imposes its culture on unwilling acquired firm Integration Cultures combined into a new composite culture Separation Merging companies remain separate with their own culture
- 20. Organizational Climate The term “organizational climate” (sometimes known as Corporate Climate) was coined in 1939 following a study of children's school clubs by Kurt Lewin and his colleagues. Organisational climate is a multi- dimensional concept. The various dimensions of the organisational climate are individual autonomy, authority structure, leadership style, pattern of communication, degree of conflicts and cooperation etc.
- 21. “A set of measurable properties of the perceived work environment, directly or indirectly, created by individuals who live and work in this environment and that influences the motivation and behavior of these people.” Organizational Climate is a relatively enduring quality of the internal environment of an organization that a. is experienced by its members b. influences their behavior c. can be described in terms of the values of a particular set of characteristics of the organization
- 22. Elements of Climate • Quality of Leadership • Amount of Trust • Communication, upward and downward • Feeling of useful work • Responsibility • Fair rewards • Reasonable job pressure • Opportunity • Reasonable controls, structure, and bureaucracy • Employee involvement, participation.
- 23. Climate Influences Motivation Performance Satisfaction
- 24. Org. Culture Vs Org. Climate • Culture refers to ideologies, values and norms as reflected in stories and symbols. • It evolves over a number of years by good will and reputation. • It is a broader framework that determines organisational climate. • It cannot easily changed and manipulated. Changes are absolutely introduced if necessary. • It focus on values and norms of the organization. • Climate, on the other hand, refers to the psychological environment as reflected in attitudes and perceptions. • It evolves according to the needs of the organisations by current environmental forces. • It is short term that defines its day to day functioning. • It can be manipulate & changed according to needs of the environment. • It focus on the current work practices of the organization.
- 25. Thank You