L18-20101105

L18-20101105 - Organizational culture : why Introduction to...

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1 Organizational culture : why Introduction to leadership MGMT121 Lecture 18 5 Nov., 2010
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Last lecture: key points Organizational culture is different in cultural strengths: strong v.s weak culture . Johnson & Johnson is an example of strong culture Strong organizational cultures have drawbacks Large organizations intend to give rise to subcultures (v.s. dominant cultures) 2 How to keep a culture alive? Selection criteria: ASA Theory Socialization Realistic job interviews Orientation programs Mentoring
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Critical thinking question, p.288, #6 Suppose you are asked by senior officers of a city government to identify ways to reinforce new culture of teamwork and collaboration. The senior executive group clearly supports these values, but it wants everyone in the organization to embrace them. Identify four types of activities that would strengthen these cultural values. Refer to Exhibit 13.3 (p.282) 3
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4 How to keep a culture alive? Values of the founder Selection criteria Socialization Top Management Organizational culture (textbook pp.281-283) (Culture creation)
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Suggested approach (1) Actions of founders and leaders Leaders strengthen organizational culture by communicating and enacting their vision of the future. Role modeling - Cultural values are particularly reinforced when leaders behave in ways that are consistent with the vision. Aligning artifacts Ceremonies, language, routine behavior, stories and physical workspace not only symbolize the organization’s cultural they also reinforce and maintain that culture. To support a culture of teamwork and collaboration, e.g. the city might refer to employees as “team members”, engage in events that emphasize teamwork and cooperation, and rearrange workspace that encourages teamwork 5
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Culture creation occurs in three ways Hire and retain Founders hire and keep only employees who think and feel the same way they do Indoctrinate and socialize Founders influence these employees to their way of thinking and feeling Role modeling • Founder’s own behavior acts as a role model that encourages employees to identify with them and internalize their beliefs, values and assumptions (textbook, p, 281) 6
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Introduce culturally consistent rewards Reward systems strengthen corporate culture when they are consistent with cultural values. A team-oriented city might introduce more team-based rewards, for example. Selecting and socializing employees ASA theory The city should consider hiring people whose values are consistent with teamwork and collaboration. Then, new employees should receive a formal socialization process to reinforce these values. 7
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This note was uploaded on 01/28/2011 for the course MGMT 121 taught by Professor Karenlee during the Fall '10 term at HKUST.

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L18-20101105 - Organizational culture : why Introduction to...

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