Organisational culture
Download
1 / 17

Organisational Culture - PowerPoint PPT Presentation


  • 133 Views
  • Updated On :

Organisational Culture. Refers to the “context” – the organisational environment Determines the the type of communication that will take place. Organisational Culture. “How things are done around here” Reflects underlying assumptions about the way work is performed

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Organisational Culture' - metta


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Organisational culture
Organisational Culture

  • Refers to the “context” – the organisational environment

  • Determines the the type of communication that will take place


Organisational culture1
Organisational Culture

  • “How things are done around here”

  • Reflects underlying assumptions about the way work is performed

  • What is acceptable and not acceptable

  • What behaviour and actions are encouraged or discouraged


Strong culture
“Strong culture”

  • Core values are intensely held

  • High agreement

  • Shared purpose

  • Builds cohesiveness

  • Loyalty


National culture
National Culture

  • Usually takes precedence over organsiational culture

  • Mercedes Benz in Alabama

    • Abandoned strict heirarchy of German plant

    • Employee teams

    • Employee intervention

    • Sense of ownership


Culture s functions
Culture’s Functions

  • identity for organisation

  • sense of identity for members

  • social system stability

    • provides “social glue”

    • provides appropriate standards

  • guides and shapes attitudes and behaviours


What are the characteristics of organsiational cultures
What are the characteristics of organsiational cultures?

  • innovation & risk taking

  • interest in having employees generate new ideas

  • openness of communication

  • Sensitivity to the needs of customers and employees


How does a culture begin
How does a culture begin?

1. The founders

  • Philosophy/vision of the founders influences

  • Indoctrinate and socialize employees

  • Founder’s behaviour acts as model

    2. Selection of candidates

    3. Socialization methods

    - A process that adapts employees to the culture


Organisational values
Organisational Values

  • Formal Statement of Values

    • Found in mission statements, value statements or coporate credos


  • What we believe in The Body Shop is a stake-holder led company. It believes its success is dependent upon its relationships with all its stakeholders, including its employees, franchisees, customers, communities, suppliers, shareholders and NGOs.

  • The Body Shop approach to ethical business operates on three levels:

    1) compliance: opening up to defined standards of human rights, social welfare and worker safety, environmental protection and, where relevant, wider ethical issues like animal protection 2) disclosure: only through public disclosure can a real process of dialogue and discussion with stakeholders be achieved and the right direction charted for the future 3) campaigning: to play an active part in campaigning for positive change in the way the business world works, with the ultimate aim of making a positiveimpact on the world at large.


  • We believe in making a difference. In our customer’s eyes, Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation


Values in use
Values – in - Use Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation

The way people in the company actually behave

  •       May differ from the “espoused values”


Ford pinto case study
Ford Pinto Case Study Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation


Pinto crash tests
Pinto Crash Tests Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation


Cost benefit analysis
Cost Benefit Analysis Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation

  • if the cost is greater than the benefit, the project is not worth it—no matter what the benefit.

  • Examine the cost of every action, decision, contract part or change, then carefully evaluate the benefits to be certain that they exceed the cost before you begin a program


BENEFITS  Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation

Savings: 180 burn deaths, 180 serious burn injuries, 2,100 burned vehicles. 

Unit Cost: $200,000 per death, $67,000 per injury, $700 per vehicle. 

Total Benefit: 180 X ($200,000) + 180 X ($67,000) + $2,100 X ($700)  = $49.5 million.

COSTS 

Sales: 11 million cars, 1.5 million light trucks. 

Unit Cost: $11 per car, $11 per truck. 

Total Cost: 11,000,000 X ($11) + 1,500,000 X ($11) = $137 million. 


Stakeholder vs stockholder approach
Stakeholder vs Stockholder Approach Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation

  • Stakeholder Approach

  • Stockholder Approach


Homework
Homework Virgin stands for value for money, quality, innovation, fun and a sense of competitive challenge. We deliver a quality service by empowering our employees and we facilitate and monitor customer feedback to continually improve the customer’s experience through innovation

  • Read the Ford Pinto case study enclosed in the course packet

  • Answer the following questions in your communciations notebook:

    • How would you describe the culture that existed at Ford Motor Company in the 1970s?

    • How did that culture affect internal and external communciation?


ad