1 / 28

Group 4: Corporate Culture

Group 4: Corporate Culture. Abstract. In this presentation, we will discuss corporate culture We focus on talking about Competing Values Framework The Competing Values Framework (CVF) is one of the most influential and extensively used models in the area of organizational culture research

angeni
Download Presentation

Group 4: Corporate Culture

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. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Group 4: Corporate Culture

  2. Abstract • In this presentation, we will discuss corporate culture • We focus on talking about Competing Values Framework • The Competing Values Framework (CVF) is one of the most influential and extensively used models in the area of organizational culture research • Briefly describe the component of CVF • Discuss the use of Organization Culture Assessment Instrument

  3. Introduction: Corporate Culture • Many different definitions of the concept • The central notion is that culture relates to core organizational values • All organizations have cultures or sets of values • Influence the way people behave • (1) the treatment of customers • (2) the treatment of the subordinate • (3) standards of organizational performance • (4) accountability.

  4. Model • Competing Value Framework (CVF) • Focus on the competing tensions and conflict occurred in the system • Two dimensions in the framework: • - Conflict between stability and change • - Conflict between internal and external environment

  5. Competing Value Framework

  6. Competing Value Framework • human relations model • open system model • rational goal model • internal process model • an effective organization may need to perform well on all four sets of criteria

  7. Four organizational culture • Group Culture • Developmental Culture (Adhocracy) • Rational Culture • Hierarchical Culture • Each represents one of the four major models organizational theory

  8. Group Culture • Concern with human relations model • Support flexibility • Maintain focus internally • Tends to be thinking in the interest of groups as a whole • Core value: Belonging, trust, participation • Motivation: membership, cohesiveness • Effectiveness criteria: member commitment, participation

  9. Developmental Culture (Adhocracy) • Concern with open system model • Support flexibility • Focus on external environment • Willing to take risk • More able to develop a vision of the organization • Core Value: company growth, size and the competitiveness outside • Motivation factor: Creativity, Variety • Effectiveness criteria: market development, resources acquisition

  10. Rational Culture • Concerned about the rational goal model • Focus on goal achievement, organization performance • Tends to be directive, functional working behavior • Core value: pursuit on a well-defined objective • Motivation factor: competition and a successful achievement • Effectiveness criteria: planning, productivity, efficiency

  11. Hierarchical Culture • Concern about internal process model • Support stability • Tends to be conservative and cautious • Core value: executions of regulations • Motivation factor: security, order, rules • Effectiveness criteria: control, stability

  12. Four organizational culture

  13. Organization Culture Assessment Instrument (OCAI) • assess six key dimensions of organizational culture • providing a picture of how your organization operates and the values that characterize it • There are no right and wrong answer, but usually different types of organization will produce similar answers

  14. OCAI method • Dominant Characteristics • Organizational Leadership • Management of Employees • Organizational Glue • Strategic Emphases • Criteria of Success

  15. OCAI method • Dominant organizational characteristics • Group Culture: Personal, like a family • Developmental Culture (Adhocracy): Entrepreneurial, risk taking • Rational Culture: Competitive, achievement oriented • Hierarchical Culture: Controlled and structured

  16. OCAI method • Leadership style • Group Culture: facilitating • Developmental Culture (Adhocracy): innovative • Rational Culture: aggressive, result-oriented • Hierarchical Culture: coordinating, efficiency oriented

  17. OCAI method • Management of employees • Group Culture: Teamwork, consensus, participation • Developmental Culture (Adhocracy): freedom, uniqueness • Rational Culture: Competitiveness and achievement • Hierarchical Culture: Security, predictability

  18. OCAI method • Organizational glue • Group Culture: Loyalty and mutual trust • Developmental Culture (Adhocracy): Commitment to innovation, development • Rational Culture: achievement and goal accomplishment • Hierarchical Culture: Formal rules and policies

  19. OCAI method • Strategic emphasis • Group Culture: Human development, openness • Developmental Culture (Adhocracy): Acquisition of resources,creating new challenges • Rational Culture: Competitive actions and winning • Hierarchical Culture: stability

  20. OCAI method • Criteria for success • Group Culture: teamwork, concern for people • Developmental Culture (Adhocracy): Unique and new products and services • Rational Culture: Winning in the marketplace • Hierarchical Culture: efficient, low cost

  21. Research • Researcher: Eric A Goodman, Raymond F Zammuto, Blair D Gifford • Year: 2001 • Named: THE COMPETING VALUES FRAMEWORK: UNDERSTANDING THE IMPACT OF ORGANIZATIONAL CULTURE ON THE QUALITY OF WORK LIFE • Source: Organization development Journal

  22. Research finding • The study uses the competing values framework as a tool to investigate the relationships between organizational culture and several important job related variables • group cultural values are positively related to organizational commitment, job involvement, empowerment and job satisfaction • negatively related to intent to turnover • hierarchical cultural values are negatively related to organizational commitment, job involvement, empowerment and job satisfaction • positively related to intent to turnover

  23. Case study • - second-hand car dealer • Peter and John, had different opinion of approaches to management. Peter emphasized on the human relations with the staff • His management philosophy was to fully delegate and support the staff • John emphasized on planning the company goals and achieving the goals through a well-organized company structure. • Employment of employees needed to meet the technical requirements such as qualification, experience, skills and historical background. They would be assigned to the most suitable post as considered by the management. • Peter kept on managing Car City while Peter set up his new car dealing company – Super Car Co., Ltd. During the financial storm. Car City had reduced its number of branches from 100 to 70 but still got a profit of $ 1,000,000. Super Car had to close 20 branched from 35 and had gained a loss of $1,000,000.

  24. From the given information, explain what organizational culture do you expect from the two companies.

  25. Creating an Ethical Culture High in risk tolerance Low to moderate aggressiveness Focus on means as well as outcomes Creating an Innovative Culture Challenge and involvement Freedom Trust and openness Idea time Playfulness/humor Conflict resolution Debates Risk-taking Organization Culture Issues

  26. Criteria of Effectiveness Groups Individuals Accuracy  Speed  Creativity  Degree of acceptance  Efficiency  Exhibit 15–6 Group versus Individual Decision Making

  27. THE END

More Related