Organizational Culture. Nattakan Saiyoot. Educational Management, Mahidol University. Professor: Dr. Arisara Leksansern

Transcription

1 1 Organizational Culture Nattakan Saiyoot Educational Management, Mahidol University Professor: Dr. Arisara Leksansern

2 2 Author Note Nattakan Saiyoot, Department of Educational Management, Mahidol University. Correspondence concerning this sample paper should be addressed to Nattakan Saiyoot, Department of Educational Management, Mahidol University. 25/25 4Rd, Salaya, Phuttamonthon, Nakhonphathom

3 3 Definition 1. What is Organizational? An Organization is a social group with distributes task for a collective goal. The word itself is derived from the Greek word organon, itself derived from the better-known word ergon - as we know organ - and it means a compartment for a particular job. There are a variety of legal types of organizations, including: corporations, governments, non-governmental organizations, international organizations, armed forces, charities, not-for-profit corporations, partnerships, cooperatives, and universities. A hybrid organization is a body that operates in both the public sector and the private sector, simultaneously fulfilling public duties and developing commercial market activities. As a result the hybrid organization becomes a mixture of a government and a corporate organization. If we find this word (Organizational) in dictionary, it will give us these meaning: (1) The state of being organized; also, the relations included in such a state or condition. (2) That which is organized; an organized existence; an organism (3) The act of organizing; the act of arranging in a systematic way for use or action; as, the organization of an army, or of a deliberative body. (4) An arrangement of parts for the performance of the functions necessary to life.

4 4 2. What is Culture? Culture is from the Latin cultura stemming from colere, meaning "to cultivate". The word culture is a term that has many different meanings. For example Excellence of taste in the fine arts and humanities, also known as high culture An integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for symbolic thought and social learning The set of shared attitudes, values, goals, and practices that characterizes an institution, organization or group When the concept first emerged in eighteenth- and nineteenth-century Europe, it connoted a process of cultivation or improvement, as in agriculture or horticulture. In the nineteenth century, it came to refer first to the betterment or refinement of the individual, especially through education, and then to the fulfillment of national aspirations or ideals. In the mid-nineteenth century, some scientists used the term "culture" to refer to a universal human capacity. For the German no positivist sociologist Georg Simmel, culture referred to "the cultivation of individuals through the agency of external forms which have been objectified in the course of history". In the twentieth century, "culture" emerged as a concept central to anthropology, encompassing all human phenomena that are not purely results of human genetics. Specifically, the term "culture" in American anthropology had two meanings: (1) The evolved human capacity to classify and represent experiences with symbols, and to act imaginatively and creatively; and (2) The distinct ways that people living in different parts of the world classified and represented their experiences, and acted creatively. Following World War II, the term became important, albeit with different meanings, in other disciplines such as cultural studies, organizational psychology and management studies.

5 5 We also could fine the meaning of the word culture in Dictionary it was explaining like this: (1) the quality in a person or society that arises from a concern for what is regarded as excellent in arts, letters, manners, scholarly pursuits, etc. (2) That which is excellent in the arts, manners, etc. (3) A particular form or stage of civilization, as that of a certain nation or period: Greek culture. Culture is also means a definition highly misunderstood and misused, thus the need for an explanation Culture refers to the following Ways of Life, including but not limited to: - Language: the oldest human institution and the most sophisticated medium of expression. - Arts & Sciences: the most advanced and refined forms of human expression. - Thought: the ways in which people perceive, interpret, and understand the world around them. - Spirituality: the value system transmitted through generations for the inner well-being of human beings, expressed through language and actions. - Social activity: the shared pursuits within a cultural community, demonstrated in a variety of festivities and life-celebrating events. - Interaction: the social aspects of human contact, including the give-and-take of socialization, negotiation, protocol, and conventions.

6 6 3. What is Organizational Culture? Organizational Culture is an idea in the field of organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms, and tangible sign (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it.

7 7 4. Four organizational culture types There is more than one type of organizational culture in the corporate world. This doesn't mean strong versus weak, although those are certainly two general categories for organizational culture. Organizational culture is the "tough-guy culture" or "macho culture." One of the most common aspects of the tough-guy or macho culture is the quick feedback and high rewards. The pace can be break neck at times, but the obvious reward of the action is seen very quickly. From a corporate stand point, this type of organizational culture will be most often associated with really fast financial activities, such as currency trading, and brokerage. This can also apply to organizations such as a police force, or an individual athlete on a sports team. If a receiver catches a touchdown pass, you see the impact right away. This tends to be a stressful type of organizational culture that requires a certain mentality to thrive and succeed. Organizational culture is the "work hard/play hard" organizational culture. This type of an organizational culture that doesn't take a lot of risks, but it does take a few, and all receive fast feedback. This is something most likely to be seen in a very large company which is dependent on strong customer service. This type of organizational culture is often characterized by multiple team meetings, specialized jargon, and buzzwords. Organizational culture is the "bet your company culture" This is a type of company where huge decisions are made over high stakes endeavors. In this type of culture, the end results of these decisions may not be seen for months or even years. The most common type of company that would have this type of a culture is one that is involved in experimental projects or searches. Two great examples would be like prospecting for new oil fields and designing experimental military weapons. Organizational culture is the "process culture" A process culture is most often folded in organizations where there is actually no feedback. This is rarely a good culture. In this type of an organizational culture people are so obsessed with the process of how things are done that the focus is lost on what the goal is. Process organizational culture is a synonym for bureaucracy. These cultures are overly cautious, obsessed with the letter of the law as opposed to the idea of the law. The only positive argument for this culture is that the consistency of results makes it good for public services.

8 8 These are the four types of organizational culture. Most companies will fall into one of these categories. Knowing these organizational types will help in analyzing each company and the organizational culture appropriate for each one. 5. Characteristics of Healthy Organizational cultures Organizations should strive for what is considered a healthy organization culture in order to increase productivity, growth, efficiency and reduce employee turnover and other counterproductive behavior. A variety of characteristic describe a healthy culture, including: (1) Acceptance and appreciation for diversity (2) Regard for and fair treatment of each employee as well as respect for each employee s contribution to the company (3) Employee pride and enthusiasm for the organization and the work performed (4) Equal opportunity for each employee to realize their full potential within the company (5) Strong communication with all the employee regarding policies and company issues (6) Strong company leader with a strong sense of direction and purpose (7) Ability to complete in industry innovation and customer service, as well as price (8) Lower than average turnover rates (perpetuated by a healthy culture) (9) Investment in learning, training, and employee knowledge

9 9 6. Organizational Subculture Subculture is a group of people with a culture (whether distinct or hidden) which differentiates them from the larger culture to which they belong. 7. How subculture does in Organizational cultures? Organizations consist of subgroups that have specific characteristics and a sense of identification. Within organization, people can easily classify themselves and others into various social categories or groups based on identification with their primary work group, occupational or professional skills, union membership, or age cohort. Subgroups in organizations can and do create subcultures that comprise specific networks of meaning; yet at the same time, they remain associated with the ideologies and values of the organization s leadership. 8. Building organizational culture Here are some basic guidelines to help a leader assess the culture of their organization. Understand some of the major types of cultures. There are a number of research efforts that have produced lists of different type of culture. You can start by reviewing the very short list in the previous subsection, major types of cultures. Describe the culture of your organization. Consider what you see and hear not what you feel and think. Answer the following questions. - Who seems to be accepted and who doesn t? (What s about those who are accepted as compared to those who aren t?)

10 10 - What kinds of behaviors get rewarded? (For example, getting along? Getting things done? Other behaviors?) - What does management pay the most attention to? (For example, problems? Successes? Crises? Other behaviors) - How are decision made? (For example, by one person? Discussion and consensus? Are decisions made at all?) References - Organizational culture (Wikipedia), the free encyclopedia, National Defense University : Strategic Leadership and Decision Making - Organizational Culture www. Referenceforbusiness.com/management/Ob-Or/Organizational Culture.html - Edgar H. Organizational Culture and Leadership: A Dynamic View. San Francisco, Jossey Bass, Organizational Culture : Roshan Cultural Heritage Institute : - Theories of Organizational Culture : Allaire and Firsirotu 1984