Introduction to Organizational Culture
Organizational Culture sits in the background of an organization: Collective patterns of behavior: its habits and rituals. It’s like the organization’s personality.
Watching this video is worth 2 Management Courses CPD Points*.
(See below for more details)
The Nature of Organizations
This video is part of course module number 6.1.4
Program 6: Managing within Organizations
Course 1: The Nature of Organizations
Section 4: Organizational Culture
Other videos in this section include:
🎬 Cultural Web: Johnson & Scholes on Where Culture Originates https://youtu.be/i9hVuurBvh4
🎬 Quinn and Cameron: Competing Values Model of Organizational Culture https://youtu.be/eOnCetNa7Zc
🎬 Edgar Schein’s 3 Levels of Organizational Culture https://youtu.be/N37Foo0DOgE
🎬 National Culture within an Organization: Geert Hofstede’s 6 Cultural Dimensions https://youtu.be/eygJtngcqMs
🎬 How we Work: Geert Hofstede’s 6 Cross-Organization Cultural Dimensions https://youtu.be/U8CZE1LXpv4
A formal definition of Culture from Adrian McLean and Judi Marshall, “Intervening in cultures,” University of Bath Working Paper, 1993.
“the collection of traditions, values, policies, beliefs, and attitudes that constitute a pervasive context for everything we do and think in an organization.” (Mclean, A. Marshall, J. 1993)
We describe organizational culture as strong if the shared values and routines are valued deeply and shared widely.
It has big consequences:
• Staff motivation
• And hence, productivity
• Interactions with third parties (customers, suppliers, partners, competitors, society)
• Influences choices and decision-making
• Creates modes of control, blocking or facilitating certain communication channels
• Shapes public perception of the org
Organizational culture is often a broad reflection of the wider culture within which it sits. But it will usually amplify some aspects of that wider culture – and sometimes subvert or invert them.
‘How we do things around here’ will become the culture. By shifting behaviors, you can shift the way people think and feel about your organization.
Often, there are a few, informal leaders, whose actions have a disproportionate impact on the people around them, and can cause a shift in the culture; for good or for ill.
Organizations do not always have a uniform culture. Different sub-cultures are due to differences in regions, departments, or functions. They reflect problems common to a distinctive subset of organizational members.
The saying (attributed with very little evidence to Peter Drucker) that ‘Culture eats strategy for breakfast’ suggests that a good strategy can be destroyed by a bad culture.
Think about the cultures within your organization…
1. What is the prevailing culture like within your part of the organization? (2 MC CPD Points)
2. To what extent are you aware of different organizational sub-cultures? How do they differ? (2 MC CPD Points)
3. What positive and negative impacts does your organizational culture have? (2 MC CPD Points)
– CPD Tools – https://gum.co/MC-CPD
– Management Courses Onboarding Kit – https://gum.co/MC-ObK ($3)
– Understanding Organizations https://geni.us/oB774Do
– Images of Organization https://geni.us/hrOemEs
– Inside Organizations: 21 Ideas for Managers https://geni.us/YwwL
– Gods of Management: The Four Cultures of Leadership https://geni.us/bpPeC5
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