Organizational Culture Concepts

Adriana M. Isunza Díaz, EdD.

References: Cummins, T., Worley, C. (2009). Organizational Development and Change. Ohio:
Cengage Learning.
Gallos, J. (ed.) (2006). Organization Development. San Francisco: Jossey-Bass Reader.
McLean, G. (2006). Organization Development. Principles, Processes, Performance. San
Francisco: Berret-Kohler
Robbins, S., Coulter M. (2011). Management (11th Ed). New Jersey: Prentice Hall
 Video

➢ Youtube Video: Cultura Organizacional

https://www.youtube.com/watch?v=MNe7K
rUJTC0
➢ Take notes of all the concepts and ideas

that capture your attention. Also, all your

questions and doubts

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 Culture
➢ Characteristics and knowledge of a particular group
of people, including language, religion, cuisine, social
habits, music, and arts.
➢ Religion, food, what we wear, how we wear it,
our language, marriage, music, what we believe is
right or wrong, how we sit at the table, how we
greet visitors, how we behave with loved ones and a
million other things.

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 Culture

➢ It is made of the unspoken rules that drive

behavior, particularly when no one is looking.
➢ When a group of people engage in behavior
successfully, they repeat it. That repeated
behavior is your company’s culture.

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 Subculture
➢ Subcultures might form based on properties,
legacy groups (like acquired companies),
geographic locations, or hierarchy.
➢ For example, the marketing department is a

collection of individuals who have similar

experiences, training, and values, and are
likely to develop working practices that bring
out the best in them.
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 Subculture

➢ A member of an organization can belong to many

different subcultures, which provide them with a
sense of identity and values that shape their
behavior in a way that helps them perform their
job effectively
➢ Organizational subculture forms when people of
common situations, identities, or job functions
gather around their own interpretations of the
dominant company culture.

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 Counterculture
➢ A counterculture is a culture whose values and
norms of behavior differ substantially from those
of mainstream society, sometimes diametrically
opposed to mainstream cultural mores.
➢ A countercultural movement expresses the
behavior and aspirations of a specific population
during a well-defined era.

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 Counterculture

➢ A culture with values and customs that are very

different from and usually opposed to those
accepted by most of society
➢ Anti-vaxxers, black lives matter.
➢ It reflects the culture and lifestyle of those
people, especially among the young, who reject or
oppose the dominant values and behavior of society

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 Organizational Culture
➢ Collection of values, expectations, and practices
that guide and inform the actions of all team
members.
➢ The collection of characteristics that make the
company what it is
➢ Relates the structure of an organization as a
company or non-profit, to the values, sociology, and
psychology of that organization.

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 Organizational Culture

➢ It includes philosophy, values, expectations, and

experiences.
➢ Refers to a company's mission, objectives,
expectations and values that guide its employees.
➢ Businesses with an organizational culture tend to
be more successful than less structured companies,
because they have strategies that promote
employee performance, productivity and
engagement.

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7 Key Characteristics

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Contrast

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 Organizational Climate
➢ Organizational climate present altogether of
values, norms, behavior standards, and common
expectations which control manner how individuals
or groups in one enterprise communicate between
each other and work for realizing of goals of
organization
➢ Perception of employees and the manner how this
perception creates models of trust, values and
expectations.
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 Organizational Climate

➢ The environment at the workplace established

by the interaction of employees in the
workplace.
➢ It is defined by life experiences, strengths,
weaknesses, and education and so on of the
employees.

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 Organizational Climate

➢ It shows:
✓ How the organization directs its business, treats
its employees, clients and the wide community.
✓ The freedom in decision making, developing of

new ideas and in personal expression.

✓ How the power and information flows through its

hierarchy.
✓ How are employees engaged towards collective

goals.

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Dimensions of OC

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Therefore…

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 Therefore…
➢ First, culture is a perception. Cannot be physically touched or
seen; but employees perceive it on the basis of what they
experience within the organization.
➢ Second, organizational culture is descriptive. Describes how
members perceive the culture and describe it, not with
whether they like it.
➢ Finally, disregarding backgrounds or organizational levels,
people tend to describe the organization’s culture in similar
terms. That’s the shared aspect of culture, that totally
reflects in organizational climate.

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 Homework
➢ Remember that teamwork starts with
individual analysis that produce proposals.
➢ Comportamiento organizacional
https://www.youtube.com/watch?v=fft8JmZUs
fg
➢ Get ready for your presentation next week.
➢ Start building your Word report.

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 Teamwork
➢ Read carefully the case analysis.
➢ Identify the problem to be solved and its
characteristics according to the concepts
discussed this week.
➢ Start building your Word Report.

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