CHAPTER 9

It talks about the Organizational matters

G. Elesio L. Espino III

Organizational culture is generally understood as all of a company's beliefs, values, and attitudes, and how these
influence the behavior of its employees. Culture affects how people experience an organization that is, what it's like for
a customer to buy from a company or a supplier to work with it.

What are the 4 types of organizational culture?

They identified 4 types of culture clan culture, adhocracy culture, market culture, and hierarchy culture. You can take
the Organizational Culture Assessment Instrument (OCAI) to assess your organization's culture in just 15 minutes and
make strategic changes to foster an environment that helps your team flourish

What is organizational culture and why is it important?

An organization's culture defines the proper way to behave within the organization. This culture consists of shared
beliefs and values established by leaders and then communicated and reinforced through various methods, ultimately
shaping employee perceptions, behaviors, and understanding.

What is a good organizational culture?

Image result for organizational culture

A great organizational culture is what the organization believes in and stands for. Organizations must have strong
recognition for their employees' efforts and make them feel part of something bigger and better. A healthy working
environment can transform an employee into an advocate.

What is a good organizational culture?

A great organizational culture is what the organization believes in and stands for. Organizations must have strong
recognition for their employees' efforts and make them feel part of something bigger and better. A healthy working
environment can transform an employee into an advocate.

What are the 5 factors of organizational culture?

5 elements of a great organizational culture

Recognition. Recognition is the single largest contributor to winning company culture — and the biggest driver of
employee engagement to boot. ...

Values. ...

Employee voice. ...

Leadership. ...

Belonging. ...

Make culture a priority at your company.

What are the 7 primary characteristics of organizational culture?

 Top 7 elements of great organizational culture.

 Core values.

 Leadership.

 Unified sense of purpose.

 Accountability and autonomy.

 Recognition and appreciation.

 Communication.

 Healthy environment.

What are the 5 most important elements in managing organizational culture?

Companies need to build and sustain great organizational cultures to keep and attract high-caliber talent. To do this,
there are five essential elements organizations should address, purpose, ownership, community, effective
communication, and good leadership.

An organization's culture defines the proper way to behave within the organization. This culture consists of shared
beliefs and values established by leaders and then communicated and reinforced through various methods, ultimately
shaping employee perceptions, behaviors and understanding.

A strong culture is a common denominator among the most successful companies. All have consensus at the top
regarding cultural priorities, and those values focus not on individuals but on the organization and its goals. Leaders in
successful companies live their cultures every day and go out of their way to communicate their cultural identities to
employees as well as prospective new hires. They are clear about their values and how those values define their
organizations and determine how the organizations run. See What does it mean to be a values-based organization?
Culture and socialization

Socialization is the process of knowing another person`s culture and learning how to live within it. When we talk about
culture, we are referring to the totality of moral norms, values, language, attitudes and other aspects comprising a
society. All of us have roles to accomplish within our society, and socialization helps us to harbor knowledge and skills to
satisfy these societal roles.

A Importance of Socialization

Socialization is an important part of the process of personality formation in every individual. It is true that genetics is the
reason behind the structure of human personality, but socialization is the one that causes this personality to be molded
to specific directions through the process of accepting or rejecting beliefs, attitudes and societal norms. Because of the
dynamics in socialization, we tend to have different personalities although we are living in the same society.

B Types of Socialization

Generally, there are five types of socialization: primary, secondary, developmental, anticipatory, and resocialization.

Primary socialization

This type of socialization happens when a child learns the values, norms, and behaviors that should be displayed in order
to live accordingly to a specific culture.

Example: A child hears his father talk bad words to against an old lady. The child would think that this behavior is socially
acceptable, so he would start talking bad words against older people.

Secondary socialization

This type of socialization occurs when a person learns an appropriate behavior to be displayed within a smaller group
that is still part of a larger society. The changes within the values, attitudes, and beliefs of an individual are seen to be
less important than the changes made in him as he participates in the larger society.

Example: A high school graduate chooses a career in Business Management after participating in a small group career
seminar led by college business majors.

Developmental socialization

This type of socialization involves a learning process wherein the focus is on developing our social skills.

Example: A shy senior high school student starts to teach English to new freshmen students in order to develop verbal
communication.
Anticipatory socialization

This type of socialization refers to the process wherein a person practices or rehearses for future social relationships.

Example: A child anticipates parenthood as he observes his parents perform their daily roles.

Resocialization

This type of socialization involves rejecting previous behavior patterns and accepting new ones so the individual can shift
from one part of his life to another. Resocialization is said to be happening throughout the human life cycle.

Changing Organizational Culture? — It's Possible With the Right Focus. But it's not all doom and gloom! Changing the
organizational culture in such a way as to create long-lasting improvements does happen, and happens regularly, in
organizations of all shapes and sizes.

Changing Organizational Culture by Building Trust

Trust is one of the most foundational aspects of human relationships. Culture change in the workplace just isn’t going to
happen without it

Changing Organizational Culture by Mastering Conflict

Conflict is a part of all relationships — when conflict is healthy, respectful, and productive, it leads to positive change.
When conflict is unhealthy, disrespectful, and mean, it ruins relationships.

What’s often worse is when conflict is suppressed, when parties have grievances and differences of opinion that are not
being addressed or shared.

Changing Organizational Culture by Achieving Commitment

Achieving commitment doesn’t mean getting everyone to agree — it means getting everyone to understand what’s
happening, and why it’s happening (even if they’re against it), and support the direction of the organization and the
choices that are made whether they agree or not.

It’s a commitment to the organization itself, a commitment rooted in trust, a commitment that says “even if I think
you’re wrong, I will work toward this goal because I trust my colleagues and the organization as a whole.”

Changing Organizational Culture by Embracing Accountability

True accountability isn’t possible if your team members don’t trust each other. No one is going to feel the need to be
accountable if they don’t believe they’ll be given a fair hearing, and they will actively hide shortcomings and issues to
protect themselves and their paycheck.

Changing Organizational Culture by Focusing on Results

Ultimately, an organization changes,- grows,- and thrives by achieving real results.

Unfortunately, we’re all familiar with what happens when the vision becomes blurred and coworkers, teams, or even
entire departments, lose that focus and stop worrying about the results the organization aims to achieve.

Change Is Painful — and Rewarding

Remember, changing the organizational culture at any level is difficult, but the results are rewarding. There’s nothing
quite like taking a toxic culture that’s damaging results and helping it heal.

In the coming weeks, we’ll talk about each of these principles individually and discuss examples of implementation. For
now, consider that first principle — trust.

Credo and Corporate Social Responsibility

What is Credo?

Credo is a Latin word, that the Oxford English Dictionary defines as "a statement of the beliefs or aims which guide
someone's actions" that is similar to a company's mission statement, its beliefs, principles, or purpose. It is often
intended to define a corporate culture, and its commitment to achieving a particular goal, behaving in a certain way, or
abiding by a fundamental principle.

Why do Credos Matter?

Credos are significant in the way that it helps companies to define their corporate cultures, articulate their values, and
market their brands. It also guides employee behavior and influences collective actions across the firm by sending
workers a concrete statement of the company's values.

Credo is also considered the indispensable groundwork for any marketing campaign that lets consumers know that
they are important to the company ahead of revenue and profits

What is CSR?

Corporate Social Responsibility is a self-regulating business model that enables a company to be socially accountable to
itself, its stakeholders, and the public. It is a great way to increase morale in the workplace and help employees and
employers feel more connected with the world around them.

Workplace spirituality involves the effort to find one's ultimate purpose in life, to develop a strong connection to co-
workers and other people associated with work, and to have consistency (or alignment) between one's core beliefs and
the values of their organization.
7 Key Characteristics of Organizational Culture

As you look through this list of organizational levels, consider what you believe your organization does best—and where
you may lack focus.

Financial Stability (Level 1)

Healthy organizations have a focus on financial stability; organizational growth, revenues, a growing client base, and
profit margins are important ingredients for success.

Harmonious Relationships (Level 2)

Most of us can sense when there’s tension between people or within a culture. (I know it within minutes of arriving at a
restaurant from observing the wait staff.) We all have a sixth sense for this kind of discord between individuals or
within organizational cultures. Likewise, you can also tell when things are going well because there is open
communication, employee and customer satisfaction, and a sense of loyalty and friendship among team members.

High Performance (Level 3)

This developmental level is all about achievement and having the right systems, quality, best practices, and pride in
performance. It’s about knowing what you do well, and what is not in your wheelhouse. It’s about traction and making
your mark.

Continuous Renewal and Learning (Level 4)

Everyone is abuzz talking about the pace of change and innovation—and keeping up with them. We, as organizations,
must continuously adapt, learn, grow, set goals, and empower one another in the quest forward.

Building Internal Community (Level 5)

This goes beyond having harmonious relationships. It’s about a shared sense of purpose and values. It’s about having
integrity in how we individually and collectively act. And, it’s about building trust, passion, creativity, and openness
among us.

Making a Difference: Strategic Partnerships and Alliances (Level 6)

Once you have a clear sense of purpose and values, you can align with other teams and organizations to make a larger
difference. If we attempt to partner with other organizations before we truly know our own value, the alliance erodes.
Partnerships require that both parties have skin in the game, have something at stake, and are working together for a
larger cause or missions

Service to Humanity and the Planet (Level 7)

Service includes social responsibility, future generations, long-term perspective, ethics, compassion, and wisdom. We
sometimes jokingly call this the “Mother Theresa level,” because it’s all about the difference you make to humanity and
the planet. It’s about the need to think of “we” before “me.” Some Native American tribes considered the impact on
seven generations before making any significant decision.

Full-Spectrum Performance (All Levels)

For optimum, full-spectrum performance, organizations should pay attention to each of the 7 characteristics of
organizational culture described above. I’ve seen nonprofits with a wonderful focus on strategic partnerships and a deep
commitment to service, but without financial stability. A lack of financial stability can erode the best intentions and the
ability to create appropriate systems—and generally, hobble an organization. On the other end of the spectrum,
focusing solely on financial stability and high performance is a short-term vision without a strong foundation. Enron and
the housing lenders that triggered the 2008 financial crisis, were perhaps the poster children for this overemphasis on
financial growth. As human beings, we have a range of needs, and so do organizations. Employees want to believe
they’re making a difference, but also expect appropriate amounts of stability and control to keep things running
smoothly. The magic formula lies in the balance.

Team Exercise: Apply The 7 Characteristics Of Organizational Culture To Your Team

Now that you’ve had an opportunity to think about your organization, you can also apply the same 7 levels to your team.
For those of you who are part of executive-level teams, your team synonymously represents the organization—it starts
at the top!

Follow These Steps

1. Consider sharing the descriptions of the 7 levels with your team.

2. Write the name of each level on flip chart paper, with some space between each word.

3. Give each team member three green circle stickers and three red circle stickers.

4. Ask your team members to put their stickers next to the areas that they think the team does best (green) and
the areas that are lacking or need more attention (red).

5. Have a brainstorming session about what you do well. Also, share ideas for how to improve the areas needing to
move from red to green.

6. Get tactical. Select three to five specific programs to work on over the next three months, identify clear,
measurable objectives, and assign clear responsibilities to team members. Develop a project plan for each
program.
If you are looking to further delve into the different characteristics of organizational culture, you can download the
eBook Transforming Culture In Larger Organizations to learn how to implement cultural transformation in your
organization!

Overview of organizatioal design example;

Mechanistic Model of Organization