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THE ORGANIZATIONS

CULTURE AND VALUES


INTRODUCTION
Vision, Mission and culture are
interconnected.

Vision and mission are shaped by


culture and culture comes alive
through vision and mission.
Vision and mission are the
major external focus for our
actions.

Culture provides the underlying


foundation for actions and
behavior
VISION
Ford: To become the worlds leading Consumer
Company for automotive products and services.

MISSION
Nissan: Nissan provides unique and innovative
automotive products and services that deliver
superior, measurable values to all stakeholders
in alliance with Renault.
CULTURE
According to A.D Souza. An Organizations
culture is amalgam of

Shared Values
are standard by which members of an
organization collectively see as important
Declared vs Operative

Common Mindset or Paradigm


Consist of a set of shared assumption or belief
3. Characteristic Behaviour
Cover a board range of topics.
Some keys aspects
Management Style
Collaborative or autocratic?
Approachable?
MBWA?
Relationships
Formally or informally?
Do they interact across different level?
Do they relate to each another socially?
Dress
Formal business dress?
Symbols
Image i.e. use of green to symbolize concern for the environment.
Flag, symbol of a country.
VALUES
An Organizations Values answer the
question what is important to us?

Core organization values are


understanding about
1. What is most important?
2. How to treat other people?
Core Values
Are understood or assumed but seldom
discussed.

Values
Enhance harmony and teamwork
Remain unclear or unexplored can
create tension or conflict and make
people feel understood, confused or
frustrated.
Values
Provide an anchor when an
organization or individual is buffeted
by a storm of change.

It is moral compass that gives


direction when thing get rough.

They are a guide to help you reach


destination on your vision and mission
PETERS AND WATERMAN STATED THAT VALUES WILL HAVE
A TREMENDOUS IMPACT ON ORGANIZATION. THEY HELP
TO:
1. Create an atmosphere of common purpose and trust.
2. Clarify goals and ways those goals will be achieved.
3. Set priorities and sort out information overload.
4. Provide a clearer focus for performance and feedback.
5. Indicate which behaviour are acceptable and
appropriate and which are not within the organization.
6. Specify how the organization wants to deal
with and be perceived by people outside the
organization.

7. Provide guidelines for selecting and orienting


new members or employees who will not have
to spend much time identifying and
understanding organization values.

Organization with effective leadership teams


are generally tight on values but loose on rules
8.3 DECLARED AND OPERATIVE
VALUES
According to Anthony D. Souza values have Two
critical parts

1. Intended or Declared Values


Exist in the corporations policies and mission
Statement.
2. Operative values
Are lasting and are lived from day to day by
members.
There are times when individual
or organization publicly espouse
such Values:

1.People are our most valuable


asset
2. The customer is always
right/king
Organization effectiveness
Is maximized when stated values are
consistent with the personal values of
the organizations leader and member.

Organizations Values
Form the foundation of its Culture
Group within the organization
Demonstrate values contrary to one
another