Organizational Culture

Introduction

Basic Features Of Corporate Culture

 A belief system shared by an organization's members.

 Strong widely-shared core values.

 The way we do things around here.

 The collective programming of the mind.

By Maria Ahmedunderstanding.
 Collective Butt
 Introduction

Basic Features Of Organisational Culture

Organizational culture is the set of values that keeps

the organizations employees understand which actions

are considered acceptable and which unacceptable.

Often these values are communicated through stories

and other
By Maria symbolic
Ahmed Butt means.
 Introduction

What you can see

Organizational culture can be compared to an iceberg.

On the surface are the overt or open aspects- the formally

expressed Organizational Goals,Technology, Structure,

Policies and Procedures

By Maria Ahmed Butt

 Introduction
What you cannot see

Beneath the surface lies, the covert or hidden aspects-

the informal aspects of organizational life. These include

shared perceptions, attitudes and feelings as well as share

set of values about human nature, the nature of human

relationships and what the organization can and will

By Maria Ahmed Butt
remember
Features of Culture
1 Individual Initiative:
2 Risk Tolerance
3 Direction
4 Integration
5 Management Support
6 Control
7 Identity
8 Reward System
9 Conflict Management
10 Communication Pattern
 CULTURE Creation
1. Critical Incidents
2. Identification with the leaders
3. Property rights
4. Organizational structure
5. Organizational Ethics
6. Characteristics of people in the organization
Culture Artifacts
Stories, language, Rituals, Ceremonies, Symbols
 Sustaining the Culture
1. Selecting and Socializing the employees
Selection involves:
Pre-arrival, Encounter, Metamorphosis
2. Actions of Leaders and Founders
3. Culturally Consistent Rewards
4. Managing the cultural network
5. Maintaining a stable workforce
Culture – (broader perspective)

• Ford’s employees of today enjoy a workplace

with a more open communication policy than
their predecessors that might affect them .
• Employee opinion is valued and is heard
through surveys the company sends out .
• CEO of ford is working hard to change work habits of
employees.

• Wants managers to think more about customers than their

own careers.

• Top priority is to encourage leadership team to admit

mistakes, share more information and cooperate across
divisions.
FORD’S PERSPECTIVE

• Customer satisfaction is their primary objective.

• Keep innovating and serve the customer with
best quality in least price.
• Aims at making “Life easy” for their customers by
providing them what they need.

“BUILT FORD TOUGH”

“BUILT FOR THE ROAD AHEAD”
Ford’s system of appraisal
Annual system of appraisal.

Employees are given ratings on the basis of

there performance as A ,B,C.

One year at the C level meant no bonus and two

years could lead to dismissal or demotion.

Forced system is followed.5%of managers

should must get poor grades.
 Organisational Culture of TATA

 Tata’s follow a very strong culture giving much

importance to ethics and moral values.

 Tata companies also extend social welfare activities

to communities around their industrial units.

 Very strong employee relationships.

By Maria Ahmed Butt
The role of CEOs is unique in that they stand at the top of the pyramid
and all the other members of the organization take cues from them.

Building a strong and committed top team.

Role-modeling desired mind-sets and behavior.

Relentlessly pursuing goals.

Every employee of Tata motors shall exhibit culturally appropriate
behaviour in the countries they operate in,and deal on behalf of the
company with professionalism, honesty and integrity, while
conforming to high moral and ethical standards.
• Every employee of a Tata company shall preserve the human
rights of every individual and the community, and shall strive
to honour commitments.

• Every employee shall be responsible for the implementation

of and compliance with the Code in his / her environment.
Failure to adhere to the Code could attract severe
consequences, including termination of employment.
Tata’s system of appraisal

• Annual with semiannual updates.

• Appraisal is done by immediate supervisors.

Goal Sheet, Target Achievement, Quality of work, Ethics used in

target achievement, Ethics used in target achievement.