ORGANIZATION'S

CULTURE
AND VALUES
Organization's Culture
• Organizational Culture, sometimes called corporate
culture, consists of the set of shared, taken-for-granted
implicit assumptions that a group holds in the workplace.
• 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. 
Declared and Operatives Values
• According to Anthony D’Souza, values also have two
critical parts: INTENDED OR DECLARED VALUES AND
OPERATIVE OR LIVED VALUES.
•“People are our most valuable asset”
•“The customer is always right/king”
Declared and Operatives Values
• Stated values are not consistent with true values- the
result is a lack of confidence, lack of purpose and an
atmosphere of low morale and stress.
• Organizational effectiveness is maximized when stated
values are consistent with the personal values of the
organization’s leaders and members.
•The organization’s values thus form the foundation of its
culture
 Organizational values describe the core ethics or
principles which the company will abide by, no matter what.
They inspire employees’ best efforts and also constrain their
actions. Strong, clearly-articulated values should be a true
reflection of your organisation’s aspirations for appropriate
workplace behaviour, and play an important role in building
a positive culture at your organisation.
The Importance of Workplace Values
Your workplace values are the guiding principles that are
most important to you about the way that you work. You use
these deeply held principles to choose between right and
wrong ways of working, and they help you make important
decisions and career choices.
Some (possibly conflicting) examples of
workplace values include:
• Being accountable.
• Making a difference.
• Focusing on detail.
• Delivering quality.
• Being completely honest.
• Keeping promises.
• Being reliable.
• Being positive.
• Meeting deadlines.
Some (possibly conflicting) examples of
workplace values include:
• Helping others.
• Being a great team member.
• Respecting company policy and rules, and respecting
others.
• Showing tolerance
• Core values serve to constantly guide both the employee
and the company in achieving their mutual goals, in a
manner that is based on an ethical and ideological
framework.
Integrity And Ethics
• Building your entire business on the foundation of honesty
and integrity goes a long way into building a strong,
trusting relationship with its employees, stakeholders, and
customers.
Respect
• Respecting all employees means respecting their
individual human rights and privacy, eliminating all kinds
and forms of discrimination, whether based on religion,
belief, race, ethnicity, nationality, gender or physical
disability.
Innovation (Not Imitation)
• Employees in such companies are encouraged to be
dynamic and come up with innovative ideas that can
translate into successful products for the company.
Drive
• Organizations that have this principle as one of their core
values try to provide a dynamic platform to their
employees, where they can explore their creativity and
skills and further enhance themselves.
Core beliefs
An organization’s core beliefs act as a superset of criteria
governing decision-making large and small on a daily basis.
Core beliefs define and create culture and act as
touchstones to guide behavior.
WHAT IS A VALUES STATEMENT?
A values statement represents the core beliefs of the
organization that inspire and guide its choices in the way it
operates and deals with people. These values should be
imbedded in both the mission and the vision and part of all
internal and external communications.
• Counterculture - A group whose values and norms
deviate from or are at odds with those of dominant
culture:
• A subculture is just as it sounds a smaller cultural group
within a larger culture; people of a subculture are part of
the larger culture, but also share a specific identity within
a smaller group.
 Organizational Climate?
Organizational climate concerns the policies and
practices of an organization or unit of an organization. It
concerns the behaviors that are encouraged and supported.
It is communicated in several ways.
• Policies
• Practices
• What is encouraged and discouraged
• Where the Reward.
 Types of Climate
Organizations and units of organizations vary in what
they encourage. One place to see different kinds of climate
is in the academic literature where hundreds of research
studies on different kinds of climate can be found. Some of
the more popular are climates for:
• Customer Service.
• Diversity
• Ethics
• Justice
• Safety
Why Is Organizational Climate
Important?

Climate is important because employees are likely to

engage in the behaviors that are encouraged. In Mike’s
company the emphasis is on efficiency and productivity, so
that focuses employee attention in those areas. Employees
are likely to adopt an efficiency/productivity mindset that
guides their interactions with others and their work. In
Beth’s company, the emphasis is on customer service.
Corporate morality
In the absence of clear, unequivocal academic research in
the UK it is not certain whether any attempt by an employer
to impose a greater set of moral values on employees than
those required of them by the kind of society in which they
live is doomed to failure. Researchers in Australia
discovered that the effect on employee behaviour of ethical
codes was minimal and what influenced them the most, in
practice, was the prevailing morality of society rather than of
their workplace
Following this logic results in the conclusion that only the
fear of being caught, or their own personal morality, will
prevent employees from com?mitting dysfunctional acts
against the company such as:
• disloyalty
• inertia
• betrayal
• corruption
• theft
•THANK YOU!!