Organizational Behavior and Organizational ... - Lehigh University

Organizational Behavior and Organizational Change Organizational Culture Roger N. Nagel Senior Fellow & Wagner Professor Lehigh University 1 CSE & Enterprise Systems Center Lehigh University

Roger N. Nagel © 2006

Topics This Presentation Organizational Culture Characteristics 1. 2. 3. 4. 5. 6. 7. 8.

Innovation and risk taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness Stability Agility

Organizational Culture USA & China What Do Cultures Do? How Employees Learn Culture

eleventh edition

organizational behavior

stephenp. robbins 2

“Organizational “Organizationalbehavior” behavior” Eleventh EleventhEdition Edition By BySteve SteveRobbins Robbins ISBN ISBN0-13-191435-9 0-13-191435-9 Reference ReferenceBook Book 2

CSE & Enterprise Systems Center Lehigh University


What Is Organizational Culture? Organizational Culture

Characteristics: Characteristics:

A common perception held by the organization’s members; a system of shared meaning.

1.1. Innovation Innovationand andrisk risk taking taking 2.2. Attention Attentionto todetail detail 3.3. Outcome Outcomeorientation orientation 4.4. People Peopleorientation orientation 5.5. Team Teamorientation orientation 6.6. Aggressiveness Aggressiveness 7.7. Stability Stability 8.8. Agility Agility Page 485 Page 485



3

Culture Characteristics A Closer look 1. Innovation and risk taking. ¾ The degree to which employees are encouraged to do both

2. Attention to detail. ¾ Degree to which employees are expected to exhibit precision, analysis, and attention to detail.

3. Outcome orientation. ¾ Degree to which management focuses on results rather than on processes used to achieve them. 4 CSE & Enterprise Systems Center Lehigh University


Culture Characteristics A Closer look 4. People orientation. ¾ Degree to which management decisions consider the effect of outcomes on people within the organization.

5. Team orientation. ¾ Degree to which work activities are organized around teams rather than individuals.

6. Aggressiveness. ¾ Degree to which people are aggressive and competitive. 5 CSE & Enterprise Systems Center Lehigh University


Culture Characteristics A Closer look

7. Stability. ¾ Degree to which activities emphasize maintaining the status quo.

8. Agility. ¾ Ability to change products or processes quickly and easily in response to new strategies or market demands [More on Agility soon] 6 CSE & Enterprise Systems Center Lehigh University


Typical Organizational Culture USA Characteristics:

IN USA

(high, moderate, low)

Nagel Opinion

Innovation and risk taking

high

Attention to detail

low

Outcome orientation People orientation Team orientation Aggressiveness Stability Agility

moderate moderate moderate high moderate moderate 7



Typical Organizational Culture USA & China Characteristics:

IN USA

IN China


Nagel Opinion

Your Opinion


high

Attention to detail

low


moderate moderate moderate high moderate moderate 8



Individual and Team Exercise

Fill in the typical organizational culture USA & china table which follows by your self. ¾ For USA and China cultures use your best guess

9 CSE & Enterprise Systems Center Lehigh University


Typical Organizational Culture USA & China Characteristics:

IN USA


Nagel Opinion


high

Attention to detail

low


moderate

IN USA

In China

Your Opinion Your Opinion

moderate moderate moderate moderate moderate 10



Individual and Team Exercise Read about organization A and organization B in the two slides which follow. Fill in the table following the descriptions using your opinion for the culture of organization A and organization B by your self



Contrasting Organizational Cultures Organization A This organization is a manufacturing firm. Managers are expected to fully document all decisions; and “good managers” are those who can provide detailed data to support their recommendations. Creative decisions that incur significant change or risk are not encouraged. Because managers of failed projects are openly criticized and penalized, managers try not to implement ideas that deviate much from the status quo. One lower-level manager quoted an often used phrase in the company: “If it ain’t broke, don’t fix it.” There are extensive rules and regulations in this firm that employees are required to follow. Managers supervise employees closely to ensure there are no deviations. Management is concerned with high productivity, regardless of the impact on employee morale or turnover. Work activities are designed around individuals. There are distinct departments and lines of authority, and employees are expected to minimize formal contact with other employees outside their functional area or line of command. Performance evaluations and rewards emphasize individual effort, although seniority tends to be the primary factor in the determination of pay raises and promotions. E X H I B I T 16–1 E X H I B I T 16–1 Page 487 Page 487

Contrasting Organizational Cultures Organization B This organization is also a manufacturing firm. Here, however, management encourages and rewards risk taking and change. Decisions based on intuition are valued as much as those that are well rationalized. Management prides itself on its history of experimenting with new technologies and its success in regularly introducing innovation products. Managers or employees who have a good idea are encouraged to “run with it.” And failures are treated as “learning experiences.” The company prides itself on being market-driven and rapidly responsive to the changing needs of its customers. There are few rules and regulations for employees to follow, and supervision is loose because management believes that its employees are hardworking and trustworthy. Management is concerned with high productivity, but believes that this comes through treating its people right. The company is proud of its reputation as being a good place to work. Job activities are designed around work teams, and team members are encouraged to interact with people across functions and authority levels. Employees talk positively about the competition between teams. Individuals and teams have goals, and bonuses are based on achievement of these outcomes. Employees are given considerable autonomy in choosing the means by which the goals are attained. E X H I B I T 16–1 E X H I B I T 16–1 Page 487 Page 487

Read about Organization A & B and Rate Them Characteristics: (high, moderate, low)

Organization A Your Opinion

Organization B Your Opinion

Innovation and risk taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness Stability Agility 14 CSE & Enterprise Systems Center Lehigh University


Individual and Team Exercise Fill in the tables which follows for your organization a. First characterize your organization as it is today, and then indicate how you feel it should be in the future. b. On a separate piece of paper write down an explanation of why you want to change your organizational culture for any row in which you have indicated a change is needed.



Your Organizational Culture Today and in Future Characteristics: (high, moderate, low)

Your Organization today

Your Organization Should be in future

Innovation and risk taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness Stability Agility 16 CSE & Enterprise Systems Center Lehigh University


Individual and Team Exercise Share your answers with your team 1. For USA and China cultures form a team consensus and prepare to report it. 2. For organizations A and Organization B form a team consensus and prepare to report it. 3. Share your organizational culture today and in the future chart with our teammates. a. discuss the characteristics you desire to change and your reasons for the changes. b. Provide feedback to each team member. c. identify a list of characteristics which several of you all feel must change and prepare to report them d. Explain your groups reasons for each characteristic and prepare to report them. 17 CSE & Enterprise Systems Center Lehigh University


Read about Organization A & B and Rate Them (high, moderate, low)

Organization A Nagel Opinion

Organization B Nagel Opinion

Attention to detail Outcome orientation People orientation Team orientation Aggressiveness

low high low low low low

high low high high high moderate

high low

low high

Characteristics: Innovation and risk taking

Stability Agility



Exercise A Team Reports For USA and China cultures form a team consensus chart with typical organizational culture in each country For organizations A and organization B form a team consensus chart with organization A & B ratings Your organizational culture today and in the future common list of characteristics which several of you feel must change ¾Explain your reasons for each characteristic 19 CSE & Enterprise Systems Center Lehigh University


Do Organizations Have Uniform Cultures? Dominant Culture Expresses the core values that are shared by a majority of the organization’s members.

Subcultures Minicultures within an organization, typically defined by department designations and geographical separation. CSE & Enterprise Systems Center Lehigh University

20


Do Organizations Have Uniform Cultures? Core Values The primary or dominant values that are accepted throughout the organization.

Strong Culture A culture in which the core values are intensely held and widely shared. 21 CSE & Enterprise Systems Center Lehigh University


What Do Cultures Do? Culture’s Culture’sFunctions: Functions: 1.1. Conveys Conveysaasense senseof ofidentity identityfor forits itsmembers. members. 2.2. Facilitates Facilitatesthe thegeneration generationof ofcommitment commitmentto to something somethinglarger largerthan thanself-interest. self-interest. 3.3. Enhances Enhancesthe thestability stabilityof ofthe thesocial socialsystem. system. 4.4. Serves Servesas asaasense-making sense-makingand andcontrol controlmechanism mechanism for forfitting fittingemployees employeesin inthe theorganization. organization. Page 489 Page 489



22

What Do Cultures Do? Can define the boundary between one organization and others. ¾ When there are cultural incompatibilities Globally this is can significant concern Consider our USA vs. China chart


Characteristics:

IN USA

IN China


Nagel Opinion

Your Opinion


high

Attention to detail

low


moderate moderate moderate moderate moderate moderate


23

Which if any should be dealt with To be

Supplier

Innovation and risk taking Attention to detail

Collaborator

Integrated subsidiary Collaborator Nagel view


sometimes 24



What Do Cultures Do?

Culture Cultureas asaaLiability: Liability: 1.1. Barrier Barrierto tochange. change. 2.2. Barrier Barrierto todiversity diversity 3.3. Barrier Barrierto tocollaboration collaboration 4.4. Barrier Barrierto toacquisitions acquisitionsand andmergers mergers

Page 491 Page 491



25

How Employees Learn Culture •• Leaders Leadersas asrole rolemodels models •• Behavior Behaviorof ofothers others •• Stories Stories •• Rituals Rituals •• Material MaterialSymbols Symbols •• Language Language

Page 498 Page 498



26

Creating An Ethical Organizational Culture Characteristics of Organizations that Develop High Ethical Standards ¾ High tolerance for risk ¾ Low to moderate in aggressiveness ¾ Focus on means as well as outcomes

Managerial Practices Promoting an Ethical Culture ¾ ¾ ¾ ¾ ¾

Being a visible role model. Communicating ethical expectations. Providing ethical training. Rewarding ethical acts and punishing unethical ones. Providing protective mechanisms.


Page 500 Page 500


27

Creating a Customer-Responsive Culture Shaping Customer-Responsive Cultures 1. The types of employees hired by the organization. 2. Low formalization: the freedom to meet customer service requirements. 3. Empowering employees with decision-making discretion to please the customer. 4. Good listening skills to understand customer messages. 5. Employees who engage in organizational citizenship behaviors. Page 501 Page 501



28

Creating a Customer-Responsive Culture Managerial Actions ¾ Actionable vision » Lead by conveying a customer-focused vision

¾ Role model » demonstrating commitment to customers. » Provide ongoing recognition for employees who make special efforts to please customers

¾ Provide an Agile organizational structure » Empower employees to make appropriate decisions



Personal Exercise Choice A What cultural changes should you be making to be a more effective in meeting your global business goals 1. Identify your global business goals 2. Is our current culture an asset or a deficit in meeting your global business goals 3. Explain how and or why (your answer in 2. above) a. develop a plan for changes you need to make. b. Identify benefits you expect, metrics for them c. Obstacles you will face and how to overcome them. 30 CSE & Enterprise Systems Center Lehigh University


Personal Exercise Choice B What cultural changes should you be making to be a more effective in meeting your domestic business goals 1. Identify your domestic business goals 2. Is our current culture an asset or a deficit in meeting your domestic business goals 3. Explain how and or why (for your answer in 2. above) a. develop a plan for changes you need to make. b. Identify benefits you expect, metrics for them c. Obstacles you will face and how to overcome them. 31 CSE & Enterprise Systems Center Lehigh University


XIE XIE Roger N. Nagel Wagner Professor and Senior Fellow

CSE Department & The Enterprise Systems Center at Lehigh University 200 West Packer Avenue Bethlehem, Pennsylvania, 18015 (610) 758-4086, (610) 868-0402 [fax] [email protected] 32 CSE & Enterprise Systems Center Lehigh University
