Culture typology - organizational behaviour
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ORGANIZATIONAL CULTURE TYPOLOGI
ADHITIA SATYAGRAHAAJENG RADINI TONIAHERO ASKAKARNANDANINA NURMAYANTIRIO PRATAMA
WM 69PPM MANAGEMENT
+ TYPOLOGY?
A logical classification of cultures which purports to characterize the similarities and differences among them.
+ TYPOLOGI ROLE
-Help to make sense and provide some order out of the observed phenomena
-Help to define what may be the underlying structure
-Enables us to predict how other phenomena that may not yet have been observed are going to look
ADVANTAGE
-Attempt to order a great variety of different phenomena
DISADVANTAGE
-So abstract that they do not reflect adequately the reality of a given set of phenomena being observed
-Narrow our attention span and become more mindless with respect to what we are observing
-Perceptions are aggregated and combined into more abstract concept
TYPOLOGY?
+CULTURE SURVEYS
PROBLEMS
-Not knowing what to ask
-Employees may not be motivated to be honest
-Employees may not understand the questions or interpret them differently
-The sample of employees surveyed may not be representative of the key culture carriers.
WHEN TO USE?
-Determining whether particular dimensions of culture are systematically related to some element of performance
-Comparing organizations to each other on selected dimensions as preparation for mergers, acquisitions, and joint ventures
-Testing whether certain subcultures that we suspect to be present can be objectively differentiated and defined in terms of preselected dimensions that a survey can identify
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TYPOLOGY – GOFFEE AND JONES
GOFFEE AND JONES
- Organizational culture as ‘communities’
- Divide organizational culture into two types of human relation: sociability and solidarity
Sociability
The level of warmth and friendliness among employee (go for a drink after work)
Solidarity
The degree to which employees bond with their employer (interdependence in achieving their tasks)
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TYPOLOGY – GOFFEE AND JONES
NETWORKED
is friendly but work tasks are not particularly interdependent. Individual but Friendly
COMMUNAL
is both friendly and interdependent.
FRAGMENTED
is neither friendly nor interdependent. People keep themselves to themselves, both in work and personal terms.
MERCENARY
is not particularly friendly but people do need each other to get the work done.
“Managers can recruit the most appropriate personality types to work for them, can anticipate potential clashes of culture when dealing with partner and understanding the different cultures
involved”
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TYPOLOGY – DEAL AND KENNEDY
Deal and Kennedy
Based on characterizing different four types of organization
Feedback and Reward, tell them they are doing a good or bad job
-Rapid feedback: quickly correct any ineffective behavior and hence lead to a consistent culture
-Slow feedback: leave mistakes uncorrected, but it also lets people look further out into the future, it must be some substitute activity to keep on track
Risk
-Low risk: people will take risk to their acceptable limit
-High risk: risks need to be managed or accepted
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TYPOLOGY – DEAL AND KENNEDY
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TYPOLOGY – DEAL AND KENNEDY
WORK HARD & PLAY HARD CULTURE
TOUGH GUY MACHO CULTURE PROCESS CULTURE
BET THE COMPANY CULTURE
CHARACTER
High speed action leading to high speed recreation
Focus on the present rather than the longer-term future
Focus on security of the past and of the future
The long view is taken, but then much work is put into making sure things happen as planned
Meetings, conventions, teamworking, office parties, jargon, buzzwords
Managers need to be able to make decisions quickly and accept risk
Development of bureaucracies and other ways of maintaining the status quo
Tend to produce a lot of internal politics and conflict
STRESSOR Quantity of workHigh risk and potential loss/gain of reward
Low stress. Stress may come from internal politics and stupidity of the system also plodding work.
High risk and delay before knowing if actions have paid off
EXAMPLERestaurant, Software Company
Police, surgeons, brokers, sels orientation organization
Bank, and Insurance Company
Oil companies, aerospace organization, construction company
“if you are influencing into an organization, find out what style it has and adjust your approach accordingly. If you are a member of the
organization, you may understand why you are either right at home or way out of place”
+OCAI (Organizational Culture Assessment Instrument)
- Culture can be assessed and changed with a step-by-step manageable method.
- Organizational Culture Assessment Instrument is just as timely, easy to use, low priced, and manageable
- The OCAI is practical and focused, timely, manageable, quantitative, involving, and valid
TYPOLOGY – CAMERON QUIN
TYPOLOGY – CAMERON QUIN
Leader Type Value DriversTheory for
EffectivenessQuality
Strategies
The Clan Culture:
a pleasant place to work where people have a lot in common
Facilitator, Mentor, Team Builder
Commitment, Communication,
Development
Human Development & Participation are
effective
Empowerment, Team Building, Employee
Involvement, Human Resource
Development, Open Communication
The Adhocracy Culture:
a dynamic, entrepreneurial and creative place to work
Innovator, Entrepreneur,
Visionary
Innovative Outputs, Transformation,
Agility
Innovation, Vision and New Resources
are Effective
Surprise and Delight, Creating New
Standards, Anticipating Needs,
Continuous Improvement,
Finding Creative Solutions
The Market Culture:
A results oriented organization whose major concern is getting the job done
Hard Driver, Competitor, Producer
Market Share, Goal Achievement, Profitability
Aggressive Competition and
Customer Focus are Effective
Measuring Customer Preferences, Improving
Productivity, Creating External
Partnership, Enhancing
Competitiveness, Involving Customer
and Suppliers
The Hierarchy Culture:
A very formalized and structured place to work, focused on efficiency
Coordinator, Monitor, Organizer
Efficiency, Punctuality,
Consistency, and Uniformity
Control and Efficiency with
appropriate processes are
effective
Error Detection, Measurement,
Process Control, Systematic Problem
Solving, Quality Tools
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TYPOLOGY – CAMERON QUIN
The Assesment
- Dominant characteristics
- Organizational leadership
- Management of employees
- Organizational Glue
- Strategic Emphasize
- Criteria of success
+PERTANYAAN DI KELAS :
1.Mustarofah AhmadApa indikator dari resiko dalam pengklasifikasian
menurut Deal & Kennedy?2.Sri Milawati
Jika sudah dilakukan OCAI pada perusahaan dan hasil pada pada grafik untuk situasi “now” dan “future” berimpit apakah artinya perusahaan tidak perlu berubah budayanya?3.Louisa Zephania Ketika Pixar dan Disney bergabung, apakah harus meninggalkan budaya-budaya lama dan membuat budaya baru?
+THANK YOU