Organizational cultureOrganizational culture is

concerned with how employees percieve the characteristics of an organization’s culture, not with whatever or not they like them.

7 primary characteristics that, in aggregate, capture the essence of an organizations culture.1) Innovation and risk taking. (the degree to which

employes are encouraged to be innovative and take risks.

2) Attention to detail. (the degree to which employees are expected to expected to exhibit precision, analysis, and attention to detail).

3) Outcome orientation. (fokus on results or outcomes)

4) People orientattion. (decisions take into consideration the effect of outcomes on people within the organization)

5) Team orientation: (the degree to which work activities are organised around teams rather than individuals).

6) Aggressiveness: (the degree to which people are aggressive and competitive rather than easygoing).

7) Stability: (to which degree organizational activities emphasize maintain the status que in contrast to growth).

What do cultures doIt creates distinctions between

one organisation and others.It conveys a sense of identity for

organization members.Defines the rules of the gameCulture facilitates the generation

of commitment to something larger than one’s individual self interest.

Enhances the stability of the social system

Potentially dysfunctional aspects of cultureBarries to changeBarries to Diversity (hire diverse

individuals because of their qualifications, but it is difficult to accept the organizations core cultural values)

Barries to Acquisitions and Mergers (this is a very dificult task, because in merging two diffent cultures will meet)

How employees learn cultureStories (stories anchor the

present in the past and provide explanations and legitimacy for current practices)

Rituals (if you cross the polarcircle, flying a ballon, you a ritual will take place – water over head??????)

Material symbolsLanguage (acronyms and jargon)