Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2 C H
A
P
T
E
R
Organizational
Culture
?DEFINE the terms organizational culture,
socialization,and career
?EXPLAIN it is too simplistic to assume that
managers can state that they are creating a firm’s
culture
?DESCRIBE the relationship between a society’s
culture and organizational culture
?IDENTIFY specific practices and programs used
by organizations to facilitate socialization
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-3
Organizational Culture
Shared
Expectations
Shared
Values
Shared
Attitudes
Assumptions
Adaptations
Perceptions
Lea
rni
ng
(See Exhibit 2.1)
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-4
Influencing Cultural Change
Intervention Points
? Changing employee behavior
? Justifying the need for behavioral
change
? Communicating to motivate new
behaviors
? Socializing new employees
? Removing employees consistently
deviating from the culture
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-5
Socialization and Culture
Socialization is the process by
which organizations bring new
employees into the culture,
?Involves a transmittal of values,
assumptions,and attitudes
?Emphasizes the,fit” between the new
employee and the culture
?Ongoing throughout an individual’s
career
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-6
Socialization and Career Stages
Anticipatory Socialization
Accommodation
Role Management
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-7
Socialization Stages
Anticipatory Socialization involves all those
activities the individual undertakes prior to
entering the organization or to taking a different
job in the same organization,
Primary purpose is to acquire two kinds of information,
?What working for the organization is really like,and
?Whether they are suited to the jobs in the organization
Fit between employee and the organization best if these
exist,
?Realism
?Congruence
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-8
Socialization Stages
Accommodation involves all those activities
through which an individual attempts to become
an active participant in the organization and
competent performer on the job,
Four major activities comprise this stage,
?Establishing new interpersonal relationships with both
coworkers and supervisors
?Learning the task required to perform the job
?Clarifying their role in the organization and in the formal and
informal relevant to that role
?Evaluating the progress they are making toward satisfying
the demands of the job and the role,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-9
Socialization Stages
Conflict and stress arise between,
?The individual’s work and home lives
?The individual’s work group and other
work groups in other organizations
Role Management
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-10
Effective Socialization
Effective Anticipatory
Socialization
Organization’s Primary Activities,
?Recruitment Programs
?Selection Practices
?Placement Practices
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-11
Effective Socialization
Effective Accommodative
Socialization
Accommodation Activities
Orientation
Training
Performance evaluation
Challenging work
Demanding bosses
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-12
Effective Socialization,Orientation
“Survival of the Fittest” Approach
?New employee must enter into an ongoing and unfamiliar
social system
?He/she must cope and survive alone in ignorance
?Orientation left to chance
Formal Orientation Program Approach
?Formalize some or all of the transitional activities
?Assign specific individuals to support new employees
?Develop realistic job expectations,positive attitudes toward
the employer,and job satisfaction
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-13
Mentors and Socialization
General Functions of Mentors
Career Functions
? Sponsorship
? Exposure and
visibility
? Coaching
? Production
? Challenging
Assignments
Psychosocial Functions
? Role Modeling
? Acceptance and
Confirmation
? Counseling
? Friendship
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-14
Hofstede’s Cultural Value Dimensions
Power Distance is the level of
acceptance by a society of unequal
power distributions in organizations,
Orientation toward authority High Low
Denmark Malaysia
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-15
Hofstede’s Cultural Value Dimensions
Uncertainty Avoidance is the extent to
which people in a society feel
threatened by ambiguous situations,
Desire for stability High Low
Great
Britain Japan
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-16
Hofstede’s Cultural Value Dimensions
Individualism is the tendency of
people to fend for themselves
and their family,
Individualism Collectivism
Pakistan United States
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-17
Hofstede’s Cultural Value Dimensions
Masculinity refers to the degree
of traditional,masculine”
values--assertiveness and
materialism for others,
Assertive Relational
Switzerland Austria
High Low
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-18
Dimensions of Diversity,
Understanding and Valuing Difference
Core or Primary Dimensions
?Age,ethnicity,gender,physical attributes,race,
sexual/affectional orientation
?Have a lifelong impact on behavior and
attitudes
Secondary Dimensions
?Educational background,marital status,
religious beliefs,and work experience
?Differences acquired,discarded,or modified
throughout life
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-19
INCREASING
Managing Cultural Diversity
CULTURAL DIVERSITY
Changing
Domestic
Demographics
Rising
Global
Competition
Potential Advantages
?Better able to compete
?Penetrate new markets
?Succeed in foreign markets
Potential Limitations
?Miscommunications
?Misunderstanding
?Authority relationships
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2 C H
A
P
T
E
R
Organizational
Culture
?DEFINE the terms organizational culture,
socialization,and career
?EXPLAIN it is too simplistic to assume that
managers can state that they are creating a firm’s
culture
?DESCRIBE the relationship between a society’s
culture and organizational culture
?IDENTIFY specific practices and programs used
by organizations to facilitate socialization
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-3
Organizational Culture
Shared
Expectations
Shared
Values
Shared
Attitudes
Assumptions
Adaptations
Perceptions
Lea
rni
ng
(See Exhibit 2.1)
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-4
Influencing Cultural Change
Intervention Points
? Changing employee behavior
? Justifying the need for behavioral
change
? Communicating to motivate new
behaviors
? Socializing new employees
? Removing employees consistently
deviating from the culture
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-5
Socialization and Culture
Socialization is the process by
which organizations bring new
employees into the culture,
?Involves a transmittal of values,
assumptions,and attitudes
?Emphasizes the,fit” between the new
employee and the culture
?Ongoing throughout an individual’s
career
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-6
Socialization and Career Stages
Anticipatory Socialization
Accommodation
Role Management
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-7
Socialization Stages
Anticipatory Socialization involves all those
activities the individual undertakes prior to
entering the organization or to taking a different
job in the same organization,
Primary purpose is to acquire two kinds of information,
?What working for the organization is really like,and
?Whether they are suited to the jobs in the organization
Fit between employee and the organization best if these
exist,
?Realism
?Congruence
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-8
Socialization Stages
Accommodation involves all those activities
through which an individual attempts to become
an active participant in the organization and
competent performer on the job,
Four major activities comprise this stage,
?Establishing new interpersonal relationships with both
coworkers and supervisors
?Learning the task required to perform the job
?Clarifying their role in the organization and in the formal and
informal relevant to that role
?Evaluating the progress they are making toward satisfying
the demands of the job and the role,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-9
Socialization Stages
Conflict and stress arise between,
?The individual’s work and home lives
?The individual’s work group and other
work groups in other organizations
Role Management
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-10
Effective Socialization
Effective Anticipatory
Socialization
Organization’s Primary Activities,
?Recruitment Programs
?Selection Practices
?Placement Practices
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-11
Effective Socialization
Effective Accommodative
Socialization
Accommodation Activities
Orientation
Training
Performance evaluation
Challenging work
Demanding bosses
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-12
Effective Socialization,Orientation
“Survival of the Fittest” Approach
?New employee must enter into an ongoing and unfamiliar
social system
?He/she must cope and survive alone in ignorance
?Orientation left to chance
Formal Orientation Program Approach
?Formalize some or all of the transitional activities
?Assign specific individuals to support new employees
?Develop realistic job expectations,positive attitudes toward
the employer,and job satisfaction
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-13
Mentors and Socialization
General Functions of Mentors
Career Functions
? Sponsorship
? Exposure and
visibility
? Coaching
? Production
? Challenging
Assignments
Psychosocial Functions
? Role Modeling
? Acceptance and
Confirmation
? Counseling
? Friendship
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-14
Hofstede’s Cultural Value Dimensions
Power Distance is the level of
acceptance by a society of unequal
power distributions in organizations,
Orientation toward authority High Low
Denmark Malaysia
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-15
Hofstede’s Cultural Value Dimensions
Uncertainty Avoidance is the extent to
which people in a society feel
threatened by ambiguous situations,
Desire for stability High Low
Great
Britain Japan
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-16
Hofstede’s Cultural Value Dimensions
Individualism is the tendency of
people to fend for themselves
and their family,
Individualism Collectivism
Pakistan United States
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-17
Hofstede’s Cultural Value Dimensions
Masculinity refers to the degree
of traditional,masculine”
values--assertiveness and
materialism for others,
Assertive Relational
Switzerland Austria
High Low
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-18
Dimensions of Diversity,
Understanding and Valuing Difference
Core or Primary Dimensions
?Age,ethnicity,gender,physical attributes,race,
sexual/affectional orientation
?Have a lifelong impact on behavior and
attitudes
Secondary Dimensions
?Educational background,marital status,
religious beliefs,and work experience
?Differences acquired,discarded,or modified
throughout life
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
2-19
INCREASING
Managing Cultural Diversity
CULTURAL DIVERSITY
Changing
Domestic
Demographics
Rising
Global
Competition
Potential Advantages
?Better able to compete
?Penetrate new markets
?Succeed in foreign markets
Potential Limitations
?Miscommunications
?Misunderstanding
?Authority relationships
