MAN 337 Chapter Notes - Chapter 15: Organizational Culture, Dominant Culture
Document Summary
Organizational culture: a system of shared meaning held by members that distinguishes the organization from other organizations: seven primary characteristics. Dominant culture: e(cid:454)presses the (cid:272)ore values that are shared (cid:271)(cid:455) a (cid:373)ajorit(cid:455) of the orga(cid:374)izatio(cid:374)"s members: macro view of the culture that gives it a distinct personality, subcultures: reflects common problems, situations or experiences that face members. Likely defined by department designations and geographical separation. Core values + personal values of the members. Strong culture: orga(cid:374)izatio(cid:374)"s (cid:272)ore values are i(cid:374)te(cid:374)sel(cid:455) held a(cid:374)d widely shared, most members accept the core values and commit to it, has a great i(cid:374)flue(cid:374)(cid:272)e o(cid:374) (cid:373)e(cid:373)(cid:271)er"s (cid:271)ehavior, can be a substitute for formalization. Culture"s fu(cid:374)(cid:272)tio(cid:374)s: defines boundaries of organization, helps build commitment, enhances social system stability, conveys a sense of identity for members, controls organization members & shapes how they perceive reality, facilitates or hinders adaptation to environment. Culture as a liability: barriers to change:
