ADMS 2320 Lecture Notes - Lecture 2: Organizational Culture
30 Apr 2018
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ADMS 2320 Lecture 2 Notes – Do Organizations Have Uniform Cultures?
Introduction
• The ECI is a new way researchers are seeking to understand the context of ethical
drivers in organizations.
• By measuring the collective levels of moral sensitivity, judgment, motivation, and
character of our organizations, we may be able to judge the strength of the influence
our ethical climates have on us.
• Although ECT was first introduced more than 25 years ago
• Researchers have recently been studying ethics in organizations more closely to
determine not only how ethical climates behave (through ECI, for instance, introduced
in 2010) but also how they might be fostered, and even changed.
• Eventually, we will be able to provide leaders with clear blueprints for designing
effetie ethial liates to iproe the lies of a orgaizatio’s eers.
• Organizational culture represents a perception of the organization that employees hold
in common.
• We should, therefore, expect that individuals with different backgrounds or at different
hierarhial leels ill desrie their orgaizatio’s ulture i siilar ters.
• That does not mean that an organization has no subcultures.
• Most large organizations have a dominant culture and numerous subcultures.
• A dominant culture expresses the core values a majority of members share and that give
an organization its distinct personality.
• Subcultures tend to develop in large organizations to reflect common problems,
situations, or experiences faced by groups of members in the same department or
location.
• If organizations were composed only of a variety of subcultures, organizational culture
as an independent variable would be significantly less powerful.
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