Organisational Theory Assignment
MODERNISM
CRITICAL THEORY
SOCIAL-INTERPRETVISM
POST-MODERNISM
CULTURE:- comprises the deep, basic assumptions and beliefs as well as shared values that define organizational memberships as well as members habitual ways of making decisions, and presenting themselves and their organization to those who come into contact with it.
Corporate culture- dominant culture put forward by top management. Way for org to shape their organizational identities. Subcultures within organizations can contribute to or rival organizations attempts to reproduce dominant identities and culture.
Culture shapes behavior via norms and values.
Culture is real. Employees who join an organization come pre-socialized by cultural institutions such as family school, community and religion. Orgs influence local, regional and national cultures. Can enable or constrain organizational effectiveness and capacity to bring about change. Org culture can clash with culture of a place where it locates. Ex Disneyland in France.
Hofstede’s scheme-organizations are subcultures of larger cultural systems. Power distance, uncertainty avoidance (avoid taking risks) Individualism vs collectivism, masculine vs feminine, long term vs short term orientation.
Theory: Schein’s theory of OC (3 levels):- basic assumptions- represent what members of a culture believe about their reality.
Values: social principles, goals and standards that cultural members believe have intrinsic worth.
Artifacts: expressions of same cultural core that produces and maintains value and norms.
Kotter and heskett- corporate culture and performance.
Research design: surveyed managements and financial analysis.
Aimed at measuring cultural strength and values /org performance.
Quantitative analysis: strength of correlation between corporate culture and org performance
Results: positive correlation between performance and strength of corporate culture. When corporate culture weak, org performance reduced.
Is
CRITICAL THEORY
SOCIAL-INTERPRETVISM
POST-MODERNISM
CULTURE:- comprises the deep, basic assumptions and beliefs as well as shared values that define organizational memberships as well as members habitual ways of making decisions, and presenting themselves and their organization to those who come into contact with it.
Corporate culture- dominant culture put forward by top management. Way for org to shape their organizational identities. Subcultures within organizations can contribute to or rival organizations attempts to reproduce dominant identities and culture.
Culture shapes behavior via norms and values.
Culture is real. Employees who join an organization come pre-socialized by cultural institutions such as family school, community and religion. Orgs influence local, regional and national cultures. Can enable or constrain organizational effectiveness and capacity to bring about change. Org culture can clash with culture of a place where it locates. Ex Disneyland in France.
Hofstede’s scheme-organizations are subcultures of larger cultural systems. Power distance, uncertainty avoidance (avoid taking risks) Individualism vs collectivism, masculine vs feminine, long term vs short term orientation.
Theory: Schein’s theory of OC (3 levels):- basic assumptions- represent what members of a culture believe about their reality.
Values: social principles, goals and standards that cultural members believe have intrinsic worth.
Artifacts: expressions of same cultural core that produces and maintains value and norms.
Kotter and heskett- corporate culture and performance.
Research design: surveyed managements and financial analysis.
Aimed at measuring cultural strength and values /org performance.
Quantitative analysis: strength of correlation between corporate culture and org performance
Results: positive correlation between performance and strength of corporate culture. When corporate culture weak, org performance reduced.
Is