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Understanding Organizational Culture

This document discusses organizational culture and its key elements. It defines organizational culture as encompassing the shared values, behaviors, and environment within a business. Factors like size, technology, diversity, and history shape an organization's culture. There are four main types of culture: clan, adhocracy, market, and hierarchy. The document also examines differences in workplace cultures between person vs market orientations and task vs clan orientations. Finally, it discusses characteristics of organizational culture within a Philippine setting, noting values like titles/nicknames, hospitality, religion, and adaptability.

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Rodel Domingo
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74 views30 pages

Understanding Organizational Culture

This document discusses organizational culture and its key elements. It defines organizational culture as encompassing the shared values, behaviors, and environment within a business. Factors like size, technology, diversity, and history shape an organization's culture. There are four main types of culture: clan, adhocracy, market, and hierarchy. The document also examines differences in workplace cultures between person vs market orientations and task vs clan orientations. Finally, it discusses characteristics of organizational culture within a Philippine setting, noting values like titles/nicknames, hospitality, religion, and adaptability.

Uploaded by

Rodel Domingo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Organizational Culture

Figueroa, Erlyn P.
Fillon, Karl
Flora, Natalie
CONTENT
 ORGANIZATIONAL CULTURE (DEFINITION)
 FACTORS THAT SHAPE THE CULTURE IN A
ORGANIZATION
 4 WORKPLACE DIFFERENCES
 FOUR TYPES OF ORGANIZATIONAL CULTURE
(ROBERT QUINN & KIM CAMERON)
 ORGANIZATIONAL CULTURE IN PHILIPPINE
SETTING
ORGANIZATIONAL CULTURE
 Organizational culture encompasses values and
behaviors that contribute to the unique social
and psychological environment of a business.
 The organizational culture influences the way
people interact, the context within which
knowledge is created, the resistance they will
have towards certain changes, and ultimately
the way they share (or the way they do not
share) knowledge.
 Organizational culture represents the collective
values, beliefs and principles of organizational
members.
The factors that shape the
culture of the organization
1. SIZE
How large is
the
organisation -
in terms of
turnover,
physical size,
employee
numbers?
2. TECHNOLOGY
- How
technologically
advanced is the
organization -
either in terms of
its product, or its
productive
processes?
3. DIVERSITY
- How diverse is
the company -
either in terms of
product range,
geographical
spread or cultural
make-up of its
stakeholders?
4. AGE
How old is the
business or the
managers of the
business - do its
strategic level
decision makers
have experience
to draw upon?
5. HISTORY
What worked in
the past? Do
decision makers
have past
successes to
draw upon; are
they willing to
learn from their
mistakes?
6. OWNERSHIP/
LEADERSHIP

- Is the
organization
owned by a sole
trader? Are there
a small number
of institutional
shareholders or
are there large
numbers of small
shareholders?
WORKPLACE CULTURE
DIFFERENCES
1.PERSON
CULTURE &
MARKET
CULTURE
Person culture is a
culture in which each
individual is seen as
more valuable than
the organization
itself.
Market cultures are
results-oriented, with
a focus on
competition,
achievement, and
“getting the job
Adaptive Culture
& Adhocracy
Culture
Adaptive cultures
value change and are
action-oriented,
increasing the
likelihood of survival
through time .
Adhocracy cultures
are dynamic and
entrepreneurial, with
a focus on risk-
taking, innovation,
and doing things first
Power Culture,
Role Culture, &
Hierarchy Culture
Power cultures have one
leader who makes rapid
decisions and controls
the strategy. Role
cultures are where
functional structures are
created, where
individuals know their
jobs, Hierarchy cultures
are similar to role
cultures, in that they are
highly structured.
Task Culture &
Clan Culture

In a task culture,
teams are formed
with expert
members to solve
particular
problems, Clan
cultures are
family-like, with a
focus on
mentoring,
4 types of organizational culture
(ROBERT QUINN & KIM CAMERON)
4 TYPES OF ORGANIZATIONAL
CULTURE
 Clan oriented cultures are family-like, with a focus
on mentoring, nurturing, and “doing things together.”
 Adhocracy oriented cultures are dynamic and
entrepreneurial, with a focus on risk-taking,
innovation, and “doing things first.”
 Market oriented cultures are results oriented, with
a focus on competition, achievement, and “getting
the job done.”
 Hierarchy oriented cultures are structured and
controlled, with a focus on efficiency, stability and
“doing things right.”
Organizational culture of
Filipinos
Titles and nicknames
UNIQUE COMMUNICATION
STYLE
HOSPITALITY, WARMTH &
FRIENDLINESS
CO-WORKERS AS FAMILY
HARDWORKING
PAKIKISAMA
RELIGIOUS
PALAKASAN SYSTEM
MAMAYA NA SYNDROME
PALUSOT SYSTEM
ADAPTIVE
THANKYOU

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