组织行为学(英文版)第12章

weipingChapter12OrganizationalcultureInstructor:WeiPing(Elizabethwei)Department:BusinessAdministrationRequiredTextbook:EssentialsofOrganizationalBehavior”10thedition.byStephenP.RobbinsweipingChapter12OrganizationalculturePart1OverviewoforganizationalculturePart2CreatingandsustainingcultureweipingPart1OverviewoforganizationalcultureDefiningorganizationalcultureReferstoasystemoforganizationalvaluesheldbymembersthatdistinguishestheorganizationfromotherorganizations.weipingStabilityAggressivenessAttentiontoDetailOutcomeOrientationPeopleOrientationTeamOrientationInnovationandrisktakingCharacteristicsofOrganizationalCultureweipingDoOrganizationsHaveUniformCultures?Adominantcultureexpressesthecorevaluesthataresharedbyamajorityoftheorganization’smembersSubculturestendtodevelopinlargeorganizationstoreflectcommonproblems,situations,orexperiencesthatmembersfaceweipingStrongvs.WeakCulturesAstrongcultureischaracterizedbytheorganization’scorevaluesbeingbothintenselyheldandwidelysharedAweakcultureischaracterizedbyvagueness,ambiguity,and/orinconsistenciesweipingCulture’sFunctionsBoundary-definingroleConveysasenseofidentityFacilitatesthegenerationofcommitmentEnhancessocialsystemstabilitySense-makingandcontrolmechanismweipingPart2CreatingandsustainingcultureHowaCultureBeginsUltimatesourceofanorganization’scultureisitsfoundersKeepingaCultureAliveSelectionTopManagementSocializationweipingASocializationModelweipingHowCulturesFormweipingHowEmployeesLearnCultureHowEmployeesLearnCultureLanguageMaterialSymbolsRitualsStoriesweipingManagingCulturalChangeCulturalchangeismostlikelytotakewhenthefollowingconditionsexist-DramaticcrisisexistsoriscreatedTurnoverinleadershipYoungandsmallorganizationWeakculture