Managing Organizational Culture

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- Sticking to what the orgz does best & maintaining control over core activities

Adaptive organizations focus on how to operate

- Establishing an organizational design that will motivate employees to perform their best

- Compare with inert cultures, adaptive culture are more likely

- to survive in a changing environment

- besides displaying a higher performance

- norms & values of organizational culture can cause decision making bias

- resulting in managers misperceiving the reality of situations faced

Visible behavior

( the behavior can see & feel)

Adaptive

Unadaptive

- Manager pay close attention to all constituencies, especially customers

- Changes are initiated when needed for legitimate interest, even if it entails taking some risks.

- Managers typically behave somewhat politically & bureaucratically

- Thus, they do not changes strategies quickly / take advantage of changes in their business environments

Expressed values

( the values they involve)

- Managers care deeply about customers, shareholders & employees

- They strongly value people & processes that create useful changes

- Managers care about themselves, their immediate work group/ products, & technology associated with the work group

- They strongly value a systematic, risk-reducing management process to leadership initiatives

9.5 Success Factors in Culture Change

- 4 steps involved in the process of changing culture:-

Evaluate

- Determine the case for culture change

Envision

- Change team designs the target culture which is needed to drive the organization to achieve its vision

Empower

- Change plan is implemented

Excel

- To make sure that the culture change is sustained, it is important to ensure the continuous commitment of senor mgmt. & sustained change efforts

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CHAPTER 10: DEVELOPING HIGH PERFORMANCE GROUPS & TEAMS

10.2 Definition of Groups & Teams

Group

- Normally defined as two or more individuals who interact with one another

Team

- Group of interdependent individuals with share commitments to accomplish a common goals / purpose

10.4 Types of Groups & Teams

Group

- Formal work group

- A group developed by managers to help an organization achieve its goals

- Informal work group

- Emerge naturally to take care of people’s desire for friendship & companionship

Team

- Various type of teams:-

Permanent teams

- Perform on a permanent basis

- Not dissolved once the task is accomplished

- Example: HR team, operation team & administration team

Temporary teams

- Formed for a shorter duration to assist permanent teams

- Work when permanent team members are busy with other projects

- Tend to lose their importance, once the task is accomplished

Task forces

- Formed for a special purpose, such as

- To work on a specific project

- Find a solution to a critical problem

- Formal work group consisting of people who work intensely together for a common group goal

Committees

- Formed to work on a particular assignment either permanently / temporarily basis

- Individuals with common interests, more / less from the same background, skills & abilities will meet together on a common platform

- To form a committee & work on a given matter

- Example: Cultural event

Work forces

- Formed in organizations where team members work together under the expert guidance of a leader

- A leader / a supervisor is generally appointed among the members of the work force

Self-managed teams

- Teams consists of individuals who work together again for a common purposes but without the supervision of any leader

Cross functional teams

- Consists of individuals from different areas who come & work together for a common objective

Virtual teams

- A team in which its