1 / 15

Understanding Organizational Culture and Social Systems

Explore the concept of social systems and culture within organizations, including topics such as social equilibrium, functional and dysfunctional effects of change, role and role conflict, types of role conflict, status and status symbols, and organizational culture. Learn how cultural change can occur through cultural revolution or cultural evolution, and how dominant cultures and subcultures shape organizations. Discover the steps involved in creating an organizational culture and the factors that shape it.

callaghan
Télécharger la présentation

Understanding Organizational Culture and Social Systems

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter 2 ORGANIZATION AS A SOCIAL SYSTEM AND CULTURE

  2. SOCIAL SYSTEM • A complex set of human relationships interacting in many ways (Newstrom and Davis, 2002)

  3. MAJOR IDEAS OF A SOCIAL SYSTEM • SOCIAL EQUILIBRIUM • A situation in which all interdependent subsystems in an organization are in a dynamic working balance. • FUNCTIONAL AND DYSFUNCTIONAL EFFECTS OF CHANGE • Situations where changes result in favourable or unfavourable outcome for the organization.

  4. MAJOR IDEAS OF A SOCIAL SYSTEM • PSYCHOLOGICAL AND ECONOMIC CONTRACTS • It is an automatic and unconscious contract/agreement made between the employer and employee on what to give and what to expect from each other.

  5. ROLE AND ROLE CONFLICT • ROLE • A prescribed or expected behaviourassociated with a particular position or status in a group or organization. • ROLE CONFLICT • A situation in which an individual is confronted with divergent role expectations.

  6. TYPES OF ROLE CONFLICT • INTRA-SENDER ROLE CONFLICT • INTER-SENDER ROLE CONFLICT • INTER-ROLE CONFLICT • PERSON-ROLE CONFLICT • ROLE OVERLOAD • ROLE AMBIGUITY

  7. TYPES OF ROLE CONFLICT • INTRA-SENDER ROLE CONFLICT • Occurs when a person is expected to perform roles which are inconsistent to one another. • INTER-SENDER ROLE CONFLICT • Happens when someone expects a role holder to perform a role that is incongruent with a role expected by other person. • INTER-ROLE CONFLICT • The roles expected of a person are in conflict with the other roles that a person holds.

  8. TYPES OF ROLE CONFLICT • PERSON-ROLE CONFLICT • A role that contradicts or violates the role holder’s attitudes, values, beliefs and behaviour. • ROLE OVERLOAD • Roles that are unmanageable, where there is not enough time for a person to perform the expected roles. • ROLE AMBIGUITY • Role holder lacks sufficient information in performing the role.

  9. STATUS AND STATUS SYMBOLS • STATUS • A social rank of a person in a group. • The position of an individual in relation to another or others, especially in regard to social or professional standing. • STATUS SYMBOLS • The visible, external things that attach to a person or workplace and serve as evidence of social rank.

  10. ORGANIZATIONAL CULTURE • A system of shared meaning held by members that distinguishes the organization from other organizations (Robbins and Judge, 2009).

  11. CULTURAL CHANGE Two ways of cultural change: • CULTURAL REVOLUTION • A situation where cultures change drastically and dramatically, resulting in cultural shocks and high levels of stress among employees. • CULTURAL EVOLUTION • A cultural change that happens slowly and gradually, leading to low levels of stress among employees because employees are more prepared for the change.

  12. TYPES OF ORGANIZATIONAL CULTURE • DOMINANT CULTURE • Dominant cultures are the core values that are shared by everyone in an organization. • SUBCULTURES • Subcultures develop to reflect common problems, situations or consequences that are faced by members in a department. It however will include the core values of the organization.

  13. STEPS IN CREATING AN ORGANIZATIONAL CULTURE • Formulate Strategic Values • Develop Cultural Values • Create Vision • Initiate Implementation Strategies • Reinforce Cultural Behaviours

  14. FACTORS SHAPING ORGANIZATIONAL CULTURE • Characteristics of People within the Organization • Nature of Employment Relationship • Design of Organizational Structure • Organizational Ethics

More Related