企业文化(英文).pptVIP

Prentice Hall, 2001 Chapter 17 Organizational Culture What Is Institutionalization? A system of shared meaning held by members that distinguishes the organization from other organizations. Innovation and risk taking Attention to detail Outcome orientation People orientation Team orientation Aggressiveness Stability Do Organizations Have Uniform Cultures? Organizational Culture Defining boundaries Conveying identity Promoting commitment Controlling behavior Impeding change Inhibiting diversity Blocking mergers Blocking acquisitions How OrganizationalCultures Form How Organizational Structure Impacts Performance and Satisfaction The stories which circulate through most organizations typically contain the following: a narrative of events about the organization’s founders, rule breaking, rags-to-riches successes, reductions in the work force, relocation of employees, reactions to past mistakes, and organizational coping. These stories anchor the present to the past and explain and legitimize current practices. Repetitive sequences of activities (rituals) express the key values of the organization, reinforce the goals that are most important, and identify the people who are either important or expendable. The following are examples of material symbols: an organization’s facilities, types of executive vehicles, the size of offices, the elegance of furnishings, executive perks, employee lounges, on-site dining facilities, and reserved parking spaces. Organizational units use language as a way to identify members of a culture or a subculture. Organizations, over time, develop jargon, unique terms to describe equipment, offices, key personnel, suppliers, customers, or products related to their business. By learning this language, members attest to their acceptance of the culture and, in so doing, help to preserve it. Recent research by Goffe and Jones has identified four distinct cultural types. Networked cultures are high on sociability and low on solidarity. Members