Organisational Behavior Unit Number: 12

Organization culture

• The study of organisational behaviour,
• How things are done around organization,

• is to   view   of   a   group’s  general          reaction  to

Organizational culture is the set of shared understandings and assumptions the members of an organization have about what the organization is (beliefs), how it ought to be (values: shared beliefs about what the organization stands for), and how organizational members should behave

Organizational culture is the set of shared understandings and assumptions the members of an organization have about what the organization is (beliefs), how it ought to be (values: shared beliefs about what the organization       stands       for),       and      how

organizational      members                               should                               behave

Types of organization culture

• Power Culture which concentrates power among a Power and influence spread out from a central figure or group. Power desires from the top person and personal relationships with that individual matters more than any formal title of position.
• Role Culture, people have clearly delegated authorities within a highly defined structure. Typically, these organizations form hierarchical Power derives from a person’s position and little scope exists for expert power 5
• Task Culture, teams are formed to solve particular problems. Power derives from expertise as long as a team requires
• Person Culture exists where all individuals believe themselves superior to the Survival can become difficult for such organizations, since the concept of an organization suggests that a group of like- minded individuals pursue the organizational goals.

Cultural Differences

 different ways of looking at things

• different ways of dressing
• different ways of expressing personality/goodness

Cultural differences

• Cultural differences are the various beliefs, behaviours, languages, practices and expressions considered unique to members of a specific ethnicity, race or national origin. Some examples of cultural differences as they pertain to the workplace include employees who are younger or older than their co-workers, employees who hold higher degrees than others in the workplace and individuals who grew up in either metropolitan areas or small.

It    is    said    that    employees      often       have  more

similarities than they do differences, but those differences can sometimes outweigh the similarities. While these various differences can create a more vibrant office, they can also lead to more than a few problems resulting from culture clash.

Importance of cultural differences in business.

What is the necessity of understanding cultural differences ….??

Hofstede’s dimensions of culture theory and application.

The original theory that Hofstede proposed talked of four dimensions, namely power distance, uncertainty avoidance, individualism vs. collectivism and masculinity vs. femininity. Later Hofstede included a fifth and sixth dimension, known as long-term vs. short-term orientation and indulgence vs. self-restraint,

Hofstede’s dimensions of culture theory and application.

The original theory that Hofstede proposed talked of four dimensions, namely power distance, uncertainty avoidance, individualism vs. collectivism and masculinity vs. femininity. Later Hofstede included a fifth and sixth dimension, known as long-term vs. short-term orientation and indulgence vs. self-restraint,

Brief overview of the six cultural dimensions

• Power Distance: This dimension explains the extent to which members who are less powerful in a society accept and also expect that the distribution of power takes place
• Uncertainty Avoidance: It is a dimension that describes the extent to which people in society are not at ease with ambiguity and
• Individualism vs. Collectivism: The focus of this dimension is on the question regarding whether people have a preference for being left alone to look after themselves or want to remain in a closely joined
• Masculinity vs. Femininity: Masculinity implies a society’s preference for confidence, boldness, achievement and material reward for attaining On the contrary, femininity represents a preference for shyness, cooperation, quality of life and caring for the weak.
• Long-Term Short-Term Orientation: Long- term orientation describes the inclination of a society toward searching for virtue. Short-term orientation pertains to those societies that are strongly inclined toward the establishment of  the absolute truth.

Indulgence vs. Restraint: This revolves around the degree to which societies can exercise control over their impulses and desires.

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