INTRODUCTION

BEHIND THE SCENE!

The creator of this blog:

                         IZYAN                         

Hi!

Im Izyan!

I'm very detailed in everything 

i do & always give the best for 

my team. 

                         IZZATI                         

Hello!

Im Izzati!

I am the motivator. I always 

motivate my team to never give up 

and push them to give their best! 

                          LALA                         

大家好!

Im Lala!

I am more to creative side. 

I'm passionate about anything 

related to arts and 

design. 

                          IKA                           

Bonjour!

 Im Ika!

I am a responsible person. I 

always make sure that my team and 

i finish the work in a great 

condition.

ORGANIZATIONAL CULTURE

Definition:

The values and behaviors that contribute to the unique social and psychological environment of an organization. Organizational culture includes an organization's:

• Expectations
• Experiences
• Philosophy
• Values 

     that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. 

===> It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid.

Also called corporate culture, it is shown:

(i) The ways the organization conducts its business, treats its employees, customers, and the wider community.
(ii) The extent to which freedom is allowed in decision making, developing new ideas, and personal expression.
(iii) How power and information flow through its hierarchy.
(iv) How committed employees are towards collective objectives.

It affects :

- Organization's productivity and performance

- Provides guidelines on customer care and service

- Product quality and safety

- Attendance and punctuality

- Concern for the environment

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Factors and elements:

Gerry Johnson (1988) described a cultural web, identifying a number of elements that can be used to describe or influence organizational culture:

• The paradigm

          What the organization is about, what it does, its mission, its values.

• Control systems

          The processes in place to monitor what is going on. Role cultures would have vast rule books. There would be more reliance on individualism in a power culture.

• Organizational structures

          Reporting lines, hierarchies, and the way that work flows through the business.

• Power structures

          Who makes the decisions, how widely spread is power, and on what is power based?

• Symbols

          These include organizational logos and designs, but also extend to symbols of power such as parking spaces and executive washrooms.

• Rituals and routines

          Management meetings, board reports and so on may become more habitual than necessary.

• Stories and myths

          Build up about people and events, and convey a message about what is valued within the organization.

These elements may overlap. Power structures may depend on control systems, which may exploit the very rituals that generate stories which may not be true.

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According to SCHEIN (1992):

2 main reasons why cultures develop in organizations is due to....

external adaptation & internal integration

External adaptation 
===> Reflects an evolutionary approach to organizational culture and suggests that cultures develop and persist because they help an organization to survive and flourish.
===> If the culture is valuable, then it holds the potential for generating sustained competitive advantages.

internal integration 
===> Is an important function since social structures are required for organizations to exist.
===> Organizational practices are learned through socialization at the workplace. Work environments reinforce culture on a daily basis by encouraging employees to exercise cultural values. 

Organizational culture is shaped by multiple factors

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ll

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V

External environment

Industry

Size and nature of the organization’s workforce

Technologies the organization uses

The organization’s history and ownership

THE THEORIES IN ORGANIZATION CULTURE

THEORY 

IN

ORGANIZATIONAL CULTURE

Sir Ilham had assign us to come out with 2 different theories according to the title that we had chose. 

After went through discussion and so on, we decided to chose Theory Z by, William G. Ouchi and Theory Taylor by, Frederick Winston Taylor.

So, this is the outcome:

Diagram 1.0 shows the differences between Theory Z and Theory Taylor

Theory Z