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Trans Cultural Human Values

The document discusses organizational culture and its management. It defines organizational culture as the shared attitudes, perceptions, and fundamental norms and values in an organization. It lists the functions of organizational culture as providing identity, facilitating commitment, shaping behavior, and more. It discusses the levels, dimensions, and approaches to understanding cultural diversity. It explains managing organizational culture through top management philosophy and processes like selection criteria and socialization.

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ARPIT TIRKEY
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120 views19 pages

Trans Cultural Human Values

The document discusses organizational culture and its management. It defines organizational culture as the shared attitudes, perceptions, and fundamental norms and values in an organization. It lists the functions of organizational culture as providing identity, facilitating commitment, shaping behavior, and more. It discusses the levels, dimensions, and approaches to understanding cultural diversity. It explains managing organizational culture through top management philosophy and processes like selection criteria and socialization.

Uploaded by

ARPIT TIRKEY
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

TRANSCULTURAL VALUES IN

MANAGEMENT EDUCATION
UNIT OBJECTIVES

• Define and list the functions of organizational


culture
• Understand the various levels, dimensions and
approaches to corporate culture
• Explain the management of organizational culture
• Identify the various types of organizational culture
• Comprehend the approaches to understand cultural
diversity
Definition

• The shared attitude and perceptions in an organization


that are based on a set of fundamental norms and
values and help members understand the organization.
Culture is environment specific in nature
The organizational culture is informal in nature
and relates to share the ways of living
It is a common binding factor in the organization
Organizational culture helps develop
professionalism among its employees
A strong value system is the corner stone of the
organizational culture. It promotes standardization
in various systems and sub-systems, which reduce
role conflict to a great extent.
Organization culture promotes equality and work
culture.
Functions of Organizational Culture

Provides organizational identity


Facilitates collective commitment
Promotes systems stability
Shapes behavior by helping members make sense of
their surroundings
Provides a boundary
Directs behavior
Levels of Culture
Managing Organizational Culture

Top
Management

Philosophy of Organization
Selection
organization's al Culture
Criteria
Management

Socialization
Dimensions of Corporate Culture
Orientation to Environment (Context)
Orientation to collectivism and individualism
Orientation based on sex differences
Power Distance Orientation
 Expressive (profound emotional & verbal expressions)
 Conversing (conserving traditions)
 Assertive (accomplishing tasks through the use of talent
etc.)
 Expanding (sustain and increase growth)
Additional points of Organizational Culture
Carryout job analysis periodically
Encourage an individual in public for a good work
done
Clearly define the job requirements
Celebrate festivals that the employees greatly value
Publicize stories and encourage hero worship
Organize social functions
Show concerns towards all employees
Lay down a promotion policy; create a healthy and
competitive work environment
Ensure quality work life (QWL)
Cultural Dimensions and Management

Power
Androgynous
Contextualism
Fatalism Vs Scientism
Time
Approaches to understanding cultural diversity

Halls and Halls Cross Culture Classification


 High Context culture
 Low context culture

Hofstede’s six key dimensions of cultural diversity


 Process-oriented vs. result oriented
 Job-oriented vs. employee-oriented

 Closed vs open

 Parochial vs professional

 Tight Control vs. loose control

 Normative vs. pragmatic


High Context Vs. Low Context Culture
Oriented
Job Oriented Vs. Employee
Oriented
Closed Vs. Open
Parochial Vs Professional
Tight Control Vs. Loose Control
Normative Vs. Pragmatic
Factors influencing development of
culture
History
Primary function and technology
Goals and objectives
Size
Location
Management and staffing
The environment

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