Importance of Organisational Culture
• Organisational culture is the personality of the organisation
• It links to the organisation’s identity, its reputation, and its aspirations
• Organisational culture determines the feel of the organisation
• “the way we do things around here”
• Organisational culture can be a ‘core competency’
Department of Management and Marketing

• The set of values that helps an organisation’s employees understand what it stands for; how it does things and what it considers important.
• A system of shared meanings held by members that
distinguishes the organisation from other organisations
• Remember (culture can be a core competency)
• Social capital
Department of Management and Marketing

( = something your business does better than others ) core competency
(unique to bsns)
Competitive advantage frontier
Threshold competencies
(all in industry do this)
An industry Outside the industry

•
 Beliefs and values of organisations founder/ owner
Can be a major influence in how organisational culture is created.
•
 Societal norms of the firm’s native or host country
Here the society influences culture of the organisation. In a global organisation the culture in each location may be different.
Department of Management and Marketing

Dimensions of Organisational Culture
• The following dimensions are part of an organisation’s culture:
 Innovation and risk taking
 Attention to detail as in being precise
 Outcome /results or process orientation
 People orientation and its impact on people
 team / individuals orientation
 Aggressiveness / competitive or easygoing
 Stability or change & growth
Department of Management and Marketing

• 1.
• Find a quote and an image that represent something about the culture of a business.
• Put together on one ppt slide.
• 2.
• Find an example of a business with a recognisable culture.
• Create one ppt slide to show this.

• Upload your slides to this googleslides presentation.
• https://docs.google.com/presentation/d/1FKJ5nSsNPmqlnQQgGvPH
HeROio6tzvFciki4wAL8mVM/edit?usp=sharing

• https://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_f orget_the_pecking_order_at_work
• Fika = collective restoration

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• This encourages minority groups to apply to the organisation because it values diversity.
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• Use the knowledge of all groups to develop the organisation’s behavioural norms, values and policies.
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• Select a group of leaders-supervisors, middle managers, and team leaders with a cultural mix.
Department of Management and Marketing

Leadership Initiatives for Cultural Diversity
• Developing a Multicultural Organisation
• Hold managers accountable for achieving diversity
• Establish minority recruitment, retention, and mentoring programs
• Conduct diversity training
• Conduct cross-cultural training
• Encourage the development of employee networks
• Avoid group characteristics when hiring for person-organization fit
• Modify products and services for targeted demographic groups
• Attain diversity among organizational leaders
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• Advantages of high levels of diversity
• Reduction of turnover and absenteeism costs (inclusiveness improves ‘belonging’).
• A marketing advantage (business/product brand)
• Recruitment and retaining talented People (employment brand)
• Unlocks potential for excellence
• Improves creativity (diversity linked to creativity(?))
Department of Management and Marketing

• Interpersonal skills/being sociable
• Linguistic ability
• Motivation to live and work abroad
• Ability to tolerate and cope with uncertainty
• Able to show respect
• Showing empathy
Department of Management and Marketing