Ethics as Organization Culture Part III Geoffrey G. Bell, PhD, CA University of Minnesota Duluth November 2003

Informal cultural systems Organizational culture is kept alive informally and symbolically through informal norms, heroes, rituals, myths, and stories. Information is carried over informal communication channels. These information channels and the messages they carry tell employees what “really matters.”

Norms – what are they? Norms are standards of behavior that are accepted as appropriate by members of a group. Norms can support either ethical or unethical behavior. Formal rules may be inconsistent with organizational norms.

Heroes and role models Heroes personify the organization’s values. Heroes set standards of performance by modeling certain behaviors. Heroes may or may not be formal organizational leaders.

Organizational rituals Rituals are a way of communicating culture in a tangible way. E.g. – commencement ceremonies at the JMSB for PhD candidates.

Myths and stories People tell stories to give meaning to their world. This is an important way of communicating organizational culture. E.g., PhD data

Changing culture Changing organizational culture is harder than developing it de novo.  E.g., Winnipeg furniture company buying old line furniture plant in North Carolina – “Who are these country bumpkins anyway?” In new organizations, workers may be open to learning and accepting new culture.  E.g., GM & Saturn – “A different kind of company – a different kind of car.” Hard to change individual elements of culture because of tight linkages.