1. DECIPHERING CULTURE & CULTURE TYPOLOGIES

2. DECIPHERING CULTURE

3. WHY DECIPHER CULTURE? Pure research;
Helping an organization come to terms with its own culture because of change initiatives

4. HOW TO DECIPHER CULTURE?

5. ORGANIZATIONAL CULTURE ASSUMPTIONS, VALUES, AND ARTIFACTS
Stories/legends.
Rituals/ceremonies.
Organizational language.
Physical structure/décor.
Visible
Shared Values
Conscious beliefs.
Evaluate what is good
or bad, right or wrong.
Invisible
Learning Objective 1: Describe the elements of organizational culture.
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Shared assumptions
Unconscious,
taken-for-granted
perceptions or beliefs.
Mental models of ideals.

6. Deciphering an Organization’s Culture
Artifacts: The observable symbols and signals of an organization’s culture.
Some experts suggest that artifacts are the essence of corporate culture, whereas others view artifacts as symbols or indicators of culture.
Discovering an organization’s culture is much like an anthropological investigation of a new society.
It involves observing workplace behavior, listening to unique language in everyday conversations, studying written documents, and interviewing staff about corporate stories.
Learning Objective 3: List four categories of artifacts through which corporate culture is deciphered.
See Text Page: 236

7. Organizational Stories and Legends
Stories and legends about past corporate incidents serve as a powerful social prescriptions of the way things should (or should not) be done.
They also provide human realism to corporate expectations, individual performance standards, and assumptions about ideal behaviors and decisions.
Stories are important artifacts because they personalize the culture and generate emotions that help people remember lessons within these stories.
Learning Objective 3: List four categories of artifacts through which corporate culture is deciphered.
See Text Page: 237

8. RITUALS AND CEREMONIES
Rituals: The programmed routines of daily organizational life that dramatize the organization’s culture.
They include how visitors are greeted, how often senior executives visit subordinates, how people communicate with each other, and so on.
Ceremonies: Planned activities conducted specifically for the benefit of an audience.
Ceremonies are more formal artifacts than rituals.
Learning Objective 3: List four categories of artifacts through which corporate culture is deciphered.
See Text Page: 237

9. Physical Structures and Decor
The size, shape, location, and age of building might suggest the company’s emphasis on teamwork, environmental friendliness, flexibility, or any other set of values.
Even if a building doesn’t make much of a statement, there is a treasure trove of physical artifacts inside.
Desks, chairs, office space, and wall hangings (or lack of them) are just a few of the items that might convey cultural meaning.
Each of these artifacts alone might not say much, but enough of them together make the company’s culture easier to decipher.
Learning Objective 3: List four categories of artifacts through which corporate culture is deciphered.
See Text Page: 238

10. TYPOLOGIES

11. WHY TYPOLOGIES?
It helps make sense and provide some order out of the observed phenomena;
It helps to define what may be the underlying structure in the phenomena by building a theory of how things work;
It enables us to predict to some degree how other phenomena that may not yet have been observed are going to look.

12. DIMENSIONS IN CULTURAL TYPOLOGIES
The basic relationship between the individual and the organization can be thought of as the most fundamental dimension around which to build typology
DIMENSIONS IN CULTURAL TYPOLOGIES

13. CULTURE TYPOLOGY 1: Deal & Kennedy (1982)

14. CULTURE TYPOLOGY 2: Goffee & Jones (2005)
Sociability:
The level of warmth and friendliness among employees
Solidarity:
The degrees to which employees bond with their employer

15. CULTURE TYPOLOGY 4: Handy (1982)
Role
Culture
Task
Culture
Club
Culture
Existensial
Culture

16. CULTURE TYPOLOGY 5: Trompenaars (1993)