企业招聘需求情况调查表(博士后青年.ppt

Chapter 6Organizational Culture and Organizational ChangeThis Multimedia product and its contents are protected under copyright law.The following are prohibited by law:Any public performance or display,including transmission of any image over a network;Preparation of any derivative work,including the extraction,in whole or in part,of any images;Any rental,lease,or lending of the program.1Human Resources DevelopmentOne can act through two theoretical approaches:Classical Organizational or Traditional BureaucraticHelps organize and manage the organization,but will not help motivate staff.Human Resources Development Taps the higher order motivational needs of the people in the organization.2Human Resources DevelopmentpHRD is concerned with how leaders structure the work environment to socialize individuals to the organization.This affects how individuals develop perceptions,values,and beliefs concerning the organization and what influence these inner states have on behavior.pThis is the realm of organizational climate and organizational culture.pImportant individuals in the development of the field:Kurt Lewin,Philip Selznick,Marshall Meyer,Andrew Haplin,Don Croft,and Michael Rutter.3Defining and Describing Organizational Culture and ClimatepDifferent schools have distinct personalities due to the particular social system of each school.pThis social system has a CLIMATE that is defined as the“characteristics of the total environments in a school building.pRenato Tagiuris model identifies four elements that comprise climate.4Defining and Describing Organizational Culture and Climate(continued)pTagiuiris Model is composed of four dimensions:nEcology.nMilieu.nSocial System(Organization).nCulture.pSee Figures 6.1 through 6.55Research on Organizational Culture pTheory Z:William OuchinOuchi compared Japanese and U.S.management practices.nHe applied Japanese practices in the U.S.and,using McGregors concept of Theory X and Y,called it Theory Z.nTheory Z accepts the concepts of human resources development.6Research on Organizational Culture(continued)In Search of Excellence by Tom Peters Research showed that successful organizations,including schools,had a consistent theme:“the power of values and culture in these corporations rather than procedures and control systems,provides the glue that holds them together,stimulates commitment to a common mission,and galvanizes the creativity and energy of their participants.7Organizational Culture and Climate Compared and ContrastedCulture“refers to the behavioral norms,assumptions,and beliefs of an organization.“the way things are done around here.Climate“refers to perceptions of persons in the organization that reflect those norms,assumptions,and beliefs.8Organizational Culture and Climate Compared and Contrasted(continued)pScheins Model of Levels of Culture describes culture as:nA body of solutions to problems that is believed to be the correct method for perceiving&thinking about problems.nThese solutions become assumptions about reality,truth,human relations,etc.nThese assumptions become internalized and operate as a set of unconscious assumptions taken for granted.pThese assumptions are manifest by artifacts and values that can be studied through qualitative methods.pSee Figure 6.6 for a depiction of Scheins model.9How Organizational Culture is CreatedpCulture is developed over time from:nAn organizations history,composed of traditions and rituals that are passed to succeeding generations.pStories of heroes and heroines are important.nValues and beliefs that are embodied in the traditions and rituals.nBehavioral norms that result(e.g.,bell schedules,7-period day).10How Organizational Culture is Created(continued)Organizational culture has a powerful impact on climate:Rosabeth Moss Kanters study of successful U.S.corporations.High performers have a“culture of pride.This is found in organizations that are integrative.This culture fosters a climate of success.11How Organizational Culture is Created(continued)pSubunits within an organization may have cultures of their own resulting in multiple cultures.nTheory X administrators believe this conflicts with their authority.nTheory Y administrators accept them as natural.12How Organizational Climate is CreatedpOrganizational climate is created by the dynamic interaction of:nEcologynMilieunOrganizational StructurenCulturepWith perhaps culture being the most powerful determinant.pRoots of organizational culture are in Kurt Lewins work:B=f(p x e).Example of the Carnegie Unit of Instruction impact on schools.13How Organizational Climate is Created(continued)pBehavioral Settings:the complex physical and psychological environment of the organization in which individuals interact.pExamples:nRoger Barker and Paul GumpnLeonard BairdnSeymour SarasonnJames B.ConantnSeymour Sarason14How Organizational Climate is Created(continued)pInteraction-Influence System is the central concept in Organizational Behavior.nThe structure and processes of interactions among individuals is the interaction-influence system.pInteraction-Influence System includes:nCommunication,motivation,leadership goals setting,decisions making,coordination,control and evaluation.pHow these work in a school influence and shape behavior.pDescribing organizations,therefore,is describing the interaction-influence system.15Relationship Between Organizational Culture and Organizational EffectivenesspRensis Likerts analysis led him to conclude that there are causal variables under a leaders control that affect climate and organization performance:nOrganization structure:bureaucratic or flexible.nLeadership style:authoritative or democratic.nPhilosophy of operation:consensus decision making or not.pThe choices leaders makes are critical to determining the nature of the management system in the organization.That is,Likerts System 1,2,3,or 4.16Relationship Between Organizational Culture and Organizational Effectiveness (continued)pThe Problem of Measuring School EffectivenessnIdentifying independent and dependent variables.nStudies bypWilbur BrookoverpChristopher JenckspJoyce EpsteinpRudolf MoospFindings from these type studies support the notion that many variables that can positively affect such outcomes as achievement and motivation of students are in control of leaders and teachers.17Describing and Assessing ClimatepMany instruments exist to measure school climate:nThe OCDQ by Halpin and Croft is used to describe Open and Closed school climates:pPerceptions of teachers:Intimacy,Disengagement,Espirit,Hindrance.pPerceptions of the principal:Thrust,Consideration,Aloofness,Production Emphasis.nThe OCI by George Stern and Carl SteinhoffpSix factors:Intellectual Climate,Achievement Standards,Personal Dignity(Supportiveness),Organizational Effectiveness,Orderliness,Impulse Control.18Four Management SystemspEach of Likerts four management systems have identifiable organizational climates:nSystem 1:Exploitive-Authoritarian.nSystem 2:Benevolent Authoritative.nSystem 3:Consultative.nSystem 4:Participative Group.pGood communication requires effective use of the Linking-Pin concept.19