Quiz 15: Conflict and Negotiation
The following are the key dimensions of culture using Hofstede's national culture model- • Power distance ; in this the people in the organization belonging to specific culture unequally perceives existence of power relationship like superior-subordinate, senior-junior etc. affecting the culture of the organization. • Individualism ; in this the employees in the organization no matter how attractive and cohesive towards each other are but still keep their individualistic aims as priority infront of the organizational goals. • Masculinity ; in this the organization's culture expects heroic performance, achievement and assertiveness from its employees creating a pressure for excellent delivery of assigned duties. • Uncertainty avoidance index ; in this when people are faced with uncertainty and risky work environment in an organization, they are likely to change jobs to avoid the risk that lies in the future. • Long-term orientation ; in this the employees in the organization get prepare for future success and for achieving that they are ready to sacrifice smaller successes and gratifications that are likely to provide them with instant growth and success.
The following are the key dimensions of organizational culture using Schein's definition- • Artifacts and Behaviors ; this stands for the tangible features that exist in an organization explaining the kind of culture that exists there. It includes the type of furniture, architecture, dress, accessories, etc. providing an idea of an organization culture. • Values ; this stands for the values that employees posses by being a part of the organization and also showcases the same towards the external entities of the organization. • Assumptions ; this stands for the actions and ideas that are deeply embedded in an organization which are usually unconscious and constitute a culture that could be assumed and recognized without speaking about it.
The following are the key factors shaping and organization culture - • Leadership principles ; an organization mostly receives its culture from the top most leaders positioned at superior managerial positions. This is because the kind of attitude, behavior, and nature the leaders come alongwith forms an organization culture. • Nature of the business ; the type work and business an organization performs forms its culture in that way. If an organization is fast and furious then the work culture depicts the same, but if the organization is slow-paced then it gets embedded in the company's working style. • Company values, policies and work processes ; the values, policies, work processes of an organization also act as one of the major factors of forming an organization culture. The discipline, obedience, and work approach followed by an organization creates its culture. • Clients and external parties ; the kind of customers, clients and stakeholders the company has to deal with affects the formation of its culture. If the customers and external parties like government and economic and political conditions are conducive for the organization and its business, then this makes the organization culture positive for them. • Recruitment and selection ; the type of employees an organization recruits and selects also affects the formation of its culture. The employees hailing from different backgrounds and upbringing are likely to bring different work approaches in the organization affecting its culture.