3.ORGANISATIONAL CULTURE PROFILE DIMENSION AND CHARACTERISTICS

KEY DIMENSION OF ORGANIZATIONAL CULTURE

                   A General Assumption is that employees should have the same basic 

values as the companies for which they work.

LEARNING OUTCOME:

Discuss seven dimensions of culture in the organizational culture profile.

Understanding a set of values that might be used to describe an organization’s culture helps us identify, measure, and manage that culture more effectively. One framework that provides insight into the different types of organizational culture is the seven-dimension Organizational Culture Profile (OCP). The OCP is an instrument initially developed by consultants Charles A. O’Reilly III, Jennifer Chatman, and David F. Caldwell to assess person-organization fit. In theory, employees should have the same basic cultural assumptions and values as the company for which they work.

According to the OCP, every corporation can be described as one of the following:

Adapted from information in O’Reilly, C. A., III, Chatman, J. A., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487–516.

Detail-oriented

Not surprisingly, detail-oriented companies are all about meticulous attention to details. These companies tend to be in customer-oriented industries in which such precision is valued. For example, in HNB are dedicated to providing customers with exactly the service they prefer, and they keep records on each customers experiences, preferences, and expectations. Employees working for satisfying and fulfilling must have an eye for detail and thrive on keeping meticulous records.

An another example for another organization is also there

                                            Remember that, in the end, culture is really about people.

                                                           Chris Jones – Culture in the UK – CC BY-NC 2.0.

Organizations with a detail-oriented culture are characterized in the OCP framework as emphasizing precision and paying attention to details. Such a culture gives a competitive advantage to companies in the hospitality industry by helping them differentiate themselves from others. For example, Four Seasons and Ritz Carlton are among hotels who keep records of all customer requests such as which newspaper the guest prefers or what type of pillow the customer uses. This information is put into a computer system and used to provide better service to returning customers. Any requests hotel employees receive, as well as overhear, might be entered into the database to serve customers better.

Innovative

Individuals who want opportunities to invent new products or services should consider working for companies such as Hatton National Bank-PLC. These companies not only encourage innovation but give employees company time to work on their own projects. This approach can result in a wide range of exciting new products developed by the employees working on their own.

Aggressive

Although some companies value cooperation, others value aggressive competition. In Every organization, has been willing to make enemies in order to survive and thrive. Stratasys expanded rapidly through growth, takeovers, and mergers to gain a dominant position in the 3D printer industry. Sometimes, Stratasys’ aggressive approach has gotten the company into legal battles—but the company has continued to perform well.

Companies with aggressive cultures value competitiveness and outperforming competitors; by emphasizing this, they often fall short in corporate social responsibility. For example, Microsoft is often identified as a company with an aggressive culture. The company has faced a number of antitrust lawsuits and disputes with competitors over the years. In aggressive companies, people may use language such as “we will kill our competition.” In the past, Microsoft executives made statements such as “we are going to cut off Netscape’s air supply…Everything they are selling, we are going to give away,” and its aggressive culture is cited as a reason for getting into new legal troubles before old ones are resolved (Greene, et. al., 2004; Schlender, 1998).

                           Microsoft, the company that Bill Gates co-founded, has been described as having an aggressive culture.

                             IsaacMao – Bill Gates world’s most “spammed” person – CC BY 2.0.

Outcome-oriented

Outcome-oriented businesses are all about results. At HNB, for example, employees are trained to sell products, and they are evaluated on their sales performance. HNB short for “Hatton National Bank,” is a banking sector company that operates through financial system. The company has held the number-one market share in the island since 2000.

Stable

Employees at a stable corporation know exactly who is in charge, who to report to, and what they are expected to accomplish. HNB, for example, is a very stable organization with a strong Financial health.

People-oriented

If you work for a people-oriented corporation, you can expect the company to care about you. They value fairness and are supportive of individuals’ rights and dignity. A banking sector is a good example of a people-oriented company that offers employees a wide range of individualized benefits, including on-site childcare. CEO Jim Goodnight’s philosophy is, “Treat employees like they make a difference, and they will.” The result: a loyal and dedicated workforce.

Team-oriented

Employees who like to collaborate and cooperate with team members do well in team-oriented companies.for example, expects its employees to function as members of teams—and to support other members of the team when necessary. This creates strong, solid relationships within working groups.

There is no one “best” type of corporate culture, and many larger corporations actually exhibit more than one culture. For example, the sales department may have an aggressive culture, whereas marketing is more team-oriented. In general, however, corporations can be grouped into the categories mentioned earlier.

https://thebusinessprofessor.com/en_US/management-leadership-organizational-behavior

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