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1、Contrast the actions of managers according to the omnipotent and symbolic viewsDescribe the constraints and challenges facing managers in todays external environmentDiscuss the characteristics and importance of organizational cultureDescribe current issues in organizational cultureThe Manager: Omnip
2、otent or Symbolic?Omnipotent View of Management - the view that managers are directly responsible for an organizations success or failure.Symbolic view of Management - the view that much of an organizations success or failure is due to external forces outside managers control.Exhibit 2-1: Constraint
3、s on Managerial DiscretionThe External Environment:Constraints and ChallengesExternal Environment - those factors and forces outside the organization that affect its performance.Components of the External EnvironmentSpecific environment: External forces that have a direct and immediate impact on the
4、 organizationGeneral environment: Broad economic, socio-cultural, political/legal, demographic, technological, and global conditions that may affect the organizationExhibit 2-2: Components of External EnvironmentEnvironmental Uncertainty and ComplexityEnvironmental Uncertainty - the degree of change
5、 and complexity in an organizations environment.Environmental Complexity - the number of components in an organizations environment and the extent of the organizations knowledge about those components.Exhibit 2-3: Environmental Uncertainty MatrixWho Are Stakeholders?Stakeholders - any constituencies
6、 in the organizations environment that are affected by an organizations decisions and actions.Exhibit 2-4: Organizational StakeholdersManaging Stakeholder Relationships1.Identify the organizations external stakeholders.2.Determine the particular interests and concerns of external stakeholders.3.Deci
7、de how critical each external stakeholder is to the organization.4.Determine how to manage each individual external stakeholder relationship.What Is Organizational Culture?Organizational Culture - The shared values, principles, traditions, and ways of doing things that influence the way organization
8、al members act.Strong Cultures - Organizational cultures in which key values are intensely held and widely shared.Exhibit 2-5: Dimensions of Organizational CultureWhere Does Culture Come From?Organization founderVision and missionPast practicesTop management behavior Socialization - The process that
9、 helps employees adapt to the organizations culture.How Do Employees Learn Culture?Stories - Narratives of significant events or people, e.g. organization founders, rule breaking, reaction to past mistakes etc.Rituals - Sequences of activities that express and reinforce the important values and goal
10、s of the organizationHow Employees Learn Culture (cont.)Material Artifacts and Symbols - Convey the kinds of behavior that are expected, e.g. risk taking, participation, authority, etc.Language - Acts as a common denominator that bonds membersExhibit 2-6: Contrasting Organizational CulturesExhibit 2
11、-7: Strong vs. Weak CulturesBenefits of a Strong CultureCreates a stronger employee commitment to the organizationAids in the recruitment and socialization of new employeesFosters higher organizational performance by instilling and promoting employee initiativeOrganisational Culture “a pattern of ba
12、sic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and, therefore, to be taught to new members as the correct way to perceive, think, and feel in
13、 relation to those problems.” (Schein, 1985)cultureLayers of Organisational Culture Artefacts and Products Explicit Visible Organisational structures and processes Espoused Norms and Values Visions, Missions, Business Plans Basic Assumptions Implicit Taken-for-granted beliefs Exhibit 2-8: Establishi
14、ng and Maintaining CultureHow Does Culture Affect Managers?Cultural Constraints on ManagersWhatever managerial actions the organization recognizes as proper or improper on its behalfWhatever organizational activities the organization values and encouragesThe overall strength or weakness of the organ
15、izational cultureExhibit 2-9: Managerial Decisions Affected by CultureHow Do You Create a Customer Responsive Culture?Hire the right type of employees (those with a strong interest in serving customers)Have few rigid rules, procedures, and regulationsUse widespread empowerment of employeesHave good
16、listening skills in relating to customers messagesHow Do You Create a Customer Responsive Culture?Provide role clarity to employees in order to reduce ambiguity and conflict and to increase job satisfactionHave conscientious, caring employees willing to take initiativeExhibit 2-10: Creating a Custom
17、er Responsive CultureSpirituality and CultureWorkplace Spirituality - a culture where organizational values promote a sense of purpose through meaningful work that takes place in the context of communityCharacteristics of a Spiritual OrganizationStrong sense of purposeFocus on individual development
18、Trust and opennessEmployee empowermentToleration of employees expressionTerms to Knowomnipotent view of managementsymbolic view of managementorganizational culturestrong culturessocializationworkplace spiritualityexternal environmentspecific environmentgeneral environmentenvironmental uncertaintyenvironmental complexitystakeholders
