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Organizational Behavior 604/640 Hall #2 What a ___Place to Work! Developing Organizational Culture 1 Welcome to Hall 2 • What a ____ Place to Work! Developing Organizational Culture • You fill in the blank!

▫ If making the statement about your own organization, how would you fill in the blank?

 Great  Terrible  Exciting  Scary  Interesting  Invigorating 2 Hall 2 Topics • Developing and sustaining organizational culture that exhibits Godliness. • Identifying spiritual disruptions and fruits of the Spirit in organizations. • Value systems • Organizational culture definitions • Changing and sustaining organizational culture • Socialization in the organization • Mentoring • Relating the organizational socialization process to current organizational practice. • Diversity issues and challenges. 3 Questions for reflection & study • How do we recognize the fruits of the Spirit in organizations? • What do monkeys and bananas illustrate about organizational culture? • How does organizational behavior differ from organization culture? 4 Monkeys and Bananas 5 Monkeys, Bananas, and a Fire Hose 6 Monkeys and Bananas 7 Organizational culture takes time • Organizational members are socialized by other members of the organization • Organizational culture takes time to develop • Sometimes organizational members may be following unwritten practices without knowing why 8 Biblical Foundation • Galatians 5 ▫ Christ has set us free…we don’t have to be yoked by the slavery of the world’s practices ▫ A little yeast works through the whole batch of dough ▫ Summarizing the entire law: love one another ▫ Live by the Spirit which is a higher law ▫ Enjoy the fruit of the Spirit: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, and self control 9 God’s values • Christ’s sacrifice • Freedom • Confidence • Grace • Truth • Obedience • Standing firm • Right beliefs • Consistency • Love for others • Law • Fruits that come from the Spirit 10 Dysfunctional organization Think about how these might manifest themselves in organizations :

•Misuse of company funds for private and wrong purposes •Putting profit ahead of ethics •Mean -spirited competition •Stirring employee dissatisfaction •Jealousy about another individual’s promotion or another divisions gains •Demanding one’s own way •Seeking ways to promote oneself over others •Spreading gossip and rumors •Encouraging divisionalism •Encouraging disrespect of one another •Not caring about the job or others on the job • Paul says we’ll recognize the sinful nature, because it’s obvious ▫ Impurity, debauchery ▫ Idolatry ▫ Hatred ▫ Discord ▫ Jealousy ▫ Fits of rage ▫ Selfish ambition ▫ Dissensions ▫ Factions ▫ Envy 11 Fruits of the Spirit at Work • Law abiding ▫ “Against such things there is no law” • Love ▫ Demonstrated through caring attention upward, downward, and outward • Joy ▫ Employees look forward to coming to work • Peace ▫ Harmony in the workplace 12 Fruits of the Spirit at Work (cont.) • Patience ▫ Applies to patience with each other ▫ Planting seeds and waiting for them to grow • Kindness ▫ Seeking ways to help because it will benefit the other • Goodness ▫ Purity in how we treat people, truthfulness, open to examination 13 Fruits of the Spirit at Work (cont.) • Faithfulness ▫ Loyalty, diligence, belief, transparent • Gentleness ▫ Approaching one another tenderly, without raised voices, without rage, with deliberation, with forethought • Self control ▫ Disciplined, discipling 14 The benefit of fruits to organizations • Individuals are loyal • Turnover is lower than the industry average • Organization has good customer and client relationships • Leaders are admired • Decision making can be delegated • Employees can be trusted • Teams are high performing • Organizational members handle crisis 15 What is organization culture?

• Edgar Schein’s definition ▫ Basic assumptions by the group as it copes with problems of adaptation and integration. It has worked well enough that it is taught to the new members as correct. • Remember OB defined ▫ The study of human behavior, attitudes, and performance in the organizational setting  No OB without people 16 Other definitions of org culture • Symbols, language, ideologies, rituals, and myths • Organizational scripts derived from the personal scripts of the organization’s founders or leaders • A product; historical, based upon symbols; an abstraction from behavior and the products of behavior 17 Value systems • Conscious, affective desires or wants of people that guide behavior. • What does our life look like when we value what God values? 18 Hofstede’s work on values • Dimensions of culture ▫ Individualism ▫ Uncertainty avoidance ▫ Power distance ▫ Masculinity ▫ Time orientation 19 Changing & sustaining culture • What happens in the future depends on the path the organization chooses today • It is hard to create core values ▫ must be stated ▫ must be practiced • Cultures evolve over time ▫ Response to events, pressures, environmental factors and internal resources • Change is difficult ▫ Requires diagnosis, treatment, and application 20 Socialization • How we bring new employees into the culture • 3 Stages ▫ Anticipatory socialization ▫ Accommodation ▫ Role management 21 Socialization (cont.) • Anticipatory socialization ▫ Familiarization with the job and culture BEFORE employment  Some ideas about psychological contract are formed here • Accommodation ▫ On the job, new relationships, learning tasks, clarifying role, evaluations • Role management ▫ Balancing conflicts 22 Think about it… • How have you become socialized in your current work? 23 • Socialization involves many inputs and exchanges ▫ Early information about firm ▫ Interviews and opinions ▫ Observed behavior  Rites, rituals ▫ Role examination and ambiguities ▫ Formal and informal groups  Natural affinities  Work assignments ▫ Policies and procedures  Written expectations Psychological contract (again) • PC is the unwritten expectations that the organization has of the employee and vice versa ▫ During socialization, we develop the psychological contract  What does your organization expect of you?

 Loyalty, hard work, extra work, certain behaviors, etc.  What do you expect of your organization?

 Loyalty, fair treatment, similar values? 24 Socialization and current practice • Selection processes and job previews • Placement • Information ▫ History of organization, founders, success stories • Orientation • Training • Evaluation and feedback • Work assignments • Supervision 25 • How does the organization interface with the individual and group?

▫ Ritual socialization ▫ Celebrations ▫ Departures ▫ New assignments ▫ Appreciations ▫ Intensity Who gets balloons (and when)? • Does the organization celebrate when we come or when we go? 26 Positive socialization • Mentoring ▫ Can be formal or informal ▫ Works best if it is not dictated ▫ Mentors need training to be effective ▫ Recognize mentors • More than one person may be involved in the mentoring process • Diversity among mentors is preferable 27 Mentoring relationships • Think about those who have served as mentors in your life • What has made the mentoring relationship work? • Honesty • Communication • Modeled behavior • Frequency of contact • Quality of time spent • Value of input received • Level of depth • Candor • Style similarities • Trust • Springboard relationship 28 Diversity • Valuing diversity has Biblical roots ▫ God’s creation is diverse, but similar ▫ Created in God’s image ▫ John 3:16 29 Diversity (cont.) • What are the main challenges in diversity in your work place?

▫ Cultural ▫ Ethnic ▫ Socioeconomic ▫ Religious • Are there selection issues or role assignment issues? • How does your organization capitalize on diversity? • How does it train on diversity? • How do we, as individuals, work to create a welcoming environment in the organization? • Core diversity issues ▫ Those that cannot be changed • Secondary diversity issues ▫ Those that can be changed  Based in background experiences, status, beliefs, and work activities 30 Spirituality in the workplace • Mitroff and Denton’s work ▫ Spirituality and work performance are positive related ▫ Unanimous agreement on the meaning of spirituality ▫ Repression of spiritual expression in the workplace ▫ Employees do not want fragmented lives ▫ People differentiate between spirituality and religion 31 Review the questions • How do we recognize the fruits of the Spirit in organizations? • What do monkeys and bananas illustrate about organizational culture? • How does organizational behavior differ from organization culture? 32 What next?

• Take the Hall Quiz • Complete your detailed reading • Reflect on your own organizational experiences • Answer the discussion questions • Develop relationship with others through participation • Complete the writing assignments 33 Where do you fit in your culture? 34 References • Ivancevich, J.M., Konopaske, R., & Matteson, M.T. (2010). Organizational behavior. NY, NY: McGraw - Hill/Irwin. • The Holy Bible 35 This concludes Hall 2 36