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OCC alle colleges , gast colleges , wrap-up. Behaald cijfer: 8,5

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Ik heb een 8,5 gehaald voor het tentamen. Dit document bevat alle colleges inclusief gast colleges, films en wrap-up. Voornamelijk in het Engels enkele dingen en films in het Nederlands

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Bevat Alle colleges

occ
organizational
culture
change
alvesson
mats alvesson
understanding organizational culture

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ashleyvdberg Lid sinds 7 jaar 33 documenten verkocht

Organizational Culture and
Change
2019-2020
College 1 What is organizational culture
Alvesson chapter 1

What is culture ?
- Culture shared between groups of people
- Geografie  determines culture
- Religion is crucial  norms, rituals

Origin of the term
 From the latin word colere = to till the ground/grow
 Cultus (past participle) = cultivated/nurtured/cared of
 An agricultural

Culture is a fuzzy concept

 Culture is studies aross many disciplines
 Enormous variation in the definition of the term
 The concepts is used to cover everything and nothing

Culture as an umbrella term

- Popculture  is around the world, for a certain generation = common culture knowledge of
our time
- Difference between high culture and ‘massa cultuur’
- Ballet is a example of a exclusive culture
- Google is a prominent organization with a prominent culture
- Professional culture  for example culture of doctors, culture of nurse, culture of
management. This al within a hosipital
- Values shared internationally  human rights etc.

What is organizational culture ?
what you would fancy in a organization culture?

, - Open communication, transparancy
- Self-employment  setting your one hours, autonomy, growth

Parameters of organizational culture
A widely shared understanding of organizational culture

 Culture is broadly seen as a shared and learned world of experiences, meanings, values and
understandings which are expressed and reproduced partly in sumbolic form
 Most studies share the following assumptions about culture phenomena
1. They are related to history/tradition
2. They have some depth
3. They are difficulte to gras pand must be interpreted
4. They are collective/shared by members of groups
5. They have to do with meanings, understandings, beliefs
6. They are emotional rather than strictly rational
 Organizational culture is significant as a way of understanding organizational life in all iets
richness and variations

Culture as social and taken-for-granted
 Culture is not primarly inside people’s heads, but somewhere between the heads of people
 Culture is done without anyone really thinking about it – it is emergent, dynamic,
situationally adaptive and co-created in dialogue
 It helps to interpret behavior, social events, institutions and processes in meaningful ways; in
this way, it helps to reduce uncertainties
 Frequently, culture refers to little more than a social pattern/ surface phenomea rather than
exploring the meanings and ideas behind them  there is a need to dig deeper

Edgar Schein’s model of
organizational culture

- Tip of the iceberg is what we see, but there is so much more
- Sigmund freud – model of the mind (also with the tip of the iceberg)
- Basic assumptions  these things are hidden from us, deeply ingraned
- On the right some examples of what it can be

Elements of organizational culture
The concept of culture is associated with collectively shared form of

 Symbol & meanings

,  Values & ideologies
 Rules & norms
 Emotions & expressiveness
 The collective unconscious
 Behavior patterns
 Structures & practices
 Etc.

Meanings and symbols
Alvesson considers symbols and meanings as the most significant conepts for understanding
organizational culture

Meanings

 Refers to how an object or utterance is interpreted
 Through culture, interpretations become more homogeneous
 In a cultural context, socially shared meanings are of interest

Symbols

 An object- word statement, action or material item that stands for something else
 It is rich in meaning and calls for considerable interpretation
 Collective (vs. private) symbolism is of interest

How to study organizational culture ?
 Culture is not only a fuzzy term- ita lso refers to complex, inaccesible an fuzzy phenomena
 Alvesson suggest a balance between rigor and flexbility when studying culture
 Rigor: be focused and precise when analyszing specific cultural phenomena, seek interpretie
depth
 This includes critical thinking-through of hidden motive and objectives in organizational life
 Flexibility: there is no formula or model for studying culture, causal links lead to
oversimplification
 Studying culture requires careful reflection of one’s own cultural bias

Studying organizational culture: etnography
Observe the day-to-day functioning of an organization

 Patterns of onteraction between individuals and groups
 Variations language used
 Topics and questions explored in coversations
 Various habits and rituals of daily routine

Why do people study organizational culture?
 Organizational culture a major topic in research & practice
 Central to how people in organization think , feel and act
 Facilitates critical inquiry if taken-for-grantex asoects (values, beliefs…)
 Historical interest: in the 1980s, boom of japanese companies
 Focus on shared values commitment and high-quelity output
 Pop-management authors/ consultants suggested that Western countries learn the art of
Japanese mangement

, Why do people study organizational culture ?
 The culture hype did not live up to it’s promises
 Ongoing interest: in organizational scandals/failure: blame the culture !
 Considerable attention during periods of changes
 Shift from mass production tot he service and kowledge economy (remote brain work, more
difficult to control)

Three interests for studying a phenomon

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