the following is the PPT on the topic of organizational culture and organizational climate. it has two separate case studies for the individual.

1. ORGANIZATIONAL BEHAVIORS
PRESENTATION
STUDENTS – MOHD AMAAN HASAN
MOHD AHSAN
MOHD AFFAN
CHAUDHRY
MOHD SHAHID
HAMDAN RAZA
TEACHER IN CHARGE- DR. FAKRAH
NAEM

3. > ORGANIZATIONAL CULTURE => Amaan
> ORANGIZATIONAL CLIMATE => Affan
> DIFFERENCE BETWEEN ORG. CULTURE AND ORG.
CLIMATE => Saahid
> IMPORANCE OF THESE IN A CORPORATE FIRM =>
Hamdan
> CASESTUDY => Ahsan

5. Organizational culture is defined as a set of
shared values and norms held by employees that
guide their interactions with peers, management
and clients.

6. Elements of Organizational Culture
Beliefs , Values and
Assumptions
Stories , Languages
Rituals & Ceremonies
Physical Structure

7. 1. Effective Control
2. Promotion of Emotion
3. Strategy Formulation and Implementation
4. Strong Commitment from Employees
5. Strong Commitment from Employees
6. Performance and Satisfaction

8. Types of Organizational Culture

9. The Clan Culture: This culture is rooted in collaboration. Members
share commonalities and see themselves are part of one big family
who are active and involved. Leadership takes the form of
mentorship, and the organization is bound by commitments and
traditions. The main values are rooted in teamwork, communication
and consensus.
The Adhocracy Culture: This culture is based on energy and
creativity. Employees are encouraged to take risks, and leaders are
seen as innovators or entrepreneurs. The organization is held
together by experimentation, with an emphasis on individual
ingenuity and freedom. The core values are based on change and
agility.

10. The Market Culture: This culture is built upon the dynamics of
competition and achieving concrete results. The focus is goal-
oriented, with leaders who are tough and demanding. The
organization is united by a common goal to succeed and beat all
rivals. The main value drivers are market share and profitability.
The Hierarchy Culture: This culture is founded on structure and
control. The work environment is formal, with strict institutional
procedures in place for guidance. Leadership is based on organized
coordination and monitoring, with a culture emphasizing efficiency
and predictability. The values include consistency and uniformity.

11. • Organization culture is a set of the beliefs, norms and behavior that are shared
by the employees.
• Organizational culture may not be shared by all the employees to the same
degree.
• Various organizations may have different types of culture.
• Organizational culture performs different functions like increasing commitment
of employees, promotion of innovation, strategy formulation and implementation
etc.
• In an organization, culture performs various functions like, facilitating control,
promoting innovation, influence the policy formulation and implementation etc.

12. J. C. Penney (JCP) is a mid-range chain of American department stores operating in 49 U.S. states.
JCP’s organizational culture was very formal.
The employees referred to the store managers and other people of the management as ‘Mr.’, ‘Ms.’, etc. and the surnames rather
then the first names.
The employees also wore formals.
The employees were dissuaded from customizing or decorating their cubicles according to their tastes.
A team of “office police” enforced the guidelines and maintained decorum in the workplace.
Generally, employees could not think of reaching a senior management position without working as a store manager.
Due to all these cultural issues work atmosphere at JCP was not healthy and business was affected badly and JCP position in the
market was dipping day by day. The chairman and CEO of JCP
, Ullman realized that the prevailing mood would act as a deterrent
to these ambitions as it was not conducive to forward thinking.
Culture change initiatives
• “Just call me Mike”. This is to encourage people to use each other’s first name instead of family name. What is of value is that
“first names create a friendly place to shop and work.”
• JCP also relaxed the dress code and announced that “business casuals” were welcome at the corporate office.
• The “office police” team was disbanded.
• The employees were also allowed to decorate their cubicles according to their tastes and preferences.
• JCP demonstrated the importance JCP placed on its employees in various ways.

13. “Winning together Principles” (WtP) WTP was an updated moral code for employees that
built on and went beyond the HCSC (Honor , Confidence, Service, and Cooperation) motto
propounded by JCP’s founder. training and development at JCP In 2006, JCP started
identifying high-potential employees, called ‘hypos’ in JCP parlance. These employees
were sent to the ‘Retail Academy’. Modules on leadership were provided to them. Top
executives including Ullman and Thielman acted as faculty members at this academy.
results The efforts to change the culture at JCP started bearing fruits within two years.
JCP’s second ‘Associate Engagement 22 Survey’ in 2006 revealed that 73 percent
employees were “engaged” as compared to 67 percent in 2005. According to JCP, the
quality of talent it was able to attract had increased significantly. Analysts noted that
though many retail chains recruited from Texas A&M’s Center, a number of students had
shown an interest in working for JCP. In 2007, JCP planned to hire 2000 students from
A&M, which was double the number it had recruited in 2006.

14. Questions derived from the case
1 .What was the role of WTP in the success of the organization
2. How was the overall performance of jcp in the organization?
Did it brought fruitful output or not

16. ORGANIZATIONAL CLIMATE
Organizational climate is a relatively enduring of the internal
environment of an organization that _
 Is experienced by its members
 Influence their behaviour
 Can be described in terms of the values of a particular set of
characteristics of the organization.

17. Characteristics of organizational climate
1. General perception
2. Abstract and intangible concept
3. Unique and district identify
4. Enduring quality
5. Multi-dimensional concept

18. Factors influencing organizational climate
 Organizational structure
 Individual responsibility
 Rewards
 Risk taking
 Warmth
 Support
 Standards
 Identify

20. • In present era, organizations are improving their practices in order to survive in the global market. Different industries like
automobile, chemical, pharmaceutical etc. are working on creating positive organizational climate that may enhance job
satisfaction of employees. Positive organizational climate is not a new idea but now it becomes prerequisite for
organization because it also enhances motivation of employees (Atkinson & Frechette, 2009). The organizations can
improve performance through incorporating positive climate in organization. Organizational climate is shared perception
of employees that describes the organization in which it works (Ali & Patnaik, 2014).Giri and Kumar (2007) investigated
that organizational climate had a significant effect on job satisfaction. The management of schools has given less attention
in creating positive organizational climate that may attract and retain teachers. Therefore, this study covered the four top
schools of Khairpur, Sindh, Pakistan. It was conducted in order to identify the role of positive organizational climate in
creating the Job satisfaction of teachers. If teachers are providing with good work environment; and they have ability to
perform their job; and management is so effective in identifying the training needs of teachers; and teamwork is
appreciated; and they are fairly compensated for their work then it creates positive climate of School that has significant
impact on teachers’ Job satisfaction. Schools were selected for study because teachers are very important part of any
Nation. Therefore, management should develop the climate of school that satisfies the teachers. If teachers are satisfied
then they work with their heart and soul. The study is different because qualitative method was used in collecting and
analyzing the data. The study is also different because positive organizational climate was studied in support of McGregor
Y theory of motivation that may enhance job satisfaction of teachers.

21. Questions derived from the case
• 1. At what extend work environment, competency, management
effectiveness, teamwork and compensation, create positive
organizational Climate?
• 2. Does Positive organizational climate create Job satisfaction of
teachers?

22. Importance of
Organizational
Culture
 Organizational culture is the DNA of your company; it
provides the backbone for your company’s guidelines,
boundaries, goals, mission, and vision.
 organizational culture is directly proportional to the
success and overall health of your company and
customers.
 > Defines Company Identity
 > Reflects Your Company’s Core Values
 > Impacts Performance and Wellbeing

23. Benefits of a healthy culture:
 > Transparent and open communication
> Shared vision and clear mission with everyone working towards common
goals; therefore, fewer disagreements
> Enhanced trust and cooperation across the business
> Reduced employee turnover rate with financial and operational advantages
Identification across the organization

24. Importance of
Organizationa
l
Climate.
 Organization climate is one of the important
indicators which affect on business goals achieving by
an organization. It means that employees more
productive in organization with better organization
climate! That why it is very, very, very important! It is
a set of properties of the work environment,
perceived directly or indirectly by the employees,
that is assumed to be a major force in influencing
employee behavior.

25. Importanceof
Organizational
climate
 Importance of Organizational Climate
 Developed strong Relationship
 Determination of success or failure
 Managers can get their work done easily
 Develops confidence
 Resources conservation
 Social benefit
 Reduces turnover

26. By measuring the work environment,
companies are able to know the perceptions
that employees have about both physical
and emotional conditions in which they carry
out their work. In this way, areas of
improvement are identified that allow to
create a positive and integral work
environment.

27. Difference between
Organizational Culture and
Climate.

28. Meanings
 Organizational Culture- An organization's culture defines the
proper way to behave within the organization.
This culture consists of shared beliefs and values established
by leaders and then communicated and reinforced through
various methods, ultimately shaping employee perceptions,
behaviors and understanding.
 Organizational Climate- A set of measurable properties of the
perceived work environment, directly or indirectly, created by
individuals who live and work in this environment and that
influences the motivation and behavior of these people.
The organizational climate affects productivity, motivation and
employee behavior.

30. THANK YOU !