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organization’s success or failure. However, the symbolic view argues that much of an
The parameters of managerial discretion (see Exhibit 3-1) include the organization’s
culture and the environment in which the organization exists. However, these parameters
don’t totally constrain a manager; managers can and do influence their culture and
environment.
The seven dimensions (see Exhibit 3-2) are as follows: (1) attention to detail (degree
to which employees are expected to exhibit precision, analysis, and attention to detail);
(2) outcome orientation (degree to which managers focus on results or outcomes rather
than on how those outcomes are achieved); (3) people orientation (degree to which
management decisions take into account the effects on people in the organization); (4)
team orientation (degree to which work is organized around teams rather than
taking (degree to which employees are encouraged to be innovative and to take risks).
Research results are suggesting that in organizations with strong cultures: employees
practices are used to build employee commitment; and there is higher organizational
performance. The impact of a strong culture on managers is that as the culture becomes
stronger, it has an increasing impact on what managers do and constrains their decision-
An organization’s culture and general way of doing things are largely the result of
what it has done before and how successful it has been doing things that way. The
original source of the culture usually reflects the vision or mission of the organization’s
and other aspects of the physical work environment); and language (special and unique
terms, acronyms, and jargon). These elements help employees “learn” what values and
Culture affects how managers plan, organize, lead, and control. (See Exhibit 3-6.)
trust and openness, idea time, playfulness/humor, conflict resolution, debates, and risk-
outgoing and friendly; few rigid rules, procedures, and regulations; widespread use of
empowerment; clear roles and expectations; and employees who are conscientious in
Workplace spirituality is important for the following reasons: employees are looking
for ways to counterbalance the stresses and pressures of a turbulent pace of life; people
are looking for involvement and connection that they often don’t find in contemporary
lifestyles; aging baby boomers are looking for something meaningful in their lives; and
The Environment
The specific environment (those external forces that have a direct impact on
manager’s decisions and actions and are directly relevant to an organization’s goals)
environment (those broad external forces that affect the organization) includes economic,
political/legal, sociocultural, demographic, technological, and global conditions. (See
Exhibit 3-9.)
affected by the organization’s decisions and actions. The most common ones are
customers, social and political action groups, competitors, trade and industry
The four steps in managing stakeholder relationships are (1) identifying the
might have; (3) deciding how critical each stakeholder is to the organization’s decisions