ORGANIZATIONAL

CULTURES
Organizational Culture

Organizational culture is defined as the underlying beliefs,

assumptions, values and ways of interacting that contribute to
the unique social and psychological environment of an
organization.
4 Types of Organizational Culture
■ Clan oriented cultures
are family-like, with a
focus on mentoring,
nurturing, and “doing
things together.”
■ Adhocracy oriented
cultures are dynamic and
entrepreneurial, with a
focus on risk-taking,
innovation, and “doing
things first.”
4 Types of Organizational Culture
■ Market oriented cultures
are results oriented, with
a focus on competition,
achievement, and
“getting the job done.”
■ Hierarchy oriented
cultures are structured
and controlled, with a
focus on efficiency,
stability and “doing things
right.”
Organizational Structure

There’s no correct organizational culture for an arts

organization. All cultures promote some forms of
behavior, and inhibit others. Some are well suited to
rapid and repeated change, others to slow incremental
development of the institution.
Organizational Structure

For example, Quinn and Cameron associate the lower

two cultures (Hierarchy and Market) with a principal
focus on stability and the upper two (Clan and
Adhocracy) with flexibility and adaptability. A Hierarchy
culture based on control will lead mainly to
incremental change, while a focus on Adhocracy will
more typically lead to breakthrough change.
HUMAN RESOURCE
POLICIES AND
PRACTICES
Human Resource Policies and Practices

What is a Policy? What is a Procedure?

A policy can be defined as a
formal official statement
that every member of the
organization must follow. It
can be related to any issue
that links directly to the
company’s mission or goals.
A procedure or practice can
be defined as the process of
how the policy must be
strategized or followed by
the employees of the
organization.
Human Resource Policies

■ continuing guidelines on the approach of which an organization

intends to adopt in managing its people.
■ represents specific guidelines to HR managers on various
matters concerning employment and state the intent of the
organization for:
– Recruitment
– Promotion
– Compensation
– Training Selections
Importance of Policies

■ Communicate expectations and values to employees of the organization.

■ Protect the organization from all legal employment claims
■ Document all the policies and make sure they are implemented in the
organization
■ Being unbiased, fair and transparent towards employees
■ Helping the organization in decision making
■ Protect employees and the organization from all type of expediency
pressures