Organizational Culture and Leadership

EM8A Angelina Christina . David Christian Irsyad Wicaksono Pratama . Pandu Bagus Baskoro

 Creating a common language and conceptual categories Dening group boundaries and criteria for inclusion and exclusion

Distributing power, authority, and status

Developing norms of trust, intimacy, friendship, and love Dening and allocating of rewards and punishments Explaining the unexplainable

to function as group must have common language.

conflict arises when two parties assume about the other without communicating.

often creators create common language. common understanding begins with categories of action, gesture, and speech.

 Determining a groups core assumptions :

Ask present members what they really look for in new members and to examine carefully the career histories of present members to detect what accounts fir their inclusion in the group.

Three dimensions of career movement :

1. 2. 3. Lateral movement from one task or function to another Vertical movement from one rank to another Inclusionary movement from outsider to insider

As organizations age and become more complex, the problem of defining clear external and inclusionary internal boundaries more complex.

 Most Organizations start with founders and leaders

who have preconceptions about how things should be run and, therefore, impose rules that initially determine how authority is to be obtained and how aggressive behavior is to be managed.
Type of Leadership style :
1. laissez-faire 2. Autocratic 3. Democratic 4. Transactional 5. Transformational

 how to deal with authority and with peer we use family model in new situations

Quickest and easiest way to begin to change behavior

Varies with level in the organization

Reward + Punishment + Authority and Intimacy

Assumption = Critical mass of the culture , determines :

1. 2. 3. People relate each other Manage anxiety Derive meaning from their daily interactions

 Natural disaster, illness, death, etc

Superstitions and myths form around critical events that

difficult to explain or justify.

Stories and myths

develop when
1. 2. 3.

Difficulty surviving / unusual growth a challenge to core assumption Transformation and change

Stories and myths affirm 1. Organization picture of itself 2. Its own theory of how to get things done 3. How to handle internal relationship.

 Every group must learn how to become a group. Most basic level, develop common language and category

system.
Group must reach consensus on the boundaries of the

group.
Group must develop assumption about reward and

punishment, and deal with unpredictable and unexplainable events.

- Thank You -