Managing Organizational structure

user-pic
Vote 0 Votes
In the book it give a definition of organizational culture, but they do not give a clear meaning of culture, however they do mention how there are different themes within the definitions in the book, these themes include: values, beliefs, basic assumptions, and shared understandings. I feel all of these themes make up a "culture" and these themes are associated with organizational culture. They are associated with organizational culture because not every one of these themes is apparent in every sport organization. Every sport organization is unique and they all have different values and themes that make them unique and different from every other sport organization. When analyzing sports, it is obvious that some organizations have a more well-built and evident culture than others. I think it is very difficult to understand the culture of a sport organization if you are not a part of it. Think about it, culture exists every single day in a sport organization and if you don't belong to that organization, you can't fully grasp the meaning and sense of the culture within the organization. Chapter 14 in Slack and Parent discusses the difference between thin and thick cultures. A thin culture doesn't consist of common values or types of activities and process used to build a culture. A thick culture is one in which the members of the sport organization agree about the importance of certain values and employ them in their daily routines (Slack and Parent, pg. 280). A thick culture is often kept together from stories, myths, symbols, and slogans, etc. Stories are narratives told among current employees to new employees within the organization, they often summarize history of the sport organization. Myths are almost the same as stories and have similar effects, they usually tell origins of the organization. Symbols often illustrate the ideas and meanings behind sport and portray them to organization members and the public. Slogans are often how people identify an organization (i.e. NBA's slogan, "where amazing happens"). A thick culture is more of a socially-based organization that will hire employees based on management's perception whether or not the person will fit into the culture and will perform the duties of a thick culture. This culture puts a high emphasis on employee involvement and employees are judged on how well they use their culture-based skills and how well they adapt to circumstances within the organization. I think both of these types of culture are evident in the athletic department of the University of Minnesota. Last week in class Joel Maturi was talking about how he likes to hire employees based on their variety of skill sets and culture. He also hires them if he thinks their history of culture will adapt to the culture of the Univeristy of Minnesota. Although most of the time all the employees aren't going to agree on everything, Joel talked about how he emphasizes respect within the athletic department. Everybody has a title to their opinion, and other people have to respect their opinion whether they agree with it or not. This shows great leadership within the athletic department, it is also evident that there is a strong and effective culture here at the University of Minnesota.