1. Symbolism & Culture

2. Assumptions Most important is not what happens but what it means Activity and meaning are loosely coupled Use of symbols to create meaning Role of expression vs. product Culture unites

3. Organizations as Cultures The way we do things around here Shared understandings and expectations Norms, values, beliefs and assumptions Expression via artifacts and symbols

4. Thought Questions How would you describe to others “how we do things at William & Mary” based on your interactions as a student? What are the parts of culture that are articulated? Not captured in formal documents? How does culture set the stage for organizational change?

5. Societal culture Organizational Cultures (societal subcultures) Organizational subcultures Cultures and subcultures

6. Organizational Subcultures Occupational (R&D, legal) Work group (teams, branch offices) Hierarchical (top mgt, middle, workers) Previous affiliations (merger, acquisition, joint venture) Siehl & Martin’s study Enhancing (support corporate values) Orthogonal (exist independently) Counter (defy corporate values)

7. Hofstede’s Dimensions of Culture –Individualism –Power distance –Uncertainty avoidance –Masculinity/femininity –Time orientation (long vs short run) Criticisms Conducted entirely within one firm (IBM) Measures unstable across time Results do not have face validity

8. Schein’s 3 Levels of Culture Schein’s 3 Levels of Culture Artifacts Values Assumptions Visible but often undecipherable Greater level of awareness Taken for granted, invisible

9. Thought Questions Thinking about your institution’s culture, what are some of the artifacts, values, and assumptions? How might these differ based on sub- cultures? How are institutional cultures influenced by changes overall in higher education? How has the climate changed? How does the saga shift?

10. Organizations as Symbols Objects that convey meaning (Tierney) –Language –Dress –Structural roles –Spatial organization Branding –Logos –Sayings

11. Symbols of Leadership Tierney stated: Symbols demand corroboration Use of symbols is consistent with the organization’s culture Need to use all symbolic forms

12. Artifacts of Organizational Culture

13. Symbolic-Interpretive Approaches Symbols, symbolism, symbolic behavior Organizational stories, narratives & narrating The Theatre Metaphor: Dramaturgy & performativity Photo courtesy of Phil Mirvis

14. The Theatre Metaphor Performativity Words do things. Utterances perform actions.

15. University of Rochester Recruitment Video What is symbolized? How do you understand the culture?

16. Myths, Vision, and Values Induction Stories –Hewlett Packard – garage –Start of Apple Computer Translation of vision /values to stories

17. Heroes and Heroines Founding Stories Tank in Tiananmen Square Norma Rae/Rosa Parks/JFK Becoming the Hero/heroine

18. Stories and Fairy Tales Accounts and stories of real events. Involve plots and characters. Incorporate storytelling (how the story is told). Stories can be abbreviated by organizational members Our life stories and experience are narratives.

19. Ritual Traditional routines –Start of the year meeting –Celebrations Socialization to the organization Protocols

20. Ceremony Less frequent than rituals Highlights special moments –50 th anniversary –Graduation of 1000 student –Retirements Meeting Goals

21. Metaphor, Humor, Play Metaphors for visuals Humor to convey message— plus and minus Play as form of celebration— summer picnic/donkey basketball

22. Interpreting Artifacts: The Culture Spiral Verbal Artifact: hero/villain Verbal Artifact: joke Physical Artifact: object Behavioral Artifact: ritual Theme

23. Thought Questions How might the culture look different depending on institutional role? Faculty? Leader? What is the impact on faculty roles with the increased emphasis on interdisciplinary work? With more adjuncts? How does level of analysis matter?

24. Deconstructing Organizational Culture to … Role of Discourse Analysis expose dominant narratives and ideologies. explore how narratives privilege some groups over others. see whose voices are silenced and marginalized. uncover multiple and opposing interpretations. surface manipulation.

25. Organizational Culture in Summary… ModernSymbolic- Interpretivism Postmodern Metanarrative. Organizational identity. Organizational stories & heroes. Unity and coherence of values & norms. Communicated through stories & symbols. Local narratives. Context for making meaning & identities. Multiple stories & interpretations. Webs of meaning. Re/constructed in interactions. Contested narratives. Simulacra and no shared meaning. Intertextuality. Power struggles & fragmentation. Masks silences & marginalized groups.

26. Ambiguity of Leadership Homogeneity of leaders –New ACE president study shows decline in minority leaders (13%) and small uptick in women (26%) –Hiring committees Constraints External factors New President at RBC