Robbins mgmt15 PPT 03 09032024 035959pm

Management
Fifteenth Edition
Chapter 3
Influence of the External
Environment and the
Organization’s Culture
Copyright © 2021, 2018, 2016 Pearson Education, Inc. All Rights Reserved
Learning Objectives
3.1 Contrast the actions of managers according to the
omnipotent and symbolic views.
3.2 Describe the constraints and challenges facing
managers in today’s external environment.
3.3 Discuss the characteristics and importance of
organizational culture.
The Manager: Omnipotent or Symbolic?
• Omnipotent view: managers are directly responsible for
an organization’s success or failure
• Symbolic view: much of an organization’s success or
failure is due to external forces outside managers’ control
Managerial Constraints
• In reality, managers are neither all-powerful nor helpless.
But their decisions and actions are constrained.
• External constraints come from the organization’s
environment and internal constraints come from the
organization’s culture
Exhibit 3.1 Constraints on Managerial Discretion
Exhibit 3.1 shows that external constraints come from the organization’s environment and
internal constraints come from the organization’s culture.
The Environment and Environmental Uncertainty
• Environment: institutions or forces outside of the
organization that could potentially affect performance.
– Environments differ on degree of environmental
uncertainty
– Environmental uncertainty has two dimensions
 Degree of change
 Degree of complexity
Exhibit 3.2 Environmental Uncertainty Matrix
Exhibit 3.2 shows the two dimensions of environmental uncertainty.

Degree of Change
• Environments can be either dynamic or stable
– In a dynamic environment the components in an
organization’s environment change frequently
– In a stable environment the components in an
organization’s environment change very little
Degree of Environmental Complexity
• Environmental complexity looks at the number of
components in an organization’s environment and the
extent of the knowledge the organization has about those
components.
• Depending on the organizational environment, managers
may need to know a lot about the components, or very
little.
The External Environment
• Those factors and forces outside the organization that
affect its performance
– Economic
– Demographic
– Political/Legal
– Sociocultural
– Technological
– Global
Exhibit 3.3 Components of External Environment
Exhibit 3.3 shows the different components that make up the external environment.
The Specific Environment (1 of 2)
• Specific Environment: the part of the environment
directly relevant to the achievement of organizational goals
• Most of management’s attention typically focuses on the
specific environment
The Specific Environment (2 of 2)
• The specific environment includes one or more of the
following:
– Suppliers
– Customers
– Competitors
– Government agencies
– Special interest groups
Specific Environment Components (1 of 2)
• Suppliers: Managers need to ensure a steady flow of
inputs
• Customers: Organizations exist to meet customer needs
• Competitors: All organizations have competitors that they
need to monitor
Specific Environment Components (2 of 2)
• Government: Federal, state, and local governments
influence what the organization can and cannot do.
• Pressure Groups: Special interest groups can have a
significant impact on the organization. Lobbyists,
protestors, various action groups all effect change.
Exhibit 3.6 Strong vs. Weak Cultures
Exhibit 3.4 shows the different components that make up the specific environment.
Organizational Culture
• Just as each individual has a unique personality, an
organization, too, has a personality.
What is Organizational Culture?
• Organizational culture: the shared values, principles,
traditions, and ways of doing things that influence the way
organizational members act and that distinguish the
organization from other organizations
Six Dimensions of Organizational Culture
• Research shows there are six dimensions that appear to
capture an organization’s culture:
1. Adaptability
2. Attention to detail
3. Outcome orientation
4. People orientation
5. Team orientation
6. Integrity
Exhibit 3.5 Contrasting Organizational Culture
• Risk taking and change
discouraged
• Creativity discouraged
• Close managerial supervision
• Work designed around
individual employees
• Risk taking and change
rewarded
• Creativity and innovation
rewarded
• Management trusts employees
• Work designed around teams
Strong Cultures
• Strong cultures: organizational cultures in which the key
values are intensely held and widely shared
Exhibit 3.6 Strong Versus Weak Cultures
Strong Cultures Weak Cultures
Values widely shared Values limited to a few people –
usually top management
Culture conveys consistent messages Culture sends contradictory
about what’s important messages about what’s important
Most employees can tell stories about Employees have little knowledge of
company history or heroes company history or heroes
Employees strongly identify with Employees have little identification
culture with culture
Strong connection between shared Little connection between shared
values and behaviors values and behaviors
Where Culture Comes From and How it Continues
• The original source of the culture usually reflects the vision
of the founders.
• Once the culture is in place, certain organizational
practices help maintain it.
• The actions of top managers also have a major impact on
the organization’s culture.
Exhibit 3.7 Establishing and Maintaining Culture
Exhibit 3.7 illustrates how an organization’s culture is established and maintained.

How Employees Learn Culture
• Stories
• Rituals
• Material Artifacts and Symbols
• Language
How Culture Affects Managers
• Because an organization’s culture constrains what they
can and cannot do and how they manage, it’s particularly
relevant to managers.
Exhibit 3.8 Types of Managerial Decisions
Affected by Culture
As shown in Exhibit 3.8, a manager’s decisions are influenced by the culture in which he or
she operates.
Review Learning Objective 3.1
• Contrast the actions of managers according to the
omnipotent and symbolic views.
– Omnipotent view: Managers are directly responsible for
the organization’s success or failure.
– Symbolic view: Much of the organization’s success or
failure is due to external forces outside of the
manager’s control.
– The two constraints on managers' discretion are
organizational culture (internal) and the environment
(external).
• Describe the constraints and challenges facing
managers in today’s external environment.
– The external environment includes those factors and
forces outside the organization that affect its
performance.
– The main components of the external environment are
economic, demographic, political/legal, sociocultural,
technological, and global.
– These components can constrain and challenge
managers because they have an impact on jobs,
environmental uncertainty, and stakeholder
relationships.
• Discuss the characteristics and importance of
organizational culture.
– The seven dimensions of culture are: attention to
detail, outcome orientation, people orientation, team
orientation, aggressiveness, stability, innovation, and
risk taking.
– The stronger the culture, the greater the impact on the
way managers plan, organize, lead, and control.
– The original source of the organizational culture reflects
the founder’s vision.
– Culture is transmitted through stories, rituals, material
symbols, and language.
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Management

Exhibit 3.2 shows the two dimensions of environmental uncertainty.

Exhibit 3.7 illustrates how an organization’s culture is established and maintained.

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