Chapter 14: Organizational Culture Flashcards
organizational culture
values and assumptions shared within an organization
artifacts
observable symbols and signs of an organization’s structure
rituals
programmed routines of daily organizational life that dramatize the organization’s culture
ceremonies
planned displays of organizational culture conducted specifically for the benefit of an audience
adaptive culture
organizational culture in which employees are receptive to change, including the ongoing alignment of the organization to its environment and continuous improvement of internal processes
learning orientation
set of beliefs and norms in which people are encouraged to question past practices, learn new ideas, experiment putting ideas into practice, and view mistakes as part of the learning process
bicultural audit
process of diagnosing cultural relations between companies and determining the extent to which cultural clashes will likely occur
attraction-selection-attribution (ASA) theory
theory stating that organizations have a natural tendency to attract, select, and retain people with values and personality characteristics consistent with the organization’s character, resulting in a more homogenous organization and a stronger culture
organizational socialization
process by which individuals learn the values, expected behaviors, and social knowledge necessary to assume their roles in the organization
psychological contract
individual’s beliefs about the terms and conditions of a reciprocal exchange agreement between that person and another party (typically an employer)
reality shock
stress that results when employees perceive discrepancies between their preemployment expectations and on-the-job reality
realistic job preview (RJP)
method of improving organizational socialization in which job applicants are given a balance of positive and negative information about the job and work context
