Chapter 2 Flashcards
Organizational Culture
Set of shared assumptions that a group holds, that determine how it perceives, thinks about and reacts to the environment
Observable Artifacts
Behaviors and physical traditions done throughout the company. PYHSICAL ex: The dancing stuff in the Whale movie
Exposed Values
Explicitly stated beliefs that are preferred by an organization. ex: Sustainability (Being Green)
Enacted Values
Values and norms that a company ACTUALLY incorporates into practice within employees.
Basic Underlining Assumptions
unobservable assumptions that represent the core of a organizational culture. ex: Google-known for innovative culture so it would be weird seeing a employee that didn’t value creativity and innovation.
Layers of Organizational Culture
- Observable Artifacts
- Exposed Values
- Enacted Values
- Basic Underlining Assumptions
Four Functions of Organizational Culture
- Give members a organized identity. Example is southwest has a identity of being people friendly
- Facilitate Collective Commitment (Mission Statement). Example Southwest-Customer Satisfaction
- Promote Social System Stability-The extent that the work environment is perceived as a fun place and also how well change and conflict are managed.
- Shape Behavior by helping members make sense of their surroundings
Clan Culture
Internal focus and values; flexibility rather then stability and control. Family type organization; encourage collaboration between employees
Adhocracy Culture
External focus and value. Adapts to change quickly; employees have more power and take risks
Market Culture
Strong external focus and values; stability and control. Driven by competition; profit and customers trump employee satisfaction. RESULTS OVER EVERYTHING
Hierarchy Culture
Internal focus and values stability and control over flexibility.
Organizational Socialization
Process by which a person learns the values, norms, and required behaviors which permit him to participate as a member of the organization. Tactic Collective vs. individual Formal vs. informal Sequential vs. random Fixed vs. variable Serial vs. disjunctive Investiture vs. divestiture Description Collective: consists of grouping newcomers and exposing them to a common set of experiences; Individual: exposing each individually to a set of unique experiences
Collective vs. Individual
Collective: consists of grouping newcomers and exposing them to a common set of experiences; Individual: exposing each individually to a set of unique experiences
Formal vs. Informal
Formal: Segregating newcomer from regular organization members; Informal: not distinguishing between newcomer and experienced members
Sequential vs. Random
Sequential: fixed progression of steps that culminate in the new role; Random: ambiguous or dynamic progression
Fixed vs. Variable
Fixed: provides a timetable for the assumption of the role; Variable: does not provide timetable
Serial vs. Disjunctive
Serial: newcomer is socialized by an experienced member; Disjunctive: does not use a role model
Investiture vs. Divestiture
Investiture: affirmation of newcomer’s incoming global and specific role identities and attributes; Divestiture: denial and stripping away of the newcomer’s existing sense of self to rebuild in the organization’s image
Social Culture
shared values, norms identities and interpretations that result from common experiences that are transmitted over time EX: Language, customs
Ethnocentrism
Belief that your culture is better then others
Cultural Intelligence
Ability to accurately interpret ambiguous cross-cultural situations
Power distance
How much unequal distribution of power?
Uncertainty avoidance
How much should people rely on social norms and rules to avoid uncertainty?
Societal Collectivism
How much should leaders encourage and reward loyalty to the social unit, as opposed to the pursuit of individual goals
