Final Review Flashcards
Organizational Culture
system of shared values, norms, and assumptions that guides member’s attitudes, behavior, and influences on how they perceive and react to their environment
observable artifacts
easily identified (ex. dress code, language, ceremonies, taboos)
Assumptions
beliefs about reality and human nature that are often taken for granted (ex. people are untrustworthy and steal)
Cultural Iceberg (Schein)
Top: enacted values, espoused values and artifacts
Bottom: underlying beliefs, values, and assumptions
Power Distance Index
High: acceptance of a hierarchical order in which everybody has a place
Low: people strive to equalize the distribution of power and demand justification for inequalities of power
Individual vs. Collective
Individualism: loosely-knit social framework
Collective: tight-knit social framework
Masculinity vs. Femininity
Masculinity: preference in society for achievement, heroism, assertiveness
Femininity: stands for a preference for cooperation, modesty, caring for the weak and quality of life
Uncertainty Avoidance Index
High: maintains rigid codes of belief and behavior are intolerant of unorthodox behavior and ideas
Low: societies maintain a more relaxed attitude in which practice counts more than principles
Long vs. Short Term Orientation
High: pragmatic approach, they encourage thrift and efforts in modern education as a way to prepare for the future
Low: societies prefer to maintain time-honored traditions and norms while viewing societal change with suspicion
Indulgence vs. Restraint
Indulgence: societies that allow relatively free gratification of basic and natural human drives related to enjoying life and having fun
Restraint: societies that suppress gratification of needs and regulates it by means of strict social norms
Enacted Values
norms and behaviors actually exhibited by employees
culture content
determines appropriate behavior
Culture Strength
how deep and consistent the values and assumptions are held
Strong Culture Benefits
increase behavioral consistency, solidarity, and identity and is more important for some organizations than others
Strong Culture Drawbacks
barrier to change, process more important than goals
Googleyness
an attempt to hire people who challenge the status quo and thereby preserve their innovation culture
Weak Culture Benefits
beneficial for diverse or international companies and can facilitate learning and adaption
Socialization
how individuals become social beings
organizational socialization
how employees learn about the firm’s culture (rewards supports and punish challengers)
Conformability
obeying the status quo
diversity
challenging the status quo
influences of person-organization fit
job offers, performance reviews, and promotions
Diversity Myths
- Diversity is about fairness and betterness
- Generational differences are predicable
- Match diversity with inclusion
- The best hires come from blind selection
Diversity is About Better
- Cost - less turnover, more productivity if employees are engaged in work
- Resource-acquisition - better PR, more able to attract best talent and sell product if you have a good reputation
- Marketing - better insight to market to many populations
- Creativity - different sources of ideas, different perspectives
- Problem-solving - wider range of perspectives, devil’s advocate, avoid groupthink
- Flexibility - more fluid, can react to environmental changes
- Avoid litigation
Summer-Prophets (Boomers)
Focused internally, self-actualizers, their main societal contribution are in the area of vision, values, and religion
Autumn-Nomads (Gen X)
Pragmatic survivors, their main societal contributions are in the area of liberty, survival, honor
Winter-Heroes (Millennials)
Focused externally, society builders, their main social contributions are in the area of community, affluence, and technology
Spring-Artists (Gen Z)
Empathetic post-awakening elders, their principle endowments are often in the domain of pluralism, expertise, and due process
Barriers to Inclusion
- “Like me” cognitive biases - people prefer to associate with others they perceive to be similar to themselves
- Stereotypes - beliefs about groups and individuals based on the idea that all group members are the same
- Prejudice - outright bigotry or intolerance for other groups
- Discrimination - an action or behavior based on prejudice
- Perceived threat of loss - impeding diversity efforts to thwart a perceived threat to one’s own career opportunities
- Ethnocentrism - the belief that one’s own language, country, and culture are superior to all others
- Unequal access to organizational networks - women and minorities are often excluded from organizational networks, which can be important to job performance and career opportunities
Civil Rights Act of 1964
prohibits discrimination based on race, color, religion, sex, and national origin
International Business Trends
- The internet, easy travel
- Opportunity for new markets (untapped customers–BRIC countries)
- Opportunities for lower costs (outsourcing)
- Keep up with competitors (mutual hostage situation)
Cultural Competence
the ability to interact effectively with people of different cultures
Stress Process
- alarm
- resistance
- exhaustion/burnout
burnout
the feeling of exhaustion that results when a person feels too much pressure and has too few sources of satisfaction
eustress
generally good for us (ex. when we get a promotion or better job)
distress
generally bad for us (ex. pressure, unreasonable demands)
Organizational Stressors
task demands, role demands, interpersonal demands, physical demands
life stressors
life change, life trauma
individual consequences of stress
- behavioral (ex. smoking)
- psychological (ex. depression)
- medical (ex. heart disease)
Organization Consequences of Stress
- decline is performance
- withdrawal (ex. quitting)
- negative changes in attitude (ex. burnout)
- financial
Organizational Coping Strategies
- institutional programs (ex. job design and culture)
- collateral programs (ex. onsite fitness center)
Individual Coping
- exercise
- relaxation and rest breaks
- vacation
- time management
- role management
- support groups
Quiet quitting
low satisfaction
Meditation can stop depression
- breaks you out of your default network
- allows you to access your problem solving network
What’s the greatest weapon against stress according to William James?
Choosing our thoughts
