Organizational Culture Flashcards
A specific culture type focused on the safety of employees.
Safety culture
A mismatch of information that occurs when an employee finds that aspects of working at a company are not what the employee expected it to be.
Reality shock
The primary process by which employees learn the social knowledge that enables them to understand and adapt o the organization’s culture.
Socialization
Formal events, generally performed in front of an audience of organizational members.
Ceremonies
Anecdotes, accounts, legends, and myths passed down from cohort to cohort within an organization.
Stories
The images an organization uses, which generally convey messages.
Symbols
The shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees.
Organizational culture
A stage of socialization that begins as soon as a potential employee develops an image of what it would be like to work for a company.
Anticipatory stage
An organizational culture type in which employees are distant and disconnected from one another.
Fragmented culture
A culture created within a small subset of the organization’s employees.
Subculture
A specific culture type focused on fostering a creative atmosphere.
Creativity culture
A stage of socialization beginning the day an employee starts work, during which the employee compares the information as an outsider to the information learned as an insider.
Encounter stage
When a subculture’s values do not match those of the organization.
Countercultures
The degree to which a person’s values and personality match the culture of the organization.
Person-organization fit
The degree to which employees agree about how things should happen within the organization and behave accordingly.
Culture strength
A common form of training during which new hires learn more about the organization.
Newcomer orientation
A specific culture type focused on service quality.
Customer service culture
The ingrained beliefs and philosophies of employees.
Basic underlying assumptions
An organizational culture type in which employees are friendly to one another, but everyone thinks differently and does his or her own thing.
Networked culture
The process of ensuring that a potential employee understands both the positive and negative aspects of the potential job.
Realistic job previews
A specific culture type focused on promoting sustainability both inside and outside of the organization.
Sustainability culture
Aspects of an organization’s culture that employees and outsiders can easily see or talk about.
Observable artifacts
The organization’s buildings and internal office designs.
Physical structures
A specific culture type focused on fostering or taking advantage of a diverse group of employees.
Diversity culture
A theory (attrition-selection-attrition) that states that employees will be drawn to organizations with cultures that match their personality, organizations will select employees that match, and employees will leave or be forced out when they are not a good fit.
ASA framework
The beliefs, philosophies, and norms that a company explicitly states.
Espoused values
The final stage of socialization, during which newcomers come to learn the content areas of socialization and internalize the norms and expected behaviors of the organization.
Understanding and adaptation
The jargon, slang, and slogans used within an organization.
Language
An organizational culture type in which employees are friendly to one another and all think alike.
Communal culture
The process by which a junior-level employee develops a deep and long-lasting relationship with a more senior-level employee within the organization.
Mentoring
An organizational culture type in which employees think alike but are not friendly to one another.
Mercenary culture
The daily or weekly planned routines that occur in an organization.
Rituals
