Organizational Culture

Question 1

Organizational Culture

Answer 1

ORGANIZATIONAL CULTURE

1. The shared values and assumptions that organizations pass to newcomers through formal statements and informal patterns of behavior.
2. OC provides stability, linked to higher levels of job performance, job satisfaction and organizational commitment.

Question 2

National Culture

Answer 2

Hofstede’s National Culture in 5 dimensions

1. Power Distance: extent people accept an unequal distribution of power
2. Uncertainty Avoidance: willingness or ability of people to tolerate ambiguity and uncertainty.
3. Individualism: individuals or closely-knit social structures (families) are the basis of the social system.
4. Masculinity: value placed on assertiveness, independence, and competitiveness.
5. Long-term Orientation: people forcus on the future versus the past or present.

Organizational culture is embedded within the national culture and is influenced by it.

research found that new technologies are more readily accepted by organizations in individualistic countries than by organizations in collectivistic countries.

Question 3

Levels of Organizational Culture

Answer 3

Schein’s 3 levels of organzational culture

1. observable artifacts: includes the company’s dress code, stories/rituals, and annual reports
2. espoused values and beliefs: organization’s norms, goals, and idealogies.
3. deepest: basic underlying assumptions: unconscious, taken-for-granted perceptions, beliefs, thoughts, and emotions.

Schein: functions of culture is to provide stability and meaning and thereby reduce anxiety among organizational members that would otherwise be cuased by their uncertainty about current and future events.

cognitive defense mechanisms: for the group what defense mechanisms are for the individual.

a strong organizational culutre can impede cultural and other types of change!

Question 4

P-O Fit

Person-Organization Fit

Answer 4

Person-Organization Fit

P-O FIT: extent to which the values held by specific individuals match those of the organization’s culture

good P-O fit appears to have only a small impact on employee productivity.

associated with: greater job satisfaction, motivation, and organizational commitment and lower levels of stress and voluntary turnover.

Good P-O fit is achieved: via slection and socialization processes. mentorship/participation in work-related social events have positive P-O fit.