Organizational Culture - Chapter 16 Flashcards
Updated Version
organizational culture
A system of shared meaning held by an organization’s members that distinguishes the organization from others.
In other words, Organizational culture is the way things are done in a group that makes it different from other groups. SHARED MEANING is the key words to this!!
7 Characteristics of Organization’s Culture
Adaptability. The degree to which employees are encouraged to be innovative and flexible as well as to take risks and experiment.
Detail orientation. The degree to which employees are expected to exhibit precision, analysis, and attention to detail.
Results/outcome orientation. The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve them.
People/customer orientation. The degree to which management decisions consider the effect of outcomes on people within and outside the organization.
Collaboration/team orientation. The degree to which work activities are organized around teams rather than individuals.
Integrity. The degree to which people exhibit integrity and high ethical standards in their work.
Most Organizations have a dominate culture and numerous sets of subcultures.
Dominant culture - What the company stands for. Example: Taco Bell is known for their Taco Supreme’s. Krispy Cream is known for their great donuts. BIG
Subcultures are pockets within the organization that reflects an area of that organization. Such as IT Department. SMALL
If you see formalization on the exam, think of rules
a formalized culture means that they are trained and there are rules that everyone goes by. You don’t make discissions. You do what you are told.
Strong Culture
the stronger the culture, the less management needs to develop formal rules and regulations. It’s not strong rules, it’s shared meaning and collective understanding.
In other words, Strong Culture is when everyone strongly believes in and follows the same main ideas.
cultures functions
-Boundry Defining role
Sense of identity - Fan of a football team (you wear a Clemson t-shirt, which tells everyone you are a Clemson fan. Not a fan of Michigan) You go to this Church and not to the one down the street. It sort of defines you as a member.
-Commitment to the church you attend.
-It almost makes you predictable
Organizational Climate
The feeling and atmosphere in a workplace.
-It’s when a person may come in early and stay late
-When someone who is always happy and positive and ready to help.
-Team Spirit!!
When is a strong culture a liability??
When an organization needs to change…
-It could mean it needs different people like diversity
-Merge other organizations
-So, if I say we have a strong culture…. I’m saying I like who we are. It’s who we are and that we have embedded in the bones of the building. But sometimes, things need to change. It doesn’t matter who the company hires…it’s still the same company.
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What happens during the three socialization models
Prearrival - things you know about the organization. Before you get to the organization. It’s your understanding of what you are walking in to before your start the job. It’s not about the job title: Lawyer, doctor, pilot or teacher. It’s about the culture of the title and organization. The full feel.
Encounter - Early stages of employment. It’s here what I expect, but now it’s what I really have got. I thought I would enjoy the encounter, but I really don’t like all of it.
Metamorphosis - The adjustment period. The employee adjusts and changes
culture is transmitted through employees through:
-Stories meaning how the company was founded,
-Rituals meaning goals, traditions,
-Material symbols meaning offices, parking spaces, conference areas. The physical stuff that tells you who they are.
-language meaning company songs or chants
