S.1.2 Org. Culture & Identity

Question 1

Integrationist view

Answer 1

-every organization has to have an organizational identity, and it has to be broadly shared.

Question 2

Differentiation view

Answer 2

-there are multiple identities within organizations, e.g., attached to individuals, groups, departments, or professions.

Question 3

Fragmentation view

Answer 3

-organizational identities are precarious in-flux accomplishments that are continually produced and reproduced.

Question 4

Levels of organizational culture

Answer 4

Level 1: Artifacts
-physical features such as architecture, furniture, unifomrs, etc.
Level 2:Norms and Values
-members’ beliefs and rules about what is “right” and “wrong”, “good” or “bad” behavior

Level 3: Basic Assumptions
-tacit, mainly unconscious frames that shape norms and values

Question 5

Organizational culture

Answer 5

• comprises the understandings and values shared by members of an organization
• refers to the members’ habitual, taken-for-granted ways of making decisions and taking actions

Question 6

Culture

Answer 6

• patterns of shared meanings and understandings
• used habitually to make sense of the world
• passed down through language, symbols, and artefacts

Question 7

Strong organizational culture: positive effects

Answer 7

• orientation
• smooth communication
• quick decision-making and implementation
• low (“hard”) control efforts
• motivation and team spirit
• stability

Question 8

Strong organizational culture: negative effects

Answer 8

• isolation
• rejection of new orientations
• fixation on traditional patterns of success
• collective avoidance
• “culture think”
• lack of flexibility