Symbolic frame Flashcards
5 key assumptions of the symbolic frame
- what matters most is not what happens, but what it means
- events have multiple meanings, as each person interprets a situation differently
- people create symbols to resolve confusion, find direction, express hope and belief
- many events and processes are about what is signaled, not what they produce
- culture units people who share the same values and help them achieve desired goals
myths
the story behind the story, or collective dream. they often involve the founding story of the organization. company’s values are embedded in myths
vision
translates its ideology and values into a future outlook. essential to modern companies.
values
define what the organisation stands for and distinguishes it from others. they are not like goals; they are intangable and define the unique character that helps people find meaning and feel special about what they do. can be explicit and formal, or implicit and informal.
heroes
role models and inspiration that represent the company’s values and vision. often top position people
stories and fairytales
- means to communicate organizational myths and express values.
- provide comfort, direction, reassurance and hope. are inspiring and inviting instead of intimidating rules.
- people learn what an organization believes in and what they are expected to do
rituals
help groups bond and infuse organizationswith traditions and values. provide stability and bring people closer together
ceremonies
bring clarity, order and predictability, like rituals. difference is:
- rituals are more frequent,
- ceremonies are more extensive,
- ceremonies weave together multiple rituals and are called upon during times of transition or special occasions.
4 key roles: socializing, stabalizing, reasuring, conveying messages to external stakholders
metaphors, humor and play
- metaphors make complex problems more understandable.
can help avoid conflict: sensitive issues can be expressed more subtly. - humor is a tool to create distance or bring people together. fosters integration, expresses skepticism, contributes to flexibility and adaptability.
- play is what people do when they’re not working
4 dimensions of national culture hofstede
- power distance
- uncertainty avoidance
- individualism
- masculinity/femininity
key elements of the symbolic frame
- becoming a member of the group
- diversity as a competitive advantage
- lead by example, don’t just delegate
- create team language (promotes unity and engagement)
- storytelling (carry value, strengthen group)
- humor and play (ease pressure and promote creativity)
- rituals and ceremonies (foster enthusiasm, strengthen values)
- informal cultural players
- passion (soul, key to succes)
organizations operating in the same field increasingly offer the same products and services:
3 types of similarity/isomorphism
- coercive = organizations increasingly respond in similar ways to external pressures.
- mimetic = organizations tend to copy each other more exactly.
- normative = when specialists present shared ideas in training and within their work.
organizations as a theatre characteristics
- appearance is more important than outcomes
- isomorphism
- way of portraying the organization to itself and outsiders
processes in a company and their meaning
- meetings -> provides space for individuals to voice their opinions.
- planning -> demonstrate company’s commitment to the future. important for credibility.
- evaluations -> reveal whether certain processes or ideas are effective. illustrates of goals are taken seriously.
- collective bargaining -> ritual between employees and employers to foster harmony.
- power -> exists when other believe it does.
- managing impressions -> carefully crafted performances to leverage funders.
