Symbolic framework (Basic) Flashcards
According to the symbolic framework we can find objective truth by comparing different perspectives
False, according to the symbolic framework no two people see the world in the same way and this creates fundamental uncertainty in the interpretation of every human impression
What are the basic assumptions of the symbolic framework
All people are unique; norms and cultures reduce uncertainty and are created and reproduced by everything we do; cultural meaning and interpretation is more important than the things in themselves (because they cannot be known); management is about creating meaning for employees to interpret the world
What is culture according to Schein
Shared assumptions that has worked well enough to be tough to new members
Which are Scheins three levels of organizational culture
Observable artifacts that gain maining by the organizational context (machines, buildings and visible behavior); Espoused values that can be asked about (ideals, goals, strategies); Basic assumptions taken for granted (human relations, time)
What are artifacts in the symbolic framework
Everything that can be observed, smells, structures, scents and actions. All artifacts need cultural context to make sense according to the structural framework
Espoused values are what a cultural consensus says that they are like and does not have to correspond to others perceived reality
True
What are five good dimensions to consider the basic assumptions on according to Scheni
us and them, feminine and masculine, human nature, time and space, work and leisure
What is and makes a strong culture
When there is homogeneity among the basic assumptions in a group, culture becomes stronger when the outcmes of the assumptions are seen as successes and thus the assumptions become less and less doubted. Strong cultures trade flexibility for efficiency
What questions should one pose when analysing an organization according to Scheins model
How strong is the culture and what characterizes the content of the basic assumptions.
Which are Hofsteds six dimensions of culture
power distance; individualism v collectivism; collaborative v competitive (feminine v masculine); uncertainty avoidance; long term v short term; indulgence v restraint;
Short term oriented cultures are more conservative and traditional
True according to Hofsted, however I believe it was the opposite in the Marketing book
What are subcultures
When group membership overlap among cultures, f.ex if a company hires from different countries, different schools or other areas with shared cultures those will be subcultures in the organizations culture
What are the symptoms of group think according to Janis
Overestimation of the group (morality and capability); close mindedness (stereotypes outsiders and downplays flaws); Illusion of unanimity
What makes group think more likely
high cohesion, structural shortcomings and pressing external conditions (stress)
What makes a group highly cohesive
When people prioritizes group belonging over individual expression, like if the group is high status and membership is difficult people think twice before questioning the norm and risking being kicked out
What structural shortcomings may lead to group think
isolation from other groups, lack of impartial leadership, lack of formal processes and homogeneous social and ideological background
Why do charismatic leaders emerge from groups
In high uncertainty or crises people need to reduce this uncertainty and in a given group there is usually someone who most embody the common values. The group members begin to depend on these people for guidance and this socializes the leaders to take the role even more. This is amplified by how other members notice the leader being depended on and follow suit.
What is transformative leadership
Visionary or ideological leadership that causes followers to strive for goals beyond their own self realization
What characterizes symbolic leadership
Use symbols to get attention, framing and formulating others perspectives, communicating visions and telling compelling stories. Visionary type Y leadership in HR and manipulation according to power.
How can you use symbols to get attention and spread a message
F.ex Lawyers wear suits to signal professionalism and a colorful interior of an architecture firm may signal creativity
Why does Brunssons model discourage rational decision making processes
Becouse he finds that humans more often act on habit as a result of their culture, rational processes are often not acted upon as they are seen as confusing. This leads to paralysis, doubt and confusion which leads to inefficiency. Therefor the rational thing to do is to not be rational but rather simple and dogmatic for efficiency
What are decision-rational processes according to Brunsson
Talk f.ex discussion of strategy, investigations, PR. This rarely leads to action according to Brunsson but impresses shareholders/creditors and other stakeholders and thus makes it more easy to finance the business
What are action-rational processes according to Brunsson
coordinated repetitive action, do what has worked before, copy others success without understanding why they succeed (benchmarkeing). Leads to swift action according to Brunsson
How should Businesses organize themselves according to Brunsson
By de-coupling the decision rational processes from the action rational processes. Let managers impress the investors and potential customers and employees with their talk but don’t make it interfere with the action rational processes on the ground. This is what he calls organizational hypocrisy
What are the effects of organizational hypocrisy using time according to Brunsson
Saying that they will do something in the sear futrure reduces the demand for actions to be taken but ti can also give the time needed for people to adapt and implement action
