Unit 3 - Organizational Effectiveness Flashcards
An organization’s culture includes the following.
Symbols/Artifacts & Rituals/Stories
Diagnosing a culture can include the following.
- Observing symbols/artifacts
- Hold employee focus groups
- Conduct employee surveys
- Examine decision-making, communication style/channels, and reward structures
- Look at org structure
- Assess the nature of relationships
- Leadership style
This culture is more personal and like a family.
Clan
This culture is structured with efficient processes.
Hierarchy
A flexible, adaptable, and informal organizational structure without bureaucratic policies or procedures.
Adhocracy
This culture is a results-oriented place that is customer-driven.
Market
Describe a clan’s structure and focus of control.
Flexible structure & internal focus
Describe a hierarchy’s structure and focus of control.
Stable structure & internal focus
Describe an adhocracy’s structure and focus of control.
Flexible structure & external focus.
Describe a market’s structure and focus of control.
Stable structure & external focus.
What are keys to a successful culture shift.
- Clear strategic vision
- Top management commitment
- Review org structure, processes, and HR programs
- Employee socialization
- Positive reinforcement
Which factors define employee engagement & discretionary effort?
- Motivation
- Satisfaction
- Commitment to the Organization
ERG Theory
Further categorized Maslow’s hierarchy of needs by grouping them as below. Manager’s should focus on helping their employee’s simultaneously achieve a blend of needs instead of just one at a time.
Existence: Physiological & Safety
Relatedness: Self-Esteem & Social Belonging
Growth: Self-Actualization
Two-Factor Theory (also called Herzberg’s Motivation-Hygiene Theory)
The two-factor theory states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other.
Need Theory (also called McClelland’s Human Motivation Theory / three needs theory)
People have three motivating factors, and people will have a dominant factor that influences their behavior.
- Achievement
- Affilitation
- Power
You can use this information to lead, praise, and motivate your team more effectively, and to better structure your team’s roles.
Expectancy Theory
Expectancy Theory argues that the strength of our motivation to act in a particular way depends on the strength of three expectations:
That making more effort will improve performance.
That a high level of performance will bring a reward.
That the outcome – your reward – will be attractive.
Effort –> Performance –> Outcome
Equity Theory
Theory asserts that an employee can become demotivated if they perceive their inputs to be higher than outputs received.
Managers should seek to find a fair balance between the inputs that an employee gives (hard work, skill level, acceptance, enthusiasm, and so on), and the outputs received (salary, benefits, intangibles such as recognition, and so on).
Locke’s Goal Setting Theory
Clear goals and appropriate feedback motivate employees.
“SMART” stands for Specific, Measurable, Attainable, Relevant, and Time-bound
Job Characteristics Model
Job characteristics theory is a theory of work design. It provides “a set of implementing principles for enriching jobs in organizational settings”.
This model specifies the conditions under which workers or individuals will be internally motivated to perform their jobs effectively.
Gallop Q12 Model of Engagement
A 12 question survey that assesses an employee’s engagement levels. Employees are rated as either engaged, not engaged, or actively engaged.
Examines basic needs, management support, teamwork, and growth.