Unit 4 Flashcards
The Paradigm
Management determines both the mission and vision. They set the groundwork for the values that the employees are expected to align with.
Control Systems
Behavioral expectations are laid out explicitly for employees. Ex. An employee handbook
Organizational Structures
The choice of an organizational structure has enormous cultural implications for the openness of communication, organization of resources, and flow of information.
Power Structures
The degree to which specific individuals are free (or not) to make decisions. Indicative of the openness and fluidity of the organization.
Symbols
All strong brands associate with symbols (logos) They are not randomly selected: symbols show specific facets of organizational culture management consider most important
Rituals and routines
Routines are strong behavior modifiers that significantly impact the culture of a given organization. A looser and more open work environment (limited routines) may create more innovation, while heavily structured routines may create more efficiency and predictability.
Stories and myths
Stories are powerful communicators of culture. A powerful myth can promote efficiency and the desire to try new things.
Interpersonal/Intergroup
Conflict between separate individuals or between different groups
Intrapersonal/Intragroup
Conflict within one individual or within people in the same group.
Informational Deficiencies
When team members do not share relevant information. Blame and further questions can occur. This conflict can be easier to solve just because it is usually it usually stems from misunderstanding. Once clarity is introduced, the conflict is resolved.
Role Incompatibility
When organizations have complex reporting structures and when tasks are highly interdependent.
Scarcity of Resources
This can naturally lead to increased conflict. With low resources, managers are less likely to collaborate since they are trying to secure the necessary resources needed. Personnel can be a scarce resource.
Structural
Conflict will occur no matter who is in charge or how many personnel changes occur. It can include unfair, unclear, or inefficient policies, procedures, organizational cultures, or ingrained practices.
