Chapter 14 management part 2

___________: occurs before an individual actually joins an organization. - It is represented by the information people have learned about different careers, occupations, professions and organizations. The information can come from many sources

Anticipatory socialization phase

What are the three phase's in the three phase model of organizational socialization. Model made by Daniel Feldman promtoes deeper understanding of important process

Anticipatory socialization phase,Encounter phase,Change and acquisition phase

________: requires employees to master important tasks and roles and to adjust to their work group's values and norms. - This only occurs when employees have a clear understanding about their roles and they are effectively integrated within the work unit

Change and acquisition phase

__________ is a shared concept that is learned over time. It also influences our behavior at work and outcomes at multiple levels.

Culture

_________ : represents the quality of relationships among the individual and those involved in his or her developmental network

Developmental relationship strength

____________ : reflects the variety of people within the network an individual uses for development assistance

Diversity of development relationships

__________: reflect the values and norms that actually are exhibited or converted into employee behavior.

Enacted values

____ : employees come to learn what the organization is really like

Encounter phase

__________ represent the explicitly stated values and norms that are preferred by an organization.

Espoused values

________ : The process of forming and maintaining intensive and lasting developmental relationships between a variety of developers and a junior person

Mentoring

________: programs help employees to integrate, assimilate, and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics and by clarifying work-role expectations and responsibilities

Onboarding

______ : involves giving recruits a realistic idea of what lies ahead by presenting both positive and negative aspects of the jobs

Realistic job preview

Five career functions that enhanced ___________ are - Sponsorship - Exposure and visibility - Coaching - Protection - Challenging assignments

career development

The _________framework identifies four different types of organizational culture. A clan culture has an employee focus. Adhocracy and market cultures have external foci that emphasize innovation/growth and market share/profitability, respectively. Hierarchical cultures are internally focused on efficiency and smooth functioning.

competing values

Twelve mechanisms for creating __________ 1.Formal statements: this method relies on using formal statements of organizational philospogy, mission, vision, values and materials used for recruiting selection and socialization 2.Design of physical space, work environments and buildings 3.Slogans, language, acronyms and sayings 4.Deliberate role modeling, training programs, teaching and coaching by others 5.Explicit rewards, status symbols and promotion criteria 6.Stories, legends, or myths about key people and events 7.Organizational activates, processes or outcomes 8.Leader reactions to critical incidents and organizational crises 9.Rites and rituals: represent the planned and unplanned activities and ceremonies that are used to celebrate important events or achievements 10.The workflow and organizational structure 11.Organizational systems and procedures 12.Organizational goals and criteria throughout the employee cycle

culture change

•There are four caveats about_______. First, leaders are the architects and developers of organizational culture. Second, the process of culture change begins with targeting the three layers of culture. Third, culture needs to be aligned with a company's vision and strategic plan. Finally, it is important to use a structured approach when implementing culture change.

culture change

•The three levels of organizational culture are ....

observable artifacts, espoused values, and basic underlying assumptions.

•There are five conclusions about outcomes associated with_____________ (1) culture is related to measures of organizational effectiveness; (2) employees are more satisfied and committed to companies with clan cultures; (3) innovation and quality can be increased by building characteristics associated with clan, adhocracy, and market cultures; (4) an organization's financial performance is not strongly related to culture; and (5) companies with market cultures tend to have more positive organizational outcomes.

organizational culture:

Four functions of organizational culture are ...

organizational identity, collective commitment, social system stability, and a device for sense-making.

There are six key implications with ______ and__________ -You should foster a broad developmental network because the number and quality of your contacts will influence your career success -Look to the consistency or congruence between your career goals and the type of developmental netowkr as your disposal -A developer's willingness to provide career and psychosocial assistance depends on the protégé ability and potential and the quality of the interpersonal relationship -Become proficient at using social networking tools such as twitter -Develop a mentoring plan -Incorporate mentoring into the organization's leadership development programs

personal, organizational implications