MGMT 2100 Ch 14-15 smartbook

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1980s, team and process orientation

what is a key risk of neglecting to integrate subcultures within high risk industries

A failure to interpret and implement safety measures

how does organizational socialization embed their culture in new employees

by promoting and reinforcing core values and beliefs

Companies with an internal focus with a value on flexibility rather than stability and control

clan

what type of company culture resembles family type organizations where collaborations are encouraged with trust and support among employees

clan

What is it called when a mentor provides advice to a protege about developing additional skills

coaching

organization that proactively creates, acquires and transfers knowledge and that changes its behavior on the basis of new knowledge and insights

learning organization

The process of forming and maintaining an intensive and lasting developmental relationship between a variety of developers and a junior person is called

mentoring

traditional

mid 1800s through 1970s, self-contained within organizations boundaries

firms are more successful and effective when their structure supports the execution of corporate strategies

organizational design

the structure of accountability and responsibility used to develop and implement strategies, in the human resource practices and information and business processes that activate those structures are called

organizational design

what is a key driver of long

term organizational performance- innovation

When workers take an assignment in a foreign country, they often experience different socialization activities than other newcomers. This affects which of the following for those expatriates?

• Long term success • job satisfaction

Observable artifacts that can be present in a firms culture are

• Manner of dress • Awards • special parking spaces

which of the following often determine the development of subcultures

• Occupational groups • products and technologies • division and departments

career functions of mentoring

• Sponsorship • Coaching • challenging assignments • Exposure and visibility • Protection

Mechanisms for changing organizational culture

• design a physical workspace • rewards, status symbols and promotions • role modeling, teaching, coaching • Formal statements

four basic dimensions of organizational structure

• hierarchy of authority • division of Labor • spans of control • line and staff positions

When you fit with your organization what are the likely results?

• job satisfaction • enhance performance • engagement

Practical guidelines derived from socialization research include which of the following

• new hires are positively affected by formalized socialization procedures • socialization tactics can reinforce ethical behaviors • different techniques are appropriate for different people at different times

the four functions of organizational culture

• organizational identity • collective commitment • social system stability • sense making device

mechanisms for change in organizational culture

• slogans, acronyms, sayings • stories, legends, myths • activities, processes, outcomes • leader reactions to crisis

key contingency factors to consider when making decisions about organizational design

• strategy and goals • market uncertainty • decision making processes • technology • size

what characteristics need to be aligned for an organization to maximize performance

• strategy and structure • human resource practices and policies • employee's human and social capital

What are the three characteristics that all organizations share

• structure that serves as a fingerprint • idea that innovation is crucial to remain in business • goal of being effective

The competing values framework teaches us that companies with a _________ culture tend to have more positive organizational outcomes

Market

the phrase consciously coordinated is key to the definition of a

Organization

organizational identity, collective commitment, social system stability and sense making device are four functions of

Organizational culture

which of the following was found to deplete your human capital

Lack of sleep

one lesson from the competing values framework is that innovation and operational outcomes are linked to characteristics associated with which of the following cultures

Clan, Adhocracy, market

of the following who is best known for their writing on organizational culture

Edgar Schein

what is needed across internal characteristics for organizations to achieve high performance

alignment

Phase of organizational socialization that occurs before an individual actually joins an organization is

anticipatory socialization

Physical manifestation of an organization culture is referred to as

artifacts

organizations that are structured to fit the demands of the situation are said to follow the

contingency approach

managers who take into account strategy and goals, market uncertainty, decision making processes, size in technology are considering _________about organization design

contingency factors

According to many CEO's this is the key to making a company one of the best

corporate culture

according to edgar Schein, the most important role of an organization's leader is

creating and managing organizational culture

an organization that groups all of its marketers in one department, finance people and another and product designers and another is which type of organization

functional

structure that groups people according to the business functions they perform is called

functional structure

What do many CEO's believe is the essence of the best companies

great company culture

Refers to a person's productive potential, based on knowledge, skills and experiences

human capital

depends on constant interaction with the environment for survival

open system

a system of consciously coordinated activities or forces of two or more persons is called a

organization

to the casual observer this means a family tree like pattern of boxes and lines posted on workplace walls

organizational chart

the set of implicit assumptions that a group holds and that determines how it perceives, thinks about and reacts to its various environments is called

organizational culture

the process by which a person learns the values common norms and required behavior which permit him to participate as a member of the organization it is called

organizational socialization

the extent to which your personality and values match the culture and climate in your work organization

person organization fit

open

since mid 1990s, open beyond organizational boundaries

is said to be a self

sufficient entity- closed system organization