Chapter 11

A mechanism for creating culture change is the use of language such as:

slogans, acronyms, sayings

Select the mechanisms for changing organizational culture

slogans, acronyms, sayings, activities, processes, outcomes, leader reactions to crisis, stories, legends, myths, formal statements, role modeling, teaching, coaching, design of physical workspace, rewards, status symbols, and promotions

The Phase or organizational socialization that occurs before an individual actually joins an organization is:

Anticipatory socialization

The physical manifestation of an organizations culture is referred to as:

Artifacts

The third level of organizational power is called what?

Basic Underlying assupmtions

Organizational Values that have become so taken for granted over time that they become assumptions that guide organizational behavior are called:

Basic underlying assumptions

the three levels of organizational culture are:

Basic underlying assumptions, observable artifacts, and espoused values

The truths about culture and change are:

Be sure culture fits the vision and mission of the firm, Leaders are the architects and developers of organizational change, changing culture starts with targeting one of the three levels of organizational culture

The ______________ phase of the organizational socialization process requires employees to master important tasks and roles and to adjust their work group's values and norms

Change and Acquisition

Companies with a(n) ______________________ culture resemble family type organizations where collaborations is encouraged with trust and support among employees.

Clan

culture facilitates _______________ _______________ like when Southwest Airlines employees all deliver customer service with warmth, friendliness and individual price

Collective Commitment

Explicitly stated values and norms that are preferred by an organization are called

Espoused Values

The second level of organizational culture is _______________________

Espoused Values

a firm with a(n) ____________________ culture is more likely to develop reliable internal processes, extensive measurement and implement a variety of control mechanisms

Hierarchy

Culture provides employees with an organizational ______________________

Identity

companies with a(n) ______________ culture have a strong external focus and value stability and control

Market

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

Mentoring

Formal statements in an organization are those about organizational:

Mission, values, philosophy

The process by which a person learns the values, norms and required behaviors which permit him to participate as a member of the organization is called:

Organizational Socialization

The extent to which your personality and values match the climate and culture in an organization:

Person-Organization Fit

Giving recruits a realistic idea of what lies ahead by presenting both positive and negative aspects of the job is called:

Realistic Job Preview

____________systems are one of the strongest ways to embed organizational culture

Reward

A(n) _____________________Culture is a firms means of creation of a new product or service is the strategic thrust of a company

adhocracy

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

anticipatory socialization

The three phases in Daniel Feldman's Organizational Socialization model are:

anticipatory socialization, encounter, change and acquisition

According to Edgar Schein, what is it that organizational members teach each other about the firms culture?

beliefs, preferred values, and norms

The two most opposed cultures are the _______________ culture with emphasis on internal focus and flexibility and the _________________ culture which emphasizes an external focus with structure and control.

clan, market

The manner in which a company handles basic HR duties in setting goals for recruitment, selection, development and promotion defines and perpetuates a company _____________

culture

Application of Socialization research are:

effective on bnoarding results in higher retnetion, stresses of a new environment can be reduced for employees, socialization can reinforce ethical behaviors

The values that employees actually exhibit based on their observations and what occurs on a daily basis are called: ________ _______

enacted values

During the _____________ phase of the three phases socialization process, employees come to learn what the organization is really like.

encounter

Drivers of organizational culture

firm vision and strategy, founders values, business environment, national culture

A firm with a(n) _______________ culture has internal focus, which produces a more formalized and structured work environment and values stability and control over flexibility.

hierarchy

One way to perpetuate a firm's culture is to

hire those with a strong person to organization fit

important characteristics of organizational culture are

influences our behavior at work, shared concept, learned over time, impact outcomes at multiple levels

It is essential to consider various forms of ____________ when attempting to change organizational culture

justice

When employees understand why the firm does what it does and how it intends to accomplish its long term goals, the culture is said to be helping members ______________ ________________ of their surroundings.

make sense

Two lessons from the competing values framework are that companies with a _____________ culture tend to have more positive organizational outcomes, but financial performance is not strongly related to organizational ____________

market, culture

One lesson from the competing values framework is that innovation and quality can be increased by building characteristics associated with which of the following cultures?

market., adhocracy, clan

companies are using electronic _______________ as a tool to promote different types of cultures.

networks

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

organizational culture

things impacted by organizational culture are:

performance, organizational effectiveness, employee attitudes

Leaders can set a strong message about acceptable norms and behaviors by paying special attention to what they can measure such as:

outcomes, processes, and activities

Internal processes influenced by organizational culture are

policies, procedures, and human resources

Because employees with unrealistic expectations are more likely to quit their jobs, firms may want to use _________________ ____________ ___________ to aid employees in their expectations of a job

realistic job preview

The planned and unplanned activities and ceremonies that are used to celebrate important events or achievements are called_____________ and_____________.

rites and rituals

When the work environment is perceived as positive and reinforcing, a firms culture is said to promote ___________________ ___________________ stability.

social system

Select observable artifacts that can be present in a firm's culture are:

special parking spaces, decorations, manner of dress

Career functions of mentoring are:

sponsorship, exposure and visibility, challenging assignments, protection, coaching

A company's ability to make a profit without sacrificing the resources of its people, the community and the planet is called

sustainability

Which is not one of the four functions of organizational culture?

sustainability the four functions are sense-making device, social system stability, organizational identity, collective commitment

The competing values framework helps managers to:

understand, measure, and change an organizations culture

a __________ represents a long-term goal that describes "what" and organization wants to become, and a _____________ ________________ outlines an organizations long-term goals and the actions necessary to achieve those goals.

vision, strategic plan