Organizational Culture

Name the 3 barriers an institutionalized climate might have on an organization/employees?

1. Barrier to Change 2. Barriers to Diversity 3. Barriers to Acquisitions and Mergers

What 5 things can mangers do to create a more ethical culture?

1. Be a visible role model and send a positive message 2. Communicate ethical expectations 3. Provide ethical training 4. Visibly reward ethical acts and punish unethical ones 5. Provide protective mechanism for employees to discuss ethical dilemmas and report unethical behaviors

What are the 4 characteristics of Spiritual Organization

1. Benevolence or showing kindness towards others 2. Strong sense of purpose or building cultures around meaningful purpose 3. Trust or treating employees with value 4. Open-mindedness

Why workplace spirituality? Name 4

1. Counterbalances the pressures of turbulent pace of life. 2.Formalized religion hasn't worked for many people. 3. People want to integrate personal life values with their professional life 4. People are realizing martial things are infilling

What can an organization do to achieve spiritual culture?

1. Facilitate a spiritual workplace that supports work-life balance 2. Leaders can demonstrate values, attitudes, and behaviors that trigger intrinsic motivation and a sense of calling through work. 3. Encouraging employees to consider how their work provides a sense of purpose through community building

How does a positive climate influence the organization/employees? Name 4

1. Influences the habits people adopt 2. Employees will think about doing a good job 3. Employees feel they can share information regardless of their demographic differences 4. Lead to high levels of performance

What are the 7 primary characteristics of Organizational Culture?

1. Innovation and risk taking 2. Attention to detail 3. Outcome orientation 4. People orientaion 5. Team orientation 6. Aggressiveness 7. Stability

What are the 5 boundary-defining roles of culture?

1. It creates distinctions between one organization and others 2. It conveys a sense of identity for organization members 3. Facilitates commitment to something larger than individual self-intreat 4. It enhances the stability of social system 5. Acts as a sense-making and control mechanism that guides and shapes attitudes and behavior

What are some of the benefits strong cultures offer?

1. Low employee turnover because there is high agreement 2. Builds cohesiveness, loyalty, and organizational commitment 3. Mangers do not need to be concerned with developing formal rules and regulations to guide employee behavior

What are the three stages of socialization?

1. Pre arrival Stage 2. Encounter 3. Metamorphosis

What three roles play a virtual role in sustaining a culture?

1. Selection practices 2. The actions of top management 3. Socialization methods

What 4 ways is culture transmitted to employees?

1. Stories 2. Rituals 3. Material symbols 4. Language

What are the 4 different types of culture based on competing values.

1. The Collaborative and Cohesive clan 2. The innovative and adaptable adhocracy 3. The controlled and consistent hierarchy 4. Competitive and customer focused market

What differentiates culture from job satisfaction.

1. The fact that culture does not deal with the fact if employees like their organizational culture or not 2.Organizational culture is descriptive, whereas job satisfaction is evaluative.

When is the 3 part socialization process complete?

1. When members have internalized and accepted the norms of the organization, and their work group, are confident in their competence, and feel trusted and valued by their peers. 2. They understand the system 3. They Know what is expected of them

Name the 3 ways a culture is created

1.Founders hire and keep only employees who think and feel the same way they do 2.They indoctrinate and socialize these employees to their way of thinking and feeling. 3. The founders' own behavior encourages employees to identify with them and internalize their beliefs, values, and assumptions.

Institutionalization

A condition that occurs when an organization takes on a life of its own, apart from any of its members and acquires immortality It is values for itself and not for the goods or services it produces

Strong Cultures

A culture in which the core values are intensely held and widely shared

Positive Organizational Culture

A culture that emphasizes building on 1. Employee strengths 2. Rewards more than punishes, and 3. Emphasizes individual vitality and growth.

Dominant culture

A culture that expresses the core values that are shared by a majority of organization's members

Socialization

A process that adapts employees to the organization's culture.

Organizational Culture

A system of shared meaning held by by members that distinguishes the organization from other organizations

Selection

Allows employer or applicant to avoid a mismatch and sustaining an organization's culture by selecting out those who might attack or undermine its core values.

Organizational climate

An aspect of culture that is defined as: The shared perceptions organizational members have about their organization and work environment.(Team Spirit)

Barrier to Change

Culture is a liability when the shared values don't agree with those that further the organization's effectiveness.

Subcultures

Minicultures within an organization, typically defined by department designations and geographical separation

Rituals

Repetitive sequences of activities that express and reinforce the key values of the organization, which goals are most important, which people are important, and which are expendable. Like a chant or an affirmation

What is the difference between Investiture and Divestiture socialization?

Socialization that assumes the qualities and qualification as necessary ingredient for job success vs. striping one of them.

What is the difference between Individual and Collective socialization?

Socialized individually or Socialized as a group

Barriers to Diversity

Strong culture that condones prejudice, supports bias, or becomes insensitive to people who are different can even undermine formal corporate diversity policies.

Barriers to Acquisitions and Mergers

Strong cultures that undermine successful acquisition and merger decisions between organizations.

What does the pre-arrival stage recognize?

That each individual arrives with a a set of values, attitudes and expectations both the work and the organization .

Innovation and risk taking

The degree to which employees are encouraged to be innovative and take risks.

Attention to detail

The degree to which employees are expected to exhibit precision, analysis, and attention to detail.

People orientation

The degree to which management decisions take into consideration the effect of outcomes on people within the organization.

Outcome orientation

The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve them.

Stability

The degree to which organizational activities emphasize maintaining the status quo in contrast to growth.

Aggressiveness

The degree to which people are aggressive and competitive rather than easy going.

Team orientation

The degree to which work activities are organized around teams rather than individuals.

Pre arrival stage

The period of learning in the socialization process that occurs before a new employee joins the organization.

Core Values

The primary or dominant values that are accepted throughout the organization

Workplace Spirituality

The recognition that people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community.

Metamorphosis Stage

The stage in the socialization process in which a new employee changes and adjusts to the job, work group, and organization.

Encounter Stage

The stage in the socialization process in which new employees sees what the organization is really like and confronts the possibility that expectations and reality may diverge

What is the difference between Fixed and Variable socialization?

The standard standardized stages of transition vs a promotion system that does is not advanced to the next stage until one is ready

Top Management

Through words and behavior, senior executives establish norms that filter through the organization about, for instance, whether risk taking is desirable, how much freedom managers give employees, what is appropriate dress, and what actions earn pay raises, promotions, and other rewards.

What is the difference between Serial and Random socialization?

Use of role models to enourage new employees vs. leaving them to learn on their own

Material Symbols

What conveys to employees who is important, the degree of egalitarianism top management desires, and the kinds of behavior that are appropriate.

What is the difference between Formal and Informal socialization?

When employee is segregated from work setting vs. When employee is directly involved right away in the work setting

Language

Words and statements that convey the organization's culture. Fun, comfortable...etc

Dignity Culture

individuals are eager to define themselves based on their own internal judgment and may be more resistant to outside efforts to define them (US, Canada)

Face culture

individuals use information from others in order to determine who thy are, allowing themselves to be defined by social opinion (East Asian Countries)

Stories

organization's founders, rule breaking, rags-to-riches successes, reductions in the workforce, relocation of employees, reactions to past mistakes, and organizational coping. Also the narratives an employee tells his/her self about how he/she fits in the job.