How do espoused values relate to the concept of organizational culture quizlet?

Rituals are the programmed routines of daily organizational life that dramatize an organization's culture.24 They include how visitors are greeted, how often senior executives visit subordinates, how people communicate with each other, how much time employees take for lunch, and so on. These rituals are repetitive, predictable, events that have symbolic meaning of underlying cultural values and assumptions. For instance, BMW's fast-paced culture is quite literally apparent in the way employees walk around the German automaker's offices. "When you move through the corridors and hallways of other companies' buildings, people kind of crawl, they walk slowly," observes a BMW executive. "But BMW people tend to move faster."25 Ceremonies are more formal artifacts than rituals. Ceremonies are planned activities conducted specifically for the benefit of an audience

Winston Churchill once said: "We shape our buildings; thereafter, they shape us."26 The former British prime minister was reminding us that buildings both reflect and influence an organization's culture. The size, shape, location, and age of buildings might suggest a company's emphasis on teamwork, environmental friendliness, hierarchy, or any other set of values.27 Consider Mars, Inc., one of the world's largest food manufacturers (Uncle Ben's rice, M&M's candy, Pedigree pet food, etc.). The privately held company's low profile (some say secretive) culture is evident from its nondescript head offices in most countries. Mars head offices in Canada and the United Kingdom are buried in one of its manufacturing plants. Small signs indicate the company name and even less indication that the corporate chiefs are located there

1. pre-employment socialization - Think back to the months and weeks before you began working in a new job (or attending a new school). You actively searched for information about the company, formed expectations about working there, and felt some anticipation about fitting into that environment. The pre-employment socialization stage encompasses all the learning and adjustment that occurs before the first day of work. In fact, a large part of the socialization adjustment process occurs during this stage
2. encounter - The first day on the job typically marks the beginning of the encounter stage of organizational socialization. This is the stage in which newcomers test how well their pre-employment expectations fit reality. Many companies fail the test, resulting in reality shock—the stress that results when employees perceive discrepancies between their pre-employment expectations and on-the-job reality.84 Reality shock doesn't necessarily occur on the first day; it might develop over several weeks or even months as newcomers form a better understanding of their new work environment.
3. Role management - Role management, the third stage of organizational socialization, really begins during pre-employment socialization, but it is most active as employees make the transition from newcomers to insiders. They strengthen relationships with coworkers and supervisors, practise new role behaviours, and adopt attitudes and values consistent with their new positions and the organization. Role management also involves resolving the conflicts between work and nonwork activities, including resolving discrepancies between their personal values and those emphasized by the organizational culture

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On June 30, 2017, Sharper Corporation’s common stock is priced at 62pershareb eforeanystockdividendorsplit,andthestockholders’ equitysectionofitsbalancesheetappearsasfollows. 62 per share before any stock dividend or split, and the stockholders’ equity section of its balance sheet appears as follows.

Common stock—$10 par value, 120,000 shares authorized, 50,000 shares issued and outstanding ………$ 500,000Paid-in capital in excess of par value, common stock………200,000Retained earnings………660,000Total stockholders’ equity………$1,360,000 \begin{matrix} \text{Common stock—\$10 par value, 120,000 shares authorized, 50,000 shares issued and outstanding} \ldots\ldots\ldots& \text{\$ 500,000}\\ \text{Paid-in capital in excess of par value, common stock} \ldots\ldots\ldots& \text{200,000}\\ \text{Retained earnings} \ldots\ldots\ldots& \text{660,000}\\ \text{Total stockholders’ equity} \ldots\ldots\ldots& \text{\$1,360,000}\\ \end{matrix}

$ 1. Assume that the company declares and immediately distributes a 50% stock dividend. This event is recorded by capitalizing retained earnings equal to the stock’s par value. Answer these questions about stockholders’ equity as it exists after issuing the new shares. a. What is the retained earnings balance? b. What is the amount of total stockholders’ equity? c. How many shares are outstanding? 2. Assume that the company implements a 3-for-2 stock split instead of the stock dividend in part 1. Answer these questions about stockholders’ equity as it exists after issuing the new shares. a. What is the retained earnings balance? b. What is the amount of total stockholders’ equity? c. How many shares are outstanding? 3. Explain the difference, if any, to a stockholder from receiving new shares distributed under a large stock dividend versus a stock split.

What are espoused values and how are they connected to organizational culture?

What is the relationship between values and organizational culture?

What are espoused values quizlet?

What is the relationship between values ethics and Organisational culture?