• is the shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees. Show
What are the three major components of Organizational Culture 1. Observable Artifacts 2. Espoused Values 3. Basic Underlying Assumptions _____ ____are the manifestations of an organization’s culture that employees can easily see or talk about. ____are the beliefs, philosophies, and norms that a company explicitly states. ____ ___ __ are taken-for-granted beliefs and philosophies that are so ingrained that employees simply act on them rather than questioning the validity of their behavior in a given situation Basic Underlying Assumptions What are the 6 forms of Observable Artifacts 1. Symbols 2. Physical Structures 3. Language 4. stories 5. Rituals 6. Ceremonies can be found throughout an organization, from its corporate logo to the images it places on its Web site to the uniforms its employees wear are the organization’s buildings and internal office designs » reflects the jargon, slang, and slogans used within the walls of an organization. » consist of anecdotes, accounts, legends, and myths that are passed down from cohort to cohort within an organization. » are the daily or weekly planned routines that occur in an organization. » are formal events, generally performed in front of an audience of organizational members. Exaples of Espoused Values Published documents, verbal statements made to employees by managers » Represent the deepest and least observable part of a culture and may not be consciously apparent, even to organizational veterans. » Its hidden beliefs are those that are the most likely to dictate employee behavior and affect employee attitudes. Basic Underlying Assumptions What are the 4 types of general culture types? 1. Fragmented 2. Mercenary 3. Communal 4. Networked _____ culture is an organizational culture type in which employees are distant and disconnected from one another. ___ culture is an organizational culture type in which employees think alike but are not friendly to one another. _____ culture is an organizational culture type in which employees are friendly to one another, but everyone thinks differently and does his or her own thing. _____ culture is an organizational culture type in which employees are friendly to one another and all think alike. What are the specific types of organizational culture 1. Customer Service 2. Diversity Culture 3. Creativity Culture ______ culture is a specific culture type focused on service quality Shown to change employee attitudes and behaviors toward customers. culture is a specific culture type focused on fostering or taking advantage of a diverse group of employees • culture is a specific culture type focused on fostering a creative atmosphere. » Affects both the quantity and quality of creative ideas within an organization. _____ ____ exists when employees definitively agree about the way things are supposed to happen within the organization (_____ _____) and when their subsequent behaviors are consistent with those expectations (______ ____). culture strength high consensus high intensity • unite a smaller subset of the organization’s employees. • exist w hen a subcultures’ values do not match those of the organization. What are the 4 advantages of a strong culture?
1. Differentiates the organization from others 2. allows employees to identify themselves with the organization 3. Facilitates desired behaviors among employees 4. Creates stability within the organization What are the 4 disadvantages of a strong culture? 1. Makes merging with another organization more difficult 2. Attracts and retains similar kinds of employees, thereby limiting diversity of thought 3. Can be "too much of a good thing" if it creates extreme behaviors among employees 4. Makes adapting to the environment more difficult How is organizational culture formed and maintained? 1. Attraction-Selection-Attrition (ASA) 2. Socialization holds that potential employees will be attracted to organizations whose cultures match their own personality Attraction-Selection-Attrition (ASA) Framework • is the primary process by which employees learn the social knowledge that enables them to understand and adapt to the organization’s culture. » It is a process that begins before an employee starts work and doesn’t end until an employee leaves the organization. Two types of Socialization 1. Realistic Job Previews (RJP) 2. Mentoring » is the process of ensuring that a potential employee understands both the positive and negative aspects of the potential job. – One of the most inexpensive and effective ways of reducing early turnover among new employees. Realistic Job Previews (RJP) » is a process by which a junior-level employee (protégé) develops a deep and long-lasting relationship with a more senior-level employee (mentor) within the organization. Can provide social knowledge, resources, and psychological support to the protégé both at the beginning of employment and as the protégé continues his or her career with the company How do organizations change their culture? 1. Change in leadership 2. Mergers and Acquisitions » New leaders bring their own ideas and values, and leaders are expected to be a driving force for change. » Two companies with distinct cultures are merged to form a new culture. is the degree to which a person’s personality and values match the culture of an organization In Person-Organization Fit Employees also feel higher levels of ____ toward their managers. In person-organization fit When employees feel that their values and personality match those of the organization, they experience _______ levels of job satisfaction and feel ___ stress about their day-to-day tasks In person-organization fit Employees judge fit by thinking about the ______ they prioritize the most, then judging whether the organization shares those values. How does person-organization fit correlate with Job performance and Organizational Commitment JP: Weak Positive OC: Strong Positive What is the process called when a more experienced member of the organization provides guidance to a less experienced member in the workplace?Coaching involves a more experienced or skilled individual providing an employee with advice and guidance intended to help him or her gain new skills, improve performance and enhance the quality of his or her career.
Which of the following are reasons why organizations engage in managing culture and diversity?More benefits to having diversity in the workplace:
Employees from diverse backgrounds imbue organizations with creative new ideas and perspectives informed by their cultural experiences. A diverse workplace will help organizations better understand target demographics and what moves them.
Why should managers be concerned with managing diversity?Managing diversity means acknowledging people's differences and recognizing these differences as valuable; it enhances good management practices by preventing discrimination and promoting inclusiveness. Good management alone will not necessarily help you work effectively with a diverse workforce.
What diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others?Socio-economic diversity refers to the mixture of people having different income level and social backgrounds. This kind of diversity is to require that managers be sensitive and responsive to the requirements and apprehensions of persons/ individuals who might not be as well off as others.
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______ may be more important for protégé members of organizations than for experienced members.
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