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Terms in this set [18]
organizational culture
the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments
what are the three layers of organizational culture?
1. observable artifacts 2. Espoused values 3. basic underlying assumptions
what is the difference between espoused values and enacted [in use] values?
explicit versus behavioral
espoused values
explicitly stated values and norms that are preferred by an organization
enacted values
values and norms that are actually exhibited or converted into employee behavior
Four Functions of Organizational Culture
1. establish organizational identity
2. encourage collective commitment
3. ensure social system stability
4. act as sense-making device
what is the competing values framework?
A framework for categorizing organizational culture that shows how its core values affect its culture
what is the competing values framework used for?
assessing organizational effectiveness
Adhorcracy
means: adaptability, creativity, agility
ends: innovation, growth,
cutting-edge output
Hierarchy Culture
means: capable processes, consistency, process control, measurement
ends: efficiency, timeliness, smooth functioning
what are values that are encouraged in clan culture?
means: very family-like, cohesion, participation, communication, empowerment
Employee-focused
internal focus,
flexibility valued rather than stability and control
achieving effectiveness by encouraging collaboration, trust, and support.
what are values that are emphasized in a market culture?
means: customer focus, productivity, enhancing, competitiveness
Strong external focus and stability and control valued
competition
strong desire to deliver results and accomplish goals
Four truths about culture change
[1] Leaders are the architects and developers of organizational change
[2] Changing culture starts with one of the three levels of organizational culture: artifacts, espoused values, basic underlying assumptions
[3] Consider how closely the current change aligns with the organization's vision & strategic plan
[4] Use a structured approach when implementing culture change
observable artifacts
physical manifestations such as manner of dress, awards, myths and stories about the company, rituals and ceremonies, and decorations, as well as visible behavior exhibited by managers and employees
basic underlying assumptions
organizational values that have become so taken for granted over time that they become assumptions that guide organizational behavior
why should we be concerned with explicit rewards, status symbols when it comes to culture change?
strong impact on employees due to highly visible and meaningful nature
strongest way to embed culture
socialization
the process by which a person internalizes the values, beliefs, and norms of an organization and learns to function as a member of that organization
On boarding programs
help employees to integrate, assimilate, and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics and by clarifying work-role expectations and responsibilities
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