| Question |
Answer |
| Organizational Culture |
-The set of policies, practices, and procedures that are expected, rewarded, and supported, in an organization.
-The values shared by associates in an organization.
-What it’s like to be a member of this organization.
|
| Characteristics of Culture |
From high to low.
-Innovation
-Attention to detail
-Outcome orientation
-People Orientation
-Team Orientation
-Aggressiveness
-Stability
|
| Competing Values Model
(clockwise)
1. Employee friendly
2. Innovative
3. Competitive
4. Monitoring |
http://i28.tinypic.com/2uj314z.jpg |
| Functions |
(other cultural element)
Identify, commitment, stability, understanding. |
| Subcultures |
(other cultural element)
Mini-cultures within the organization.
|
| Strong Cultures |
(other cultural element)
Intense and widely shared values
|
| National Culture |
(other cultural element)
Greater impact than organizational culture. |
| Values: Five Mail Characteristics |
(other cultural element)
1. Broad concepts or beliefs.
2. relate to value instincts.
3. Apply across all situations.
4. Influences attitudes and in turn behaviors.
5. Ordered by importance. |
| Ways to Assess an Organizations Culture |
Stories, Heros, Symbols, Symbolic Acts, Language, Rites, Surveys. |
| Stories |
Legends about what has happened in the past. |
| Heros |
People who have done it, "the right way."
|
| Symbols |
Objects that show what we are all about |
| Symbolic Acts |
Single acts that are very memorable |
| Language |
Speech that carries a specific message. |
| Rites |
Ceremonies that are visible reminders of values. |
| Surveys |
Quantitative an qualitative information. |
| Model of Person-Organization Fit |
http://i28.tinypic.com/345of8j.jpg |
| Organizational Socialization |
-The process by which a person learns the values, norms, and required behaviors which permit him/her to participate as a member of the organization.
-The impact of the organization on the individual.
-Learning the ropes!
|
| Collective vs. Individual |
(socialization tactic)
Group vs. individual socialization experiences. |
| Formal vs. Informal |
(socialization tactic)
Extent of separation from "regular members" |
| Sequential vs. Random |
(socialization tactic)
Specific progression vs. ambiguous process |
| Fixed vs. Variable |
(socialization tactic)
Extent to which there is an established timetable. |
| Serial vs. Disjunctive |
(socialization tactic)
Extent to which regular members are involved. |
| Investiture vs. Divestiture |
(socialization tactic)
Extent of retention of "former identity" |
| Three Phases of Socialization |
http://i28.tinypic.com/30vn42a.jpg |
| Pre-arrival |
Prior to joining an organization
(one of the three phases of socialization) |
| Encounter |
Initial entry period into the organization.
(one of the three phases of socialization) |
| Metamorphosis |
Variable; seen when values, behaviors, etc. are consistent with the organization.
(one of the three phases of socialization) |
| Training vs. Development |
http://i32.tinypic.com/2wg7tlc.jpg |
| Training Pyramid percentages (must know) |
http://i28.tinypic.com/1o2c1z.jpg |
| Training Issues |
-Support for training?
-How, when, where, why?
-Who participates?
-Cost
-Transfer of training. |
| Transfer of Training |
-Application of Learning (by measurement)
-Support
-Self-management
-Reinforcement |
| Characteristics of Coaching |
http://i27.tinypic.com/v58q45.jpg |
| Characteristics of Mentoring |
http://i31.tinypic.com/25qggoy.jpg |
Ch.18 LTI-MA 509
