MHR 701 Organizational Culture deck
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| 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.
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| Characteristics of Culture | From high to low.
-Innovation
-Attention to detail
-Outcome orientation
-People Orientation
-Team Orientation
-Aggressiveness
-Stability
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| Competing Values Model (clockwise) 1. Employee friendly 2. Innovative 3. Competitive 4. Monitoring | http://i28.tinypic.com/2uj314z.jpg
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| Functions | (other cultural element)
Identify, commitment, stability, understanding.
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| Subcultures | (other cultural element)
Mini-cultures within the organization.
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| Strong Cultures | (other cultural element)
Intense and widely shared values
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| National Culture | (other cultural element)
Greater impact than organizational culture.
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| 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.
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| Ways to Assess an Organizations Culture | Stories, Heros, Symbols, Symbolic Acts, Language, Rites, Surveys.
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| Stories | Legends about what has happened in the past.
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| Heros | People who have done it, "the right way."
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| Symbols | Objects that show what we are all about
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| Symbolic Acts | Single acts that are very memorable
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| Language | Speech that carries a specific message.
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| Rites | Ceremonies that are visible reminders of values.
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| Surveys | Quantitative an qualitative information.
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| Model of Person-Organization Fit | http://i28.tinypic.com/345of8j.jpg
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| 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!
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| Collective vs. Individual | (socialization tactic)
Group vs. individual socialization experiences.
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| Formal vs. Informal | (socialization tactic)
Extent of separation from "regular members"
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| Sequential vs. Random | (socialization tactic)
Specific progression vs. ambiguous process
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| Fixed vs. Variable | (socialization tactic)
Extent to which there is an established timetable.
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| Serial vs. Disjunctive | (socialization tactic)
Extent to which regular members are involved.
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| Investiture vs. Divestiture | (socialization tactic)
Extent of retention of "former identity"
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| Three Phases of Socialization | http://i28.tinypic.com/30vn42a.jpg
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| Pre-arrival | Prior to joining an organization
(one of the three phases of socialization)
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| Encounter | Initial entry period into the organization.
(one of the three phases of socialization)
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| Metamorphosis | Variable; seen when values, behaviors, etc. are consistent with the organization.
(one of the three phases of socialization)
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| Training vs. Development | http://i32.tinypic.com/2wg7tlc.jpg
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| Training Pyramid percentages (must know) | http://i28.tinypic.com/1o2c1z.jpg
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| Training Issues | -Support for training?
-How, when, where, why?
-Who participates?
-Cost
-Transfer of training.
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| Transfer of Training | -Application of Learning (by measurement)
-Support
-Self-management
-Reinforcement
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| Characteristics of Coaching | http://i27.tinypic.com/v58q45.jpg
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| Characteristics of Mentoring | http://i31.tinypic.com/25qggoy.jpg
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