| Flap 1 |
Flap 2 |
| Organizational enviroment | All elements existing outside the organization's boundries that have the potential to affect the organization. |
| General enviroment | The layer of the external enviroment that affects the organization indirectly. |
| Task enviroment | The layer of the external enviroment that directly influences the organization's operations and performance. |
| Internal enviroment | The enviroment that includes the elements within the organization's boundries. |
| International dimension | The portion of the external enviroment that represents events originating in foreign countries as well as opportunities for U.S. companies in other countries. |
| Technological dimension | The demension of the general enviroment that includes scientific and technological advancements in the industry and society at large. |
| Sociocultural dimension | The dimension of the general enviroment representing the demographic characteristics, norms, customs, and values of the population within which the organization operates. |
| Economic dimension | The dimension of the general enviroment representing the overall economic health of the country or region in which the organization operates. |
| Legal-political dimension | The dimension of the general enviroment that includes federal, state, and local government regulations and political activities designed to influence company behavior. |
| Pressure group | An interest group that works within the legal-political framework to influence companies to behave in socially responsible ways. |
| Customers | People and organizations in the enviroment who accuire goods or services from the organization |
| Competitors | Other organizations in the same industry or business that provide goods or services to the same set of customers. |
| Suppliers | People and organizations who provide the raw materials the organization uses to produce output. |
| Labor market | The people availible for hire by the organization. |
| Culture | The set of ky values, beliefs, understandings, and norms that members of an organization share. |
| Sysmbol | An object, act, or event that conveys meaning to others. |
| Story | A narrative based on true events that is represented frequently and shared among organizational employees. |
| Hero | A figure who exemplifies the deeds, character, and attributes of a strong corporate culture. |
| Slogan | A phrase or sentence that succinctly expresses a key corporate value. |
| Ceremony | A planned activity that makes up a special event and is conducted for the benefit of an audience. |
| Adaptibility culture | A culture characterized by value that support the company's ability to interpret and translate signals from the enviroment into new behavior reponses. |
| Achievement culture | A results-oriented culture that values competitiveness, personal initiative, and achievement. |
| Involvement culture | A culture that places high value on meeting the needs of employees and values cooperation and equality. |
| Consistency culture | A culture that values and rewards a methodical, rational, orderly way of doing things. |
| Cultural leader | A manager who uses signals and symbols to influence cooporate culture. |
| General enviroment | Technological, sociocultural, economic, legal-political, and international |
| Task enviroment | Customer, competitors, suppliers, and labor markets |
| Internal enviroment | Employees, culture, managment. |
| Types of cultures | Adaptability, achievement, involvement, consistency culture. |
