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MGMT 201 Ch 15
| Question | Answer |
|---|---|
| Define Organizational Culture. | A system of shared meaning held by members that distinguishes the organization from other organizations. |
| What are the 7 characteristics of Organizational Culture? | Innovation and Risk Taking; Attention to Detail; Outcome Orientation; People Orientation; Team Orientation; Aggressiveness; Stability |
| Define Dominant Cultures. | Cultures which express the core values that are shared by a majority of the organization's members. |
| Define Subcultures. | Cultures which tend to develop in large organizations to reflect common problems, situations, or experiences of members; Must first include the core values of the dominant culture and then add additional values unique to its members/group. |
| Define Strong Culture. | A culture in which the organization's core values are both intensely held and widely shared. |
| What 3 affects will strong cultures have on organizations? | Greatly influence the behavior of its members; Increase Cohesiveness; Result in lower employee turnover |
| What are culture's five basic functions? | Defines Boundaries; Conveys a Sense of Identity; Generates Commitment beyond Oneself; Enhances Social Stability; Sense-making and Control Mechanism |
| How can culture be a Liability? Elaborate. | Creates three barriers: Barrier to Change-culture is slow to change; Barrier to Diversity-culture seeks to minimize diversity and can embed prevalent bias and prejudice; Barrier to Acquisitions and Mergers-most mergers fail due to cultural incompatibil |
| In what 3 ways can and organization's founders create culture? | By hiring and keeping those who think and feel the same way they do; Indoctrinating and socializing those employees to their way of thinking and feeling; Acting as a role model and encouraging employees to identify with them. |
| In what 3 ways can you keep culture alive? Elaborate. | Selection - seek out those who fit in; Top Management - establish norms of behavior by their actions; Socialization - help new employees adapt to the existing culture. |
| What are the 3 steps involved in socialization? Elaborate. | Pre-arrival - initial knowledge about the organization and own unique ideas; Encounter - exposed to the organization; Metamorphosis - member changed to fit within the organization. |
| What are the 5 characteristics of an intense socialization program? Elaborate. | Formal - new workers separated for training; Collective - group basis; Fixed - planned activities; Serial - role models used; Divestiture - strip away characteristics to build up new ones |
| What are the 5 characteristics of a moderate socialization program? Elaborate. | Informal - new workers immediately put to work; Individual - one-on-one; Variable - no timetables; Random - on your own; Investiture - accepts and confirms existing characteristics |
| In what 4 ways do employees learn culture? Elaborate. | Stories - provide explanations; Rituals - reinforce key values; Material Symbols - convey importance; Language - identify and segregate members |
Created by:
mcarmody1
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