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MHR 701 Org. Culture
MHR 701 Organizational Culture deck
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 |