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MGMT 301: Chapter 8
MGMT 301: Chapter 8 Questions
| Question | Answer |
|---|---|
| Define Organizational Culture: | Sometimes called corporate culture, is defined as the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments |
| To implement a particular strategy, managers must determine the right kind of... | Organizational culture and organizational structure, which mutually influence each other |
| What drives an organizational culture? | Founder values, industry and business environment, national culture, organization's vision and strategies, and behavior of leaders |
| Define Organizational Structure: | Formal system of task and reporting relationships that coordinates and motivates and organization's members so that they can work together to achieve the organization's goals |
| What are the different levels of organizational culture? | 1) Observable Artifacts 2) Espoused Values 3) Basic Assumptions |
| Organizational culture is expressed by observable artifacts. What level is this and define Observable Artifacts? | Level 1 Physical manifestations such as manner of dress, awards, myths, and stories about the company, rituals, and ceremonies, and decorations |
| Define Espoused Values: | Explicitly states values and norms preferred by an organization. |
| Define Enacted Values: | Represent the values and norms actually exhibited in the organization |
| Define Basic Assumptions and level is this in the organizational culture? | Represent the core values of an organization's culture-those that are taken for granted as a result, are difficult to change |
| What is CVF and what are the different types of organizational cultures? | 1) Clan 2) Adhocracy 3) Market 4) Hierarchy Competing Values Framework |
| CVF has two dimensions. What are they? | Horizontal - Inward or Outward. Expresses extent to which an organization focuses its attention and efforts Vertical - Flexibility or Stability. Expresses extent to which an organization prefers flexibility and discretion versus stability and control |
| Define Clan Culture: | Internal focus and values flexibility rather than stability and control |
| Define Adhocracy Culture: | Has an external focus and values flexibility |
| Define Market Culture: | Strong external focus and values stability and control |
| Define Hierarchy Culture: | Has an internal focus and values stability and control over flexibility |
| Culture is transmitted to employees through: | 1) Symbols 2) Stories 3) Heroes 4) Rites and Rituals 5) Organizational Socialization |
| Define Stories: | Narrative based on true events, which is repeated and sometimes embellished upon to emphasize a particular value |
| Define Hero: | Person whose accomplishments embody the values of the organization |
| Define Rites and Rituals: | Activities and ceremonies, planned and unplanned, that celebrate important occasions and accomplishments in the organization's life |
| Define Organizational Socialization: | Define as the process by which people learn the values, norms, and required behaviors that permit them to participate as members of an organization |
| Define Person-Organization (PO) Fit: | Reflects the extent to which your personality and values match the climate and culture in an organization |
| How many different ways are there to ensure a culture becomes established in an organization? | 12 |
| What is the first method to ensure a culture becomes established in an organization? | Formal Statements |
| What is the second method to ensure a culture becomes established in an organization? | Slogan and Sayings (Desirable corporate culture expressed in language, slogans, sayings, and acronyms |
| What is the third method to ensure a culture becomes established in an organization? | Rites and Rituals |
| What is the fourth method to ensure a culture becomes established in an organization? | Stories, Legends, and Myths (How the company originated using the story) |
| What is the fifth method to ensure a culture becomes established in an organization? | A Leader's Reactions to Crises (How a leader responds to critical incidents and organization crises |
| What is the sixth method to ensure a culture becomes established in an organization? | Role Modeling, Training, and Coaching |
| What is the seventh method to ensure a culture becomes established in an organization? | Physical Design (Office Layout) that will encourage employee productivity and send a strong message about the culture |
| What is the eighth method to ensure a culture becomes established in an organization? | Rewards, Titles, Promotions, and Bonuses (Rewards and status symbols are among the strongest ways to embed organizational culture) |
| What is the ninth method to ensure a culture becomes established in an organization? | Organizational goals and performance criteria (Used to recruit, selecting, developing, promoting, dismissing, and retiring people, all of which reinforce the desired organizational culture) |
| What is the tenth method to ensure a culture becomes established in an organization? | Measurable and Controllable Activities |
| What is the eleventh method to ensure a culture becomes established in an organization? | Organizational Structure |
| What is the twelfth method to ensure a culture becomes established in an organization? | Organizational Systems and Procedures |
| Define Organization: | Proposed by Chester I Barnard, it is a system of consciously coordinated activities or forces of two or more people |
| What are the different types of organizations? | 1) For-profit organizations 2) Nonprofit organizations 3) Mutual-benefit organizations |
| Define Organization Chart: | Box and lines illustrations showing the formal lines of authority and the organization's official positions or work specializations |
| The vertical hierarchy of authority defines: | Who reports to whom |
| The horizontal specialization defines: | Who specializes in what work |
| What are the common elements of organizations? | Proposed by Edgar Schein, the common elements consist of the following: 1) Common Purpose 2) Coordinate Effort 3) Division of Labor 4) Hierarchy of Authority |
| Define Common Purpose: | Unifies employees or members and gives everyone an understanding of the organization's reason for being. |
Created by:
DavidMV2014
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