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Organizational Culture

Organizational Climate rules and beliefs that are temporary and capable of being changed
Organizational Culture organizational rules and beliefs that are relatively enduring and resistant to change
Difference btw Culture and Climate Culture - resistant to change (enduring) Climate - can be changed (temporary) ex. peoples attitudes about the company
Levels of analysis of culture artifacts norms values underlying assumptions
Cultural artifacts behaviors, language and physical symbols tha can be perceived with the senses and reflect the rules and core beliefs of culture
Shared norms situation specific rules; often be determined by how the people within the organization act in certain situations
Cultural values broader rules that are applied across situations; collective beliefs, ideals, and feelings of members about things that are good, proper, valuable, rational, and right
Shared Assumptions provide a foundation of how people think about what happens in organizations; represent beliefs about reality and human nature that are taken for granted and deeply embedded in the way we understand and interpret daily life MOST DIFFICULT TO STUDY
External adaptation secures its place in an industry and how the organization responds to the external environment and the changes that occur in it
Internal integration establishing and maintaining effective working relationships among the members of an organization; how the organization coordinates its internal systems and processes
2 major challenges that impact development of organization culture internal integration external adaptation
Factors of Maintaining Organizational Culture Selection and retention of employees how to reward and promote them reactions of leaders rites and ceremonies stories and symbols reactions to crises
Employee Selection hire people who match your culture and you discipline and possibly terminate the ones who don't
Reward Allocations rewards and punishments maintain or change a culture sometimes overnight;
Leader Behaviors what managers pay attention to is one of the more powerful methods of maintaining organizational culture through symbolic actions
Rites and Ceremonies special occasions when managers can reinforce specific values and beliefs and reward those whose actions are congruent with the companies values
Stories and Symbols important because the preserve the primary values of the organization and promote a shared understanding among all employees
Reactions to Problems the way in which a crisis is handled can either reinforce the existing culture or generate new values and norms that change the culture in some way
Hofstede's 4 cultural values to explain differing reactions to problems in organizational life 1.Power Distance 2.Uncertainty avoidance 3.Individualism vs. Collectivism 4.masculinity vs. femininity
Power distance acceptability of status differentials between members of society
Uncertainty Avoidance degree of uncertainty people are willing to tolerate
Individualism v. Collectivism degree to which people are willing to act individually as a unique person v a uniform member of a group
Masculinity v Femininity degree to which gender role differences are emphasized in terms of valuing assertive and aggressive male roles over more tender feminine attributes
Created by: gwellnvrmind
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