Adv Org Comm 2 - Culture

Front 1

Culture as Org Control: Relational vs. technical

Back 1

Relational: I get you to do what I wan because you love what you do or people you work with

Technical: I get what I want you to do through rules/machines.

Front 2

Unobtrusive Control

Back 2

Not Obvious
Employees choose to act in an organizationally appropriate way-perceiving that they are freely choosing to do so.
Members accept and internalize org values to make decisions
Engage in self-surveillance and manage own behavior to meet org goals

Front 3

Unobtrusive Control: Identification Appeals

Back 3

Members feel joined with org and adopt org values
Straegies for increasing identity:
1) Were all in this together: Identify with org as a whole. Everyone is on the same team working for a common cause
2) Common Enemy: Teammates in a struggle against a common enemy
3) Were all the same: Everyone is equal. People have the same core qualities

Front 4

Symbols as culture tools: Metaphors

Back 4

Compating something to something else
Changes how we think about culture
Symbolic expressions
Redundant

Front 5

Symbols as culture tools: Stories

Back 5

Experiences to remember
Make you feel connceted
Stories orgins, histories of the org
Org changed over time

Front 6

Symbols as culture tools: Symbols or Constructs

Back 6

Cohesive symbols make people feel apart of the same team such as uniforms. Uniforms also represent status.
Logos

Front 7

Symbols as culture tools: Vocabulary

Back 7

Language
Basic way for members to communicate
Feeling like they are a part of something that is unique
Defines insiders vs outsiders

Front 8

Symbols as culture tools: Rituals

Back 8

Things we regularly celebrate and do together
Things we do in org to make us feel as one
employee moral booster
Rituals may last but views of why you do it changes

Front 9

Emotional Regulation: Emotions are relevant to motivation in 3 ways:

Back 9

Supervisors can use their positions to manipulate employee responses
Interpret emotional responses in ways that are preferred by the organization
Emotion Management as part of their jobs

Front 10

Emotional Regulation: Positive Emotions

Back 10

Ceremonies of enhancement, any positive recognition
Solidifies managements power/control bc they are able to choose who gets the recognition and rewards

Front 11

Emotional Regulation: Negative Emotions

Back 11

Embarrassment, shame, guilt, and anxiety
Managers will play on negative emotions and insecurites to keep them loyal to org management
Reduces self-esteem and makes them more compliant

Front 12

Emotional Regulation: Emotion labor/management

Back 12

Emotional Labor is pare of the job
911 operators are to remain caml and emotionally distant from caller no matter how big or small the reason is
Stewardesses and cruise directors are to act happy, perky, and concerned about their customers needs
Bill collectors are to act in disgust to gain guilt from others

Front 13

Key elements of culture: Intangible

Back 13

You can't physically touch it (songs, stories, music)

Front 14

Emotional Regulation: Taken for granted

Back 14

An element that is experienced/heard/seen often