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14 Cards in this Set
- Front
- Back
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Organizational culture |
Set of explicit and implicit shared beliefs, meanings, norms, rituals, stories etc. that creates common ground between members of an organization |
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Terminal beliefs |
Set values to meet (Concrete) |
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Instrumental beliefs |
Desired modes of activity/behavior (Abstract) |
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Symbolic interpretive approach |
Sees culture as partly observable and partly as deeper human belonging to a group |
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10 factors of an individual that seem to influence structure |
Individual initiative Risk tolerance Direction Integration Management support Control Identity Reward system Conflict tolerance Communication patterns |
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Subculture |
Different culture within different departments |
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Dominant culture |
Culture shared accross the entire organizations |
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Strong culture |
Culture widely accepted by most members of the Org Standardizes member behavior |
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Developing a culture |
Founders often have most impact |
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Sustaining culture |
Selection practices (recruitment) Actions of top management Socialization Rewards and punishments Stories Rituals Material symbols Observation and experience Language |
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Mergers and acquisitions |
2 cultures collide, the merger of the 2 cultures is more complicated than that of the 2 organizations |
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Techniques for culture merger |
Support from top management Selection of managers for specific tasks Creating active and independent integration teams Putting time limits on debates and discussions |
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Situtations that make culture shifts easier |
Dramatic crisis Long term low decline Leadership turnover Life cycle stage (change in stage of growth of the organization) Age (Youger orgs is easier) Size (Smaller = easier) Strength of current culture Absence of subcultures |
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Tools towards cultural change |
Firm leadership Political support Changing key personel Implementing structural change Avoiding micro managing details of cultural change Need to be patient Applying appropriate management skills |
