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17 Cards in this Set
- Front
- Back
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organizational culture
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espoused values
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Beliefs, philosophies, and norms that a company explicitly states
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basic underlying assumptions
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Taken-for granted beliefs so ingrained that employees simply act on them rather than question their validity
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observable artifacts
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Manifestations of an organization’s culture that employees can easily see or talk about: Symbols
Physical structures Language Stories Rituals Ceremonies |
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general types of culture based on:
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Sociability - degree members are friendly, and Solidarity - degree members think & act alike
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types of cultures
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Many organizations use observable artifacts and espoused values to create specific cultures:
Customer service culture Safety culture Diversity culture Creativity culture Ethical culture |
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strong cultures have:
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High consensus: Employees agree about the way things are supposed to happen
High intensity: Employee behaviors are consistent with their expectations |
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subculture
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Subsets of employees whose culture supplements the overall culture
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counterculture
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Subculture that interferes with the overall culture (differentiated)
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culture strength pros
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differentiate the organization, give employees a sense of organizational identity, facilitates desired behaviors among employees, creates stability within the organization
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culture strength cons
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makes merging with another organization difficult, attracts and retains homogenous employees, too much of a good thing = extreme behaviors, adapting to environment is more difficult
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how to maintain a culture:
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Attraction-Selection-Attrition (ASA): Realistic job previews
Socialization: Mentoring |
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attraction-selection-attrition
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Employees are attracted to organizations whose cultures fit their own (i.e. there is “person-organization” fit)
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socialization
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Primary process by which employees learn about an organizations culture
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3 stages of socialization:
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anticipatory (imagine before working for a company), encounter (begins the day you start working), understanding and adaption (internalize norms of company)
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reality shock
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Mismatches between what you imagine is Stage 1 and Stage 2. Up to 1/3 of people leave within 90 days of starting because of unmet expectations
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Best Practices: Mayo Clinic
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doctors work in teams (more thinking less testing), voluntary turnover rate is 2.5% for physicians
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