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16 Cards in this Set
- Front
- Back
Artifacts
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Aspects of an organization’s culture that you see, hear, and feel.
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Assumptions
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The taken-for-granted notions of how something should be.
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Beliefs
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The understandings of how objects and ideas relate to each other.
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Bicultural audit
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An examination of the differences between two potential merger partners prior to a merger to determine whether the cultures will be able to work together.
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Core values
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The primary, or dominant, values that are accepted throughout the organization.
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Dominant culture
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- A system of shared meaning that expresses the core values shared by a majority of the organization’s members.
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Encounter stage
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The stage in the socialization process in which a new employee sees what the organization is really like and confronts the possibility that expectations and reality may diverge.
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Metamorphosis stage
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The stage in the socialization process in which a new employee adjusts to the values and norms of the job, work group, and organization.
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Organizational culture
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The pattern of shared values, beliefs, and assumptions considered to be the appropriate way to think and act within an organization.
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Positive organizational culture
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A culture that emphasizes building on employee strengths, rewards more than punishes, and emphasizes individual vitality and growth.
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Prearrival stage
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The period of learning in the socialization process that occurs before a new employee joins the organization.
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Rituals
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Repetitive sequences of activities that express and reinforce the key values of the organization, what goals are most important, which people are important, and which ones are expendable.
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Socialization
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The process that adapts new employees to the organization’s culture.
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Strong culture
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A culture in which the core values are intensely held and widely shared.
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Subcultures
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Minicultures within an organization, typically defined by department designations and geographical separation.
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Values
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The stable, long-lasting beliefs about what is important.
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