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14 Cards in this Set
- Front
- Back
Culture as Org Control: Relational vs. technical
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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. |
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Unobtrusive Control
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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 |
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Unobtrusive Control: Identification Appeals
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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 |
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Symbols as culture tools: Metaphors
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Compating something to something else
Changes how we think about culture Symbolic expressions Redundant |
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Symbols as culture tools: Stories
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Experiences to remember
Make you feel connceted Stories orgins, histories of the org Org changed over time |
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Symbols as culture tools: Symbols or Constructs
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Cohesive symbols make people feel apart of the same team such as uniforms. Uniforms also represent status.
Logos |
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Symbols as culture tools: Vocabulary
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Language
Basic way for members to communicate Feeling like they are a part of something that is unique Defines insiders vs outsiders |
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Symbols as culture tools: Rituals
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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 |
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Emotional Regulation: Emotions are relevant to motivation in 3 ways:
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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 |
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Emotional Regulation: Positive Emotions
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Ceremonies of enhancement, any positive recognition
Solidifies managements power/control bc they are able to choose who gets the recognition and rewards |
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Emotional Regulation: Negative Emotions
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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 |
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Emotional Regulation: Emotion labor/management
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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 |
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Key elements of culture: Intangible
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You can't physically touch it (songs, stories, music)
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Emotional Regulation: Taken for granted
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An element that is experienced/heard/seen often
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