Term
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Definition
| shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees |
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Term
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Definition
Shared knowledge
Tells employees what the rules, norms, and values are within the org. |
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Term
| What are three major components to any organization's culture? |
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Definition
1) observable artifacts
2) espoused values- beliefs, philosophies, and norms
3) basic underlying assumptions - taken-for-granted beliefs and philosophies that are so ingrained that employees simply act on them rather than questioning the validity. |
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Term
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Definition
| 1) Manifestations of an organization's culture that employees can easily see or talk about. |
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Term
| 6 major types of artifacts |
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Definition
1)symbols- logo/images
2)physical structures
3)language-jargon,slang, and slogans
4)stories- anecdoets, accounts, legends, and myths
5)rituals- daily or weekly planned routines
6)ceremonies- formal events |
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Term
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Definition
Inspired by Lord of the Flies. Psychological test: boys become prisoners or guards with a flip of a coin. Forgot they were in a study.
Culture:
symbols-chains
rituals-showers
physical structure-bars
language- numbers
stories-rumors of not leaving the prison
ceremony- "The count" |
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Term
General culture types:
1)Fragmented
2)Mercenary
3)Networked
4)Communal |
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Definition
1)Fragmented-low sociability + solidarity
2)Mercenary-Employees think alike, but aren't friedly to one another (low sociability, high solidarity)
3)Networked- High sociability, high solidarity (think alike + friendly)
4) Communal- High sociability, low solidarity |
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Term
| The service culture process? |
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Definition
1)service-oriented leadership behavior
2)service culture
3)service-oriented employee behaviors
4)customer satisfaction
5)unit sales |
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Term
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Definition
| extent to which people definitively agree about the way things are supposed to happen within the organization and when their behaviors are consistent with those expectations (high consensus and high intensity) |
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Term
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Definition
| groups that are different than the whole culture that behave differently |
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Term
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Definition
| countercultures happen when values don't match those of an organization...but can serve a useful purpose by challenging values or signifying a need for change. |
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Term
| Attraction-Selection-Attrition (ASA) |
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Definition
| Potential employees will be attracted to organizations whose cultures match their own personality (don't hire the best person for the job, hire above the threshold)..organizations will select candidates based on whether their personality fits and weed out misfits. |
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Term
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Definition
The primary process by which employees learn the social knowledge that enables them to understand and adapt to the org.'s culture. (acquire and adapt social knowledge)
STAGES:
1)Anticipatory stage-prior to working
2)Encounter stage-begins the day an employee starts work ---->reality shock (when actual encounter does not match anticipation)
3)Understanding and Adaptation organization.- learn soicalization and internalize the norms and expected behaviors of the |
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Term
| What are the 6 dimensions of socialization? |
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Definition
1)Goals and Values
2)Performance Proficiency
3)People
4)Language
5)Politics
6)History
*All these are what an employee needs to learn and adapt to in order to be socialized into his or her new role within the organization. |
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Term
| Biggest ways to change a culture |
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Definition
-leadership change:founding fathers
-Mergers and Acquisition:Merging two companies with two distinct cultures...however merging rarely results in a strong culture. |
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Term
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Definition
Defination: Degree to which a person's personality and values match the culture of an organization.
-increased job satisfaction
-feel higher levels of trust
-increase in citizenship than job performance
-decreased stress |
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Term
| Correlation of Person-organization fit to job performance? |
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Definition
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Term
| Correlation of person-organization fit to organizational commitment? |
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Definition
| strong positive effect on commitment. |
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