Term
|
Definition
| shared social knowledge within an org. regarding rules, norms, and values that shape the attitudes and behaviors of its employees |
|
|
Term
|
Definition
observable artifacts
espoused values
basic underlying assumptions |
|
|
Term
|
Definition
manifestations of an org.'s culture that employees can easily see or talk about
symbols, physical structures, language, stories, rituals, and ceremonies |
|
|
Term
|
Definition
| images within a corp, generally convey messages |
|
|
Term
|
Definition
| buildings and internal office design |
|
|
Term
|
Definition
|
|
Term
|
Definition
| anecdotes, accts, legends, and myths passed down from cohort to chort |
|
|
Term
|
Definition
| daily, weekly planned routines that occur |
|
|
Term
|
Definition
| formal events, generally performed in front of an audience of org. members |
|
|
Term
|
Definition
| beliefs, philosophies, and norms that a company explicitly states |
|
|
Term
| basic underlying assumptions |
|
Definition
| taken-for-granted beliefs and philosophies that are so ingrained that employees simply act on them rather than questioning the validity of their behavior in a given situation |
|
|
Term
|
Definition
fragmented culture
mercenary cultures
networked cultures
communal cultures |
|
|
Term
|
Definition
| degree to which group members think and act alike |
|
|
Term
|
Definition
| how friendly employees are to one another |
|
|
Term
|
Definition
| employees are distant and disconnected |
|
|
Term
|
Definition
| employees think alike but aren't friendly to one another |
|
|
Term
|
Definition
| employees friendly to one another, but everyone thinks differently |
|
|
Term
|
Definition
| friendly employees who think alike |
|
|
Term
|
Definition
customer service culture
safety culture
diversity culture
creativity culture |
|
|
Term
|
Definition
|
|
Term
|
Definition
|
|
Term
|
Definition
| fostering/taking adv of a diverse group of employees |
|
|
Term
|
Definition
| affect quant and qual of creative ideas |
|
|
Term
|
Definition
employees definitively agree about the way things are supposed to happen within the org. and when their subsequent behaviors are consistent with those expectations
high consensus, high intensity |
|
|
Term
|
Definition
| unite smaller subset of org's employees |
|
|
Term
|
Definition
| values don't match those of the larger org |
|
|
Term
| attraction-selection-attrition |
|
Definition
potential employees will be attracted to orgs whose cultures match their own personality
orgs select candidates based on whether their personalities fit the culture |
|
|
Term
|
Definition
primary process by which employees learn the social knowledge that enables them to understand and adapt to the org's culture
anticipatory stage
encounter "
understanding and adaptation " |
|
|
Term
|
Definition
| begins as soon as potential employee develops an image of what it would be like to work for a company |
|
|
Term
|
Definition
| begins day employee starts work; compares the info as an outsider to that as an insider |
|
|
Term
|
Definition
during encounter stage
the insider and outsider info dont match |
|
|
Term
| understanding and adaptation |
|
Definition
| newcomers learn the content areas of socialization and internalize the norms and expectations of the org |
|
|
Term
|
Definition
|
|
Term
|
Definition
degree to which a person's personality and values match the culture of an org
highly correlated with org commitment
weakly correlated with job performance |
|
|
Term
|
Definition
| make sure potential employee has an accurate picture of what working for an org is going to be like by highlighting both positive and negative aspects of the job |
|
|
Term
|
Definition
| new hires learn more about the org |
|
|
Term
|
Definition
junior-level employee (protege) develops a deep and long-lasting relationship with a more senior-level employee (mentor)
mentor provides social knowledge, resources, and psychological support to the protege |
|
|
