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ORGANIZATIONAL CULTURE, Nur Effa Shafiza binti Mohamad Suhaimy…
ORGANIZATIONAL CULTURE
Defined as the basic pattern of shared values and assumptions governing the way employees within an organization think about and act on problems and opportunities.
Culture content:
the relative ordering of shared values (value that people within the organization have in common and place near the top of their hierarchy value)
Problems with measuring organizational culture:
- oversimplifies diversity of possible values.
- ignore shared assumptions.
- adopts an "integration" perspective.
An organization's culture is fuzzy:
- diverse subcultures
- values exist within individuals, not work units.
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Artifacts in organizational culture:
- observable symbols and signs of culture.
- physical structures, ceremonies, language, stories.
- maintain and transmit organization's culture.
- not easy to decipher artifacts - need many of them.
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Contingencies of organizational culture and performance:
- effect on organizational culture strength on organizational performance is moderate.
- need to consider contingencies because it ensure culture environment fit, avoid strength to level of corporate cult and create an adaptive culture.
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organizational socialization
- defined as the process by which individuals learn the values, expected behaviors and social knowledge necessary to assume their roles in the organization.
Stages of socialization:
- pre-employment stage
- encounter stage
- role management
Improving organizational socialization:
- realistic job preview
- socialization agents
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- Nur Effa Shafiza binti Mohamad Suhaimy (2019612082)
- Syahirah binti Husaini (2019219834)
- Nurezzetty Anthasha binti Ramden (2019612208)
- Sharifah Nurul Aishah Wan Salim (2019208286)
Group: AM2283A
Subject: ADM501 (topic 11)