Please enable JavaScript.
Coggle requires JavaScript to display documents.
CHAPTER 12: ORGANIZATIONAL CULTURE - Coggle Diagram
CHAPTER 12:
ORGANIZATIONAL CULTURE
ORGANIZATIONAL SUBCULTURES
DOMINANT CULTURES- supported by senior management but it can also continuous until they desire for another culture
SUBCULTURES- located throughout the organization according to divisions, geographic regions and occupational group
STRENGTHENING ORGANIZATIONAL CULTURE
Aligning artifacts
Introducing culturally consistent rewards
Actions of founders and leaders
Attracting ,selecting & socializing employees
ORGANIZATIONAL CULTURE STRENGTH
Strong cultures exist when:
1) Most employees understand/ embrace the dominant values
2) Values & assumptions are institutionalized through well- established artifacts
3) Culture is long lasting
DEFINITION
The basic
pattern of shared values
and assumptions governing the way employees within an organization think about and act problems and opportunities
ARTIFACTS IN ORGANIZATIONAL CULTURE
Physical Structures / Symbol
Organizational Language- leaders used phrases & special vocabulary as cultural symbols.
Ceremonies- planned activities for an audience.
Rituals- programmed routines
Stories & Legends- provides a realistic human side to expectations.
4) Not easy to decipher artifacts.
3) Maintain and transmit organizations culture.
2) Physical structures, ceremonies, language,stories.
1) Observable symbols and signs of culture.
CONTINGENCIES OF ORGANIZATIONAL CULTURE & PERFORMANCE
Need to consider contingencies:
1) Ensure culture- environment fit.
2) Avoid strength to level of corporate cult.
3) Create an adaptive culture.
ORGANIZATIONAL SOCIALIZATION
DEFINITION
The process by which individuals learn the values, expected behaviors & social knowledge necessary to assume their roles in organization
LEARNING & ADJUSTMENT
Learning process-newcomers make sense of the organizations physical, social, & strategic/ cultural dynamics.
Adjustment process-newcomers need to adapt totheir new work environment.
IMPROVING ORGANIZATIONAL SOCIALIZATION
1) Realistic Job Preview (RJP) -a balance of positive & negative information about the job
and work context.
2) Socialization agent
a) supervisors - technical information, performance
feedback, job duties.
b) coworkers - ideal when accessible, role models, tolerant,
& supportive.