Chapter 3 - Chapter 3 Organizational Culture Socialization and Mentoring Uncertainty Avoidance trying to make sure things are organized-structure to

Chapter 3 - Chapter 3 Organizational Culture Socialization...

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Chapter 3: Organizational Culture, Socialization, and Mentoring Uncertainty Avoidance- trying to make sure things are organized -structure to avoid errors -very big in our culture ***ORGANIZATIONAL CULTURE/CLIMATE INDIRECTLY AFFECTS ORGANIZATIONAL EFFECTIVENESS THROUGH INDIVIDUAL & GROUP/TEAM PERFORMANCE Management Support = Most Important Management Practice For Positive Climate Organizational Culture- the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about and reacts to its various environments 3 Layers of Organizational Culture: 1. Observable Artifacts - physical manifestation of an organization’s culture (manner of dress, awards, myths and stories told about organization, decorations, etc.) 2. Espoused Values- the explicitly stated values and norms that are preferred by an organization 3. Basic Assumptions - unobservable and represent the core organizational culture. They constitute organizational values that have become so taken for granted over time that they become assumptions that guide organizational behavior. Enacted Values- The values and norms that are exhibited by employees Values- enduring belief in a mode of conduct or end-state Sustainability- Meeting humanity’s needs without harming future generations Difference Between Espoused & Enacted Values: Espoused Values - the explicitly stated values & norms that are preferred by an organization Enacted Values- reflect the values and norms that are actually exhibited or converted into employee behavior. Employees become cynical when management espouses one set of values and norms and then behaves in an inconsistent fashion. ---If a company has enacted espoused values, likely to have predominately one culture. Will have sub-cultures developing depending upon how big the company is and regional cultures Four Functions Of Organizational Culture: 1. Give Members An Organizational Identity 2. Facilitate Collective Commitment 3. Promote Social System Stability- the extent to which the work environment is perceived as positive and reinforcing, and the exchange to which conflict and change are effectively managed
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4. Shape Behavior by helping members make sense of their surroundings- helps employees understand why the organization does what it does and how it intends to accomplish its long-term goals How Is Culture Embedded In Organizations? : o Formal statements of organizational philosophy -mission, values, vision o Design of physical space o Slogans & sayings -“Progress is our most important product.” General Electric o Stories, Legends, Myths -The wall of LUV- Southwest Airlines o Language: Jargon that defines a culture, creates shared understanding and efficient communication among members of the culture 4 Types of Organizational Culture Associated With The Competing Values Framework: Competing Values Framework: (CVF) a practical way for us to understand, measure, and change organizational structure.
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  • Spring '13
  • Burke
  • Sociology, Organizational studies and human resource management, Organizational studies, Model Of Organizational Socialization

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