Elements of Organizational Culture
These are the values that corporate leaders hope will eventually become the organization’s culture.
What are espoused values?
This refers to the observable symbols and signs of an organization’s culture.
What are artifacts?
This is a process of diagnosing cultural relations between companies and determining the extent to which cultural clashes will likely occur.
What is a bicultural audit?
This argues that organizations have a natural tendency to hire and retain people with values and personality characteristics consistent with the organization’s character.
What is Attraction–selection–attrition (ASA) theory?
This refers to the individual’s beliefs about terms/conditions of a reciprocal exchange agreement between person and another person through recruitment/socialization.
What is a psychological contract?
Values are this when they guide and influence decisions and behaviour.
What are enacted values?
These adds human realism to corporate expectations, individual performance standards, and the criteria for getting fired.
What are organizational stories and legends?
This occurs when the acquired company embraces acquiring firm’s culture.
What is Assimilation?
This refers to job applicants avoiding prospective employers whose values seem incompatible with their own values.
What is attraction?
These contracts are primarily short-term economic exchange, while these are long-term attachments that encompass mutual obligations.
What is transactional, relational?
Organizations differ in this, the relative ordering (prioritizing) of shared values.
What is their cultural content?
This refers to how employees talk to each other, describe customers, express anger, and greet stakeholders.
What is organizational language?
This occurs when the acquiring firm imposes its culture on the unwilling acquired firm.
What is Deculturation?
This refers to how well a person “fits” in with the company’s culture and decides which job applicants to hire.
What is selection?
This is a method of improving organizational socialization in which job applicants are given a balance of positive, negative information about the job/work context.
What is a realistic job preview?
These are values/assumptions shared most consistently and widely by the organization’s members.
What is the dominant culture?
These are programmed routines of daily organizational life that dramatize an organization’s culture?
What are rituals?
This occurs when merging companies combine the two or more cultures into a new composite culture.
What is Integration?
This refers to people that are motivated to leave environments that are a poor fit.
What is attrition?
These agents of socialization provide technical information, performance feedback, and information about job duties.
Who are supervisors?
These enhance the dominant culture by espousing parallel assumptions and values, while these embrace values or assumptions that directly oppose the dominant culture
What are subcultures, countercultures?
These are planned activities conducted specifically for the benefit of an audience.
What are ceremonies?
This occurs when merging companies remain distinct entities with minimal exchange of culture or organizational practices.
What is separation?
This involves learning the values, expected behaviours, and social knowledge necessary to assume their roles in the organization.
What is organizational socialization?
These agents of socialization are easily accessible, can answer questions when problems arise and serve as role models for appropriate behaviour.
Who are co-workers?