Organizational Artifacts
These artifacts are the programmed routines of daily organizational life that dramatize the organization's culture. (373)
What are "rituals".
Organizational culture is made of these two elements. (368)
What are "shared values" and "assumptions".
This organizational culture dimension has the characteristics of collaboration and is people-oriented. (Ex 14.2).
What is the "Team Orientation" dimension of organizational culture.
What is a "bicultural audit".
This strategy for changing and strengthening organization culture includes things such as workplace layout, reporting structures, office rituals, and information systems. (Ex. 14.6)
What is "aligning artifacts with the desired culture".
What are "ceremonies".
These are stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations. (368)
What are "values".
This organizational culture dimension has the characteristics of predictability, security, and is rule-oriented. (Ex 14.2)
What is the "stability" dimension of organizational culture.
This merger strategy works best when firms operate successfully in different businesses requiring different cultures. (Ex 14.5)
What is a "separation" merger strategy.
This strategy for changing and strengthening organization culture can disintegrate when corporate memory leaves with departing employees.
What is "supporting workforce stability and communication".
This artifact consists of how employees talk to each other, describe customers, express anger, and greet stakeholders. (372)
What is "organizational language".
These are non-conscious, taken-for-granted perceptions or ideal prototypes of behaviour that are considered the right way to think and act toward problems and opportunities. (368)
What are "shared assumptions".
This organizational culture dimension has the characteristics of fairness and tolerance. (Ex 14.2)
What is the "respect for people" dimension of organizational culture.
This merger strategy works best when Existing cultures at both firms are relatively weak or have overlapping values and can be improved. (Ex. 14.5)
What is the "integration" merger strategy.
This strategy for changing and strengthening organization culture is based on the founder's personality, values, habits, and critical events. (Ex. 14.6)
What is "model desired culture through actions of founders and leaders".
These artifacts include buildings, desks, chairs, wall hangings, etc. (374)
What are "physical structures and symbols".
These are values that corporate leaders hope will eventually become the organization's culture. (369)
What are "espoused values".
This organizational culture dimension has the characteristics of competitiveness, with a low emphasis on social responsibility. (Ex 14.2)
What is the "aggressiveness" dimension of organizational culture.
This merger strategy works best when the acquired firm has a weak culture and the acquiring firm's culture is strong and successful. (Ex. 14.5)
What is the "assimilation" merger strategy.
This strategy for changing and strengthening organization culture is linked to performance and cultural values. (Ex. 14.6)
What are "culturally consistent rewards and recognition".
This artifact adds human realism to corporate expectations, individual performance standards, and the criteria for getting fired. (372)
What are "organizational stories and legends".
These values actually guide and influence decisions and behaviours and are evident when watching executive and other employees in action. (369)
What are "enacted values".
This organizational culture dimension has the characteristics of experimentation, opportunity seeking, risk taking, with few rules and low cautiousness. (Ex. 14.2)
What is the "innovation" dimension of organizational culture.
What is the "deculturation" merger strategy.
This strategy for changing and strengthening organization culture is influenced by values and personality characteristics that are consistent with the organization's character. (pg 385)
What is "use attraction, selection, and socialization for cultural fit".