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20 Cards in this Set
- Front
- Back
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What is Culture? |
"The transmission of ideas within a context from one member to the next." - pg. 83 |
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What are Artifacts? |
The physical components of the organization that relay cultural meaning. |
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What are Rituals? |
"Repeated behaviours that serve a specific purpose (e.g., how you shave, or pray)." - pg. 84 |
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What are Ceremonies? |
"A planned social event that recognizes an accomplishment or success, which can and often does include rituals." - pg. 84 |
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What is a Shared Assumption? |
The building of general assumptions about what is appropriate or inappropriate behavior by any group of people, or in other words, a culture. |
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What is a Phenomenological Analysis of an Interview? |
"A distillation of what is said into conceptual categories. Then you can take these conceptual categories and formulate a questionnaire that could be administered to a larger group of employees and/or students." - pg. 85 |
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What are Dominant Values? |
Denotes the attitudes, beliefs, values, and morals shared by the majority of the people in a given society. |
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What are Sub-Cultures? |
"Different factions within the organization [...] [or] smaller groups that do not share the core values in the same way as the larger or dominant group." - pg. 85 |
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Why are Sub-Cultures important? |
"They challenge the status quo. They provide the arguments for critique and in so doing, create the possibility for change, for renewal, or improvement." - pp. 85 - 86 |
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What is Organizational Power? |
"The ability to control resources. The strength of an organization lies in its cohesiveness, but too much cohesiveness can be problematic, especially when there is overly directive leadership [...] or if the group norm is not to include dissenting voices." - pg. 86 |
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What is an Explicit Training Regime? |
When "manuals, and specific training or orientation programs that new hires will be expected to read and take." - pg. 87 |
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What is an Implicit Training Regime? |
"Working with and modeling coworkers, [...] [and] involves new hire’s natural response to normative, informational, and identity influence." - pg. 87 |
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What is Normative Influence? |
When "new employees want to fit in and so they model and imitate those with whom they want to fit in" with. - pg. 87 |
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What is Acculturating? |
"Learning the organizational culture." - pg. 87 |
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What is Identity Influence? |
"The need to model one’s sense of self or self-concept -- who one thinks one is -- after another." - pg. 87 |
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What is a Bi-Cultural Audit? |
"Determining whether the two cultures would collide or come together. A collision, like all collisions, should be avoided because it is inherently destructive." - pg. 88 |
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In the terms of merging organizations, what is Assimilation? |
When "the acquired organization is subsumed into the acquiring organization, adopting its core values and assumptions. This is typically recommended when both organizations are not that culturally distant, which means, they are not that different." - pg. 88 |
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In the terms of merging organizations, what is Deculturation? |
"Is more invasive and to some extent, hostile in that the acquiring organization forces its culture onto the acquired organization." - pg. 88 |
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In the terms of merging organizations, what is Integration? |
"Where two organizations come together and create a new hybrid culture using the best of both of the old cultures." - pg. 88 |
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In the terms of merging organizations, what is Separation? |
"Where the acquiring organization does not change anything about the new organization. The two organizations are kept separate, as before the new organization was acquired. The only change is in ownership, but not culture." - pp. 88 - 89 |
