Chapter 10.docx

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Simon Fraser University
Business Administration
BUS 272
Christopher Zatzick

Chapter 10: Organizational culture Organizational culture: the pattern of shared values, beliefs, and assumptions considered to be the appropriate way to think and act within an organization. shared by the members of the organization  helps member solve and understand the things that it encounters, both internally and externally  valid and taught to new people who join  the assumptions, beliefs and expectations strongly influence how people perceive think, feel and behave within the organization Levels of culture  Artifacts: aspects of an organization’s culture that you see, hear, and feel. (Readily observable)  Beliefs: the understandings of how objects and ideas relate to each other.  Values: the stable, long-lasting beliefs about what is important.  Assumptions: the taken-for-granted notions of how something should be. (Difficult conceive of another way of doing things) Characteristics of culture- the degree to which…  Innovation and risk- employees are encouraged to be innovative  Attention to detail- employees are expected to work with attention to detail.  Outcome orientation- management focuses on results or outcomes  People orientation- management decision take into consideration the effect of outcomes on people  Team orientation- activities are organized around teams rather than individuals  Aggressiveness- are people aggressive and competitive or easygoing and supportive  Stability- organizational activities emphasize maintaining the status quo in contrast to growth Culture’s Functions  A boundary-defining role b/c it creates distinction b/w one organization and others  Conveys a sense of identity to members  Helps create commitment to something larger than an individual’s self-interest  It enhances stability; hold the organization together by providing appropriate standards  Serves as a control mechanism that guides and shapes the attitudes and behavior of employees Do organizations have uniform cultures? Dominant culture: A system of shared meaning that expresses the core values shared by a majority of the organization’s members. Subcultures: mini-cultures within an organization, typically defined by department designations and geographical separation Core values: the primary, or dominant, values that are accepted throughout the organization. Strong culture: a culture in which the core values are intensely held and widely shared Reading an org
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