Power & Ethics in Organizational Culture

A set of 100 vocabulary flashcards based on power, ethics, and organizational culture concepts.

Power

The capacity to influence others who are usually in a state of dependence.

Influence Tactics

Specific behaviors used in practice to influence others.

Organizational Politics

The pursuit of self-interest in an organization, regardless of alignment with organizational goals.

Abuses of Power

Negative impacts resulting from the means of influence used by individuals.

Ethics

A code of moral principles and values that governs the behavior of a person or group.

Legal vs Ethical

What is legal is not always the same as what is ethical.

Sexual Harassment

Behavior that devalues, demeans, or humiliates an individual based on their sex or identity.

Unethical Behaviors

Acts of harassment and the inadequate organizational response to such acts.

Utilitarian Ethics

Behavior is deemed ethical if it delivers the greatest good to the greatest number.

Rights Ethics

Behavior is ethical if it respects the fundamental rights shared by all human beings.

Justice Ethics

Behavior is ethical if it is fair and impartial in treatment of people.

Organizational Culture

The shared beliefs, values, and assumptions that exist in an organization.

Strong Cultures

Organizational cultures with intense and pervasive beliefs and values and assumptions.

Core Culture

Deeply held, unconscious beliefs about what is fundamentally true in the world.

Social Influence

Opportunities for individuals to shape the perceptions and actions of others.

Uncertainty Reduction Theory

Theory stating that individuals seek to minimize uncertainty to understand their environment.

Social Information Processing Theory

Theory focused on how people use information from others to form attitudes and expectations.

Organizational Socialization

The process of learning attitudes, knowledge, and behaviors necessary to function in an organization.

Newcomer Socialization

The stages through which new employees learn and adapt to an organization's culture.

Socialization Resources Theory

Theory indicating the need for resources to effectively adjust within an organization.

Artifacts

Visible and tangible elements of organizational culture that can be observed.

Management Support

Top-down backing from management that promotes ethical practices.

Clear Policies

Defined guidelines that outline acceptable behaviors within an organization.

Evaluation of Organizations

Assessment of whether organizations act on allegations of misconduct.

Core Values

Shared sense of what “ought” to be—what is considered important, good, or right

Unwritten rules in organizations about what behaviour is considered appropriate and desirable

Complacency

A state of self-satisfaction that can hinder organizational action.

Influence Ends

The results or outcomes achieved through the use of influence.

Influencer's Bases of Power

The sources of power that a person uses to influence others.

Behaviors of Influence

Actions utilized to persuade or impact others.

Belief Systems

The shared beliefs that shape the culture of an organization.

Organizational Performance

The effectiveness of an organization in achieving its goals.

Ethics in Decision Making

The consideration of moral principles while making choices.

Expectations of Behavior

Standards that dictate how individuals should act in an organization.

Socialization Mechanisms

Methods through which organizational culture is communicated to new members.

Stable Values

Beliefs and values that remain consistent over time within an organization.

Cross-Functional Teams

Groups composed of members from different departments working together.

Power Dynamics

The distribution and exercise of power within an organization.

Adverse Effects of Power

Negative consequences that may arise from the misuse of power.

Moral Principles

Fundamental standards of right and wrong that guide behavior.

Behavioral Standards

Criteria used to evaluate acceptable conduct.

Influence Means

The methods by which power is exercised to influence others.

Self-Interest

Personal gain that may not align with organizational objectives.

Diversity Initiatives

Programs aimed at promoting inclusivity within organizations.

Bureaucratic Structure

An organizational framework defined by rules and hierarchies.

Policy Implementation

The process of putting organizational policies into action.

Cultural Sensitivity

Awareness and respect for differing cultural perspectives.

Decision Criteria

Standards used to evaluate possible choices.

Ethical Climate

The shared perception regarding what is ethical behavior in an organization.

Respect for Diversity

Value placed on the differences inherent in individuals.

Professional Standards

Guidelines that dictate the qualifications and conduct needed for certain professions.

Power Imbalance

A situation where one party holds significantly more power than another.

Collective Responsibility

A shared duty among members of an organization to uphold ethical standards.

Influence Outcomes

The effects or results achieved through the application of influence.

Employee Empowerment

Granting employees the authority to make decisions affecting their work.

legitimate power

position, formal authority in job/role

reward power

control rewards and outcomes

coercive power

threat, punish or harm, fear-based

expert power

possess expertise, earned respect r

referent power

liking, identification, charisma

information power

possess information

hard tatics

force behaviour change of target person through positional power

soft tatics

appeal to the target person’s attitudes and needs through personal power

Canadian Code of Labour Standards

Any conduct, comment, gesture, or contact of a sexual nature that is likely to cause offence or humiliation to any employee; or that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion

how many workers experience sexual harassment?

approx 1/3

what does utilitarian ethics focus on

focuses on outcomes, “the ends justify the means”w

what does utilitarian ethics ignore

rights of some individuals, difficult to apply to values not easily quantified (health, well-being)

what can be challenging about the rights approach

to reconcile complex situations where groups different rights are at stake

what is good about the justice approach

it imposes/enforces rules fairly (consistent for everyone)

who does the justice approach help

groups that tend to have less power

what is challenging about the justice approach

difficult to agree on the definition- whats fair is often in the eye of the beholder

what are the ethical decision making strategies

identify the impact on people, assess how this aligns with organizational systems, and do in-depth analysis on choices

what is good about organizational socialization

Bolsters fit of employee (with job, org, and group), increase organizational identification and other positive job attitudes