ORGS 2100 - Class 10: Organizational Culture

What is organizational culture?

• shared social knowledge

…

• regarding rules

…

• shaping employee attitude

What are the organizational culture components?

• observable artifact

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• espoused value

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• underlying assumption

What are observable artifacts’ primary means?

transmit organizational culture to workforce

What are the major observable artifact types?

• symbol

• structure

• language

• story

• ritual

• ceremony

What differentiates espoused and enacted … values?

espoused

• say that thing’s important

v.s.

enacted

• act like thing’s important

… value

What are underlying assumptions’ extent?

question behaviour validity act

What is an organizational culture typology example?

• solidarity

• sociability

What are the solidarity & sociability typology descriptions?

• fragmented

• mercenary

• networked

• communal

… culture

What is a fragmented culture?

• low solidarity

• low sociability

What is a mercenary culture?

• high solidarity

• low sociability

What is a networked culture?

• low solidarity

• high sociability

What is a communal culture?

• high solidarity

• high sociability

What is the organizational culture & organization size relation?

small: communal

v.s.

large: networked

… culture

What are some organizational culture examples?

• service

• safety

• diversity

• sustainability

• creativity

… culture

What is the service culture process?

1. service-oriented leader behaviour

2. service culture

3. service-oriented employee behaviour

4. customer satisfaction

5. sale

What is perhaps the greatest safety culture lesson?

CEO sets priority

What is culture strength?

degree that employee agrees about how thing should happen & accordingly behave

What characterizes high culture strength?

• high consensus

• high intensity

What does culture strength do?

• unite

• direct

… employee

What are the culture strengths and subcultures?

• strong

v.s.

• weak

… culture strength

• organizational

v.s.

• differentiated

… subculture

What are some culture strength advantage examples?

organizational culture efficiency

• differentiate

• self-identify

• facilitate

• stabilize

What are some culture strength disadvantage examples?

adapt inability

• difficult to merge & adapt

• limit thought diversity

• too much of good thing

What is the reason for subcultures?

leader & group engendering different norm

What is the reason for countercultures?

subculture value doesn’t match organization

What processes keep culture strength?

• attraction-selection-attrition

• socialization

What is attraction-selection-attrition?

|:| ASA

theory that employee will be drawn to culture matching 

What is socialization?

process

• employee learns social knowledge to adapt to organizational culture

What ways are socialization dimensions important?

• job performance

• organization commitment

• person-organization fit

What are the socialization dimensions?

• goal / value

• performance proficiency

• language

• history

• politics

• people

What are the socialization stages?

• anticipatory

• encounter

• understanding / adaptation

What is the anticipatory stage?

socialization stage

• potential employee develops work image

What is the encounter stage?

socialization stage

• employee outside info v.s. inside info

  • reality shock

What is understanding & adaptation?

socialization stage

• employee learns & internalizes norms

What explains why some organizations have different cultures?

What are the organization change stages?

1. unfreeze

2. change initiative

3. refreeze

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What is unfreezing?

organization change stage

• unacceptable status quo

What is change initative?

organization change stage

• introduce new …

  • leader

  • reward

  • training

What is refreezing?

organization change stage

• harden new attitude = new norm

What are the culture change attention questions?

• if / what change = needed

• if / what change = resisted

• change appropriateness

• if successful change

What is culture analysis’ primary focus?

gather / interpret info

• interview

• focus group

• structured assessment

What is the OCAI?

structured approach

|:| organizational culture assessment instrument

• categorize organization culture in relation to core value

What are the OCAI primary dimensions?

• flexibility / discretion / dynamism v.s. stability / order / control

• internally

  • integration

  • coordination

  • cohesion

• externally

  • risk taking

  • entrepreneurship

  • results

  • differentiation

• … oriented

What are the culture clusters?

• clan

• adhocracy

• hierarchy

• market

… -oriented

What is clan-oriented?

culture cluster

• personal

  • mentor

  • nurture

  • participation

What are the clan-oriented dimensions?

• flexibility / discretion

• internal focus / integration

What is adhocracy-oriented?

culture cluster

• dynamic

• entrepreneurial

  • risk taking

  • innovation

What are the adhocracy-oriented dimensions?

• flexibility / discretion

• external focus / differentiation

What is hierarchy-oriented?

culture cluster

• structure

• control

• coordination

• efficiency

  • stability

What are the hierarchy-oriented dimensions?

• stability / control

• internal focus / integration

What is market-oriented?

culture cluster

• results

  • competition

  • achievement

What are the market-oriented dimensions?

• stability / control

• external focus / differentiation

What is the OCAI diagnosis process?

depict 2 culture profiles

What explains why the majority of change efforts fail?

resistance

What are some resistance examples?

• reduced …

  • … task performance

  • … citizenship behaviour

• elevated …

  • … counterproductive …

  • … withdrawal …

• … behaviour

• culture properties

  • deviate from status quo

What can increase readiness?

• involve member in plan

• encourage participation

• answer question

• provide info

• explain change importance

→ minimize apprehension & strengthen trust

What are the change interventions?

• selection

• training

• performance management

• leader change

• mergers & acquisitions

What change interventions have low resistance & slow speed?

• selection

• training

What change interventions have moderate resistance & speed?

• performance management

What change interventions have high resistance & fast speed?

• leader change

• mergers & acquisitions

What are selection advantages?

• change value / skill / behaviour mix

What are selection disadvantages?

• slow change

What are training advantages?

• expand skill type / level

• increase explicit / tacit knowledge

• content / process flexibility

What are training disadvantages?

• costly

• slow implement

• gradual change

What are performance management advantages?

• focus on thing that matters most

• facilitate learning

• motivating

What are performance management disadvantages?

• manager requires training

• gradual change

• erode motivation

• win / lose culture

What are leader change advantages?

• fast implement

What are leader change disadvantages?

• disrupt existing relation

• uncertainty

• threat for some member

What are mergers & acquisitions advantages?

• fast implement

What are mergers & acquisitions disadvantages?

• difficult adjust

• significant job loss

• slow benefit

• no way to know culture after

What answers the ‘if successful change’ question?

• re-administer OCAI

• assess change initiative effectiveness

• look at organization evidence

What explains why culture change can be difficult to evaluate?

• change initiative desired effect has poorly chosen metrics to detect

• change initiative specific behaviour effect not detected using general measure

• short timeframe measure might miss real change

What is a more realistic change approach?

• diagnosis / analysis

• intervention design / implementation

• follow-up → facilitate learning

What is person-organization fit?

degree

• personality / value = organization culture

What are the socialization approaches?

• encourage …

  • strong culture

v.s.

• discourage …

  • culture change

… adaptation

What are some encourage adaptation tactic examples?

• orient newcomer with other

• put newcomer through orientation apart from current member

• provide hurdle prior to membership & role model

• remind newcomer that they are part of group helping define who they are

What are some discourage adaptation tactic examples?

• orient newcomer by themself

• allow newcomer to interact with current member while oriented & membership regardless of whether requirement = met

• use no example of what one’s supposed to be

• affirm newcomer to be themself chosen for who they are

What are some other socialization examples?

• RJP

• orientation

• mentor

What is RJP?

|:| realistic job preview

process

• newcomer understands positive & negative aspect

What socialization stage does RJP occur?

anticipatory

What creates organizational culture?

• external / internal shock

• founder & employee value / action

• industry demand

What plays a role in maintaining organizational culture other than ASA & socialization?

• leader

• employee

• performance management

What is a systems approach?

organization = interdependent system where elements influence others

What are the system approach elements?

• leadership

• employee

• communication

• physical environment

• process

What are other examples of how adapting elements can change organizational culture?

• training

• reward

• symbol / story

What is 1 example of why DEI efforts might fail?

• don’t tackle broad issue

What organization elements are integral for inclusion?

• leadership

• communication

• training

What are some DEI intervention examples that rarely achieve change?

• mandatory bias training

• grievance system

• top-down compliance

What proves effective in long-term inclusion?

• voluntary engagement

  • mentorship

  • sponsorship

• cross-functional / diversity task … team

→ ownership / accountability / momentum

In 1992, Schein introduced two causes of culture creation. These are... (Quiz)

• Actions and values

• Performance management and reward systems

• Leaders and employees 

• External and internal shocks

According to one perspective, first introduced by Schein in 1992 - one of the early scholars of organizational culture - the culture of an organization is created through the process of encountering external and internal challenges (or "shocks")...

The American Institute of Architects (AIA) initiated culture change in response to what? (Quiz)

• #Black Lives Matter

• #Me Too

• The deep water horizon oil spill

• A hospital safety concern

It has been argued that organizations that have a _____________________ organizational culture benefit from it as a competitive advantage (Quiz)

• rare and inimitable

• weak

• strong

• competitive

Organizations that rank employees based on performance and give rewards only to high-ranking employees are likely to cultivate a _____________________ organizational culture. (Quiz)

• collaborative

• competitive

• safety

• creative

Which of the following is the correct definition of organizational culture, according to your textbook? (Quiz)

• The knowledge within an organization regarding how the leader's  values shape that of employees

• The knowledge within an organization regarding how fellow colleagues' values shape that of employees

• The shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and values of employees

• Individual differences in how employees think about the norms, rules, and values of the organization

In reference to artefacts of an organizational culture, which of the following is an example of a symbol? (Quiz)

• Company's official motto

• Company's logo

• Art and paintings hung on the company's wall

• All of the above

Which of the following best characterizes how culture can be shaped from the "bottom-up"? (Quiz)

• Culture can be shaped by leaders' values and actions

• Culture can be shaped by employees' values and actions

• Culture can be shaped by external and internal schocks

• Culture change can only occur within bottom levels of the organizational hierarchy 

In reference to creating inclusive cultures, Catarina Rivera emphasized the ________________________. (Quiz)

• Internal shocks

• External shocks

• Conversations between coworkers

• Physical environment

The physical environment and accessibility in particular

According to the systems approach to organizational culture change, all of the following are elements of an organization that are important to consider for culture change EXCEPT: (Quiz)

• Leadership

• Employees

• Physical environment

• None. All of the above are elements

When referring to processes that maintain organizational culture, what does the acronym ASA stand for? (Quiz)

• Attraction-selection-attrition

• Socialization

• Attrition-selection-attraction

• Association for social adaptation