Organizational Culture Flashcards

Flashcards covering the definitions, levels, values, and characteristics of organizational culture as described in the lecture notes.

Organizational Culture

A system of shared assumptions, values, and beliefs that show employees what is appropriate and inappropriate behavior.

In Search of Excellence

A book by Peters and Waterman (1980s) that argued company success is attributed to cultures that are decisive, customer-oriented, empowering, and people-oriented.

Artifacts

Visible, tangible aspects of organizational culture at the surface, such as physical environment, employee interactions, company policies, reward systems, dress code, and office layout.

Values

Shared principles, standards, and goals that exist at the second level of Schein's model of organizational culture.

Assumptions

The deepest level of organizational culture consisting of basic, taken-for-granted beliefs about human nature and reality.

Control Mechanism

A function of organizational culture that guides behavior by shaping shared values about what is appropriate, often more powerfully than formal rules and regulations.

Organizational Culture Profile (OCP)

A framework representing organizational culture through seven distinct values: Innovative, Aggressive, Outcome-Oriented, Stable, People-Oriented, Team-Oriented, and Detail-Oriented.

Innovative Cultures

Cultures characterized by flexibility, adaptability, and experimentation with new ideas; they typically feature flat hierarchies and downplayed status distinctions.

W. L. Gore & Associates

A company known for its innovative culture where employees don't have traditional bosses and engineers can devote $20\%$ of their time to self-chosen projects.

Aggressive Cultures

Cultures that value competitiveness and outperforming competitors, often emphasizing winning and dominance over collaboration.

Outcome-Oriented Cultures

Cultures that emphasize achievement, results, and action as important values, holding members accountable for performance-based outcomes.

Results Oriented Work Environment (ROWE)

A program implemented by Best Buy Co. Inc. as part of its outcome-oriented culture.

Stable Cultures

Cultures that are predictable, rule-oriented, and bureaucratic, aiming to coordinate individual effort for maximum efficiency.

People-Oriented Cultures

Cultures that value fairness, supportiveness, and respect for individual rights, emphasizing that people are the organization's greatest asset.

Team-Oriented Cultures

Collaborative cultures that emphasize cooperation among employees through methods like cross-training and frequent team meetings.

Detail-Oriented Cultures

Cultures that emphasize precision and paying attention to specific details, often providing a competitive advantage in the hospitality industry.

Service Culture

A culture that prioritizes serving customers well and empowers employees to resolve customer problems creatively and proactively.

Safety Culture

A culture in safety-sensitive jobs involving strong commitment to safety, including training, hazard identification, and making safety a top priority.

Strong Culture

A culture shared by organizational members where most employees show consensus regarding company values, effectively influencing thoughts and behaviors.

Subculture

A culture that emerges within different departments, branches, or geographic locations within the same organization.

Counterculture

A subculture with shared values and beliefs that are in direct opposition to the broader organizational culture, often shaped around a charismatic leader.

Culture-Environment Fit

The degree to which an organization's culture matches the demands of its environment to support effective performance.