Organizational Culture - Review Flashcards

Flashcards covering definitions, culture types, assessment methods, change levers, leadership roles, and the dynamic nature of organizational culture as presented in the lecture notes.

What are the core components of organizational culture as described by Groysberg et al. (2018)?

Values, beliefs, assumptions, and group norms.

How does Groysberg describe organizational culture?

The tacit social order that defines what is encouraged, discouraged, accepted, or rejected within a group or organization.

Why is organizational culture considered dynamic?

It is shaped by the behavior of administration and frontline employees and can change with or without a leader’s intention; it can evolve with change.

What are the four culture types in the Competing Values Framework?

Clan, Adhocracy, Market, and Hierarchy.

Clan culture characteristics?

Family-like environment with mentoring, mutual support, teamwork; leaders are mentors; flexibility and celebrations after projects.

Adhocracy culture characteristics?

Emphasizes risk-taking and experimentation; leaders are innovators or entrepreneurs; space for creativity and out-of-the-box thinking.

Market culture characteristics?

Results-oriented; focus on beating rivals; tough and demanding leaders; rewards based on achievement; competition among units.

Hierarchy culture characteristics?

Emphasis on efficiency, stability, and uniformity; control; rules and procedures; structured with high outputs.

Why assess organizational culture?

To identify intended and unintended consequences, gauge consistency, uncover subcultures, and identify gaps between current and desired culture; align leadership with goals.

What are common methods for assessing organizational culture?

Focus groups and interviews; observation; 360-degree feedback; review of artifacts; use of a cultural assessment instrument or survey.

What are 'artifacts' in culture assessment?

Core activities, processes, and philosophies that characterize how the organization does business; attention to recruitment, onboarding, mentoring, and reward systems.

What is the Organizational Culture Assessment Instrument (OCAI)?

A cultural assessment instrument used to classify culture within the Competing Values Framework.

What are Groysberg et al.’s four practices to shape culture?

Articulate the aspiration; Select and develop leaders aligned with the target culture; Communicate (listening tours, group discussions, social media, change champions); Reinforce change through organizational design.

What are the culture change levers listed by Groysberg et al.?

Communications; Hiring practices; Onboarding; Training; Reward and recognition; Performance management; HIT or QI projects aligned with desired culture.

How can leadership influence culture change?

A new leader may assess current culture and shift emphasis, reward systems, innovation philosophy, social atmosphere, risk, and outcomes toward the desired culture.

What is the relationship between culture and organizational change?

Culture can determine the success of changes; conversely, change initiatives can positively impact culture.

Is culture static or dynamic, and what can cause change?

Dynamic; can change with leadership, key employees, or the project.

What is the basic definition of culture?

The sum of behaviors of those within an organization.

What characteristics beyond culture types help describe organizational culture?

Values (e.g., fairness, collaboration, innovation), degree of hierarchy, urgency, interaction, response to change, presence of subcultures, and drivers of performance (people vs. tasks/processes).

What axes define the Competing Values Framework?

Stability vs flexibility and internal vs external focus.

How does alignment between culture and strategy affect outcomes?

Leads to positive organizational outcomes and more successful change.

What role do artifacts play in assessing culture?

Artifacts reveal how the organization actually does business and are tied to recruitment, onboarding, mentoring, and rewards.

What is the purpose of focusing on training and onboarding in culture change?

To reinforce the desired culture and ensure new hires adopt and embody the values and norms.

What is one practical example of clan culture in action?

Mentor assigns a team member to guide a new hire; mutual support enables flexibility and successful adaptation.

What practical example illustrates adhocracy culture?

A department encourages creative problem-solving; employees are allowed space to pursue innovative solutions, like playful brainstorming or experimentation.