organizational culture

organizational culture

they shared knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors, of its employees.

espoused values, basic underlying assumptions, observable artifacts

espoused values

the beliefs, philosophies, norms have a company explicitly states

Basic underlying assumptions

the ingrained beliefs and philosophies of employees

observable artifacts

aspects of an organization culture employees and outsider can easily see or talk about

specific culture types

customer service culture, safety, diversity, sustainability

customer service culture

a specific culture type focused on service quality

safty culture

a specific type focused on the safety of employees

diversity culture

on fostering or taking advantage of diverse group of employees

sustainability culture

a specific culture type focused on promoting sustainability both inside outside of organization

maintain culture

attraction selection attrition (ASA), socialization

attraction selection attrition

that states that employee will be drawn to organizations with cultures that match their personality organizations will select employees that match and employees will leave or be forced out when they are not a good fit

socialization

the primary process by with employees learn the social knowledge that enables them to understand and adapt to the organizations culture

anticipatory stage, encounter stage, understanding and adaptation

anticipatory stage

your interaction before the culture before you become a member

encounter stage

This is what I thought what is but it’s something different

understand and adaptation

final stage of socialization during which newcomer come to learn the content area of socialization and internalize the norms and expected behaviors of the organization

organization socialization

goals and values, performance proficiency, people, politics, history

goals values

adaptation of the spoken and unspoken goals and values of the organization

perfomance proficiency

knowledge of the roles required and the tasks involved the job

people

successful and satisfying relations with organizational members

politics

information regarding formal and informal work relations and power structures within power structures within the organization

history

information regarding the organization traditions customs myths and rituals

person organization fit

employees judge fit by thinking about the values they prioritize the most the judging whether the organization shares those values

when employees feel that their values and personality match those of the origination they experience higher levels of job satisfaction and feels less stress about their day to day

how important is culture

person organization fit = job performance (weak)

person organization fit = organizational commitment (strong)