SPMT 360 - Quiz 2 (Organizational Culture)

Defining Organizational Culture:

A pattern of shared basic assumptions that the group learned as it solves its problems of external adaptation and internal integration, that has worked well enough to be considered valid, and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems.

Textbook Definition of Organizational Culture:

A multilevel concept describing the shared and conflicting experiences of employees working for an organization.

Martin’s 3 Perspective Lens:

1. 
   

2. 
   

3. 
   

1. Integration

2. Differentiation

3. Fragmentation

Integration:

The shared aspects of an organizational culture.

Differentiation:

Cultural elements as interpreted differently by subgroups.

Fragmentation:

There is both consistency and inconsistency in employees’ experiences and interpretations of cultural elements.

What Kind of Team Are You Building?

1. 
   

2. 
   

3. 
   

4. 
   

1. Clan

2. Hierarchy

3. Adhocracy

4. Market

Clan Culture:

A family-like atmosphere, where leaders are considered mentors and the organization is held together by loyalty and commitment.

Hierarchy Culture:

An organizational culture focused on rules, regulations, and mechanisms that promote efficiency and uniformity.

Adhocracy Culture:

An organizational culture that is focused on flexibility, entrepreneurship, and creativity.

Market Culture:

A results-focused organizational culture emphasizing competition amongst employees.

When Strong Culture Turns Toxic:

• Cohesive Action:

• Reinforcing Harmful Behaviors:

• Smoother communication, anticipated moves, higher attendance, and elevated on-field performance.

• A deeply embedded culture can protect sexism, bigotry, and hostile work environments.

The Ecosystem of Values:

1. 
   

2. 
   

3. 
   

1. Societal Values

2. Sporting Values

3. Personal Values

Societal Values:

• Ex:

External macroeconomic and cultural forces

• Ex: Recessions, COVID-19 adaptability, social justice movements

Sporting Values:

• Ex:

Driven by the competitive structure of the game

• Ex: Subservience to the game, winning at all costs

Personal Values:

• Ex:

Beliefs a person might have about how they should act or behave

• Ex: Influenced by Schwartz’s 10 Universal Values

Schwartz’s 10 Universal Values:

1. 
   

2. 
   

3. 
   

4. 
   

5. 
   

6. 
   

7. 
   

8. 
   

9. 
   

10. 
    

1. Self-Direction

2. Stimulation

3. Hedonism

4. Achievement

5. Power

6. Conformity

7. Tradition

8. Benevolence

9. Security

10. Universalism

Six Main Features of Values:

1. 
   

2. 
   

3. 
   

4. 
   

5. 
   

6. 
   

1. Values are beliefs linked inextricably to affect.

2. Values refer to desirable goals that motivation to act.

3. Values transcend specific actions and situations.

4. Values serve as standards or criteria to follow.

5. Values are ordered by importance.

6. The relative importance of multiple values guides actions.

Visible Signals: Cues & Stories:

1. 
   

2. 
   

1. Miami Dolphins’ TNT Wall

2. Angel City FC’s Origin Story

Miami Dolphins’ TNT Wall

• 
  

  • The Signal:

• Stands for Takes No Talent

  • Communicates a cultural norm that effort, hustle, and hard work are valued above innate athletic ability.

Angel City FC’s Origin Story

• 
  

  • The Signal:

• Founded by Hollywood actresses, entrepreneurs, and retired soccer legends.

  • Every new hire is told a story of scrappiness, resiliency, and a mission to rewrite the narrative of women’s sports equity.

Visible Signals: Artifacts & Rituals:

1. Artifact:

2. Rituals:

1. Pat Summitt’s Statue (UT-Martin)

2. Esports GLHF

Artifact Definition:

Artifacts are permanent, physical objects that convey history.

Pat Summitt’s Statue (UT-Martin)

• The Signal:

Standing alongside Nadine Gearin and Bettye Giles, the statue communicates the deep organizational importance and legacy of women’s basketball to anyone walking past.

Ritual Definition:

Rituals are active, repetitive behaviors.

Esports GLHF

• GLHF:

  • The Signal:

• Good Luck, Have Fun

  • A decentralized pre-match ritual that instantly creates in-group identity, emotional ties, and shared community values before competition begins.

Systems:

• Policy as a Cultural Megaphone:

• Comparing NFL suspension policies (e.g., disparities between discipline for substance use vs. domestic violence) reveals what the system actually prioritizes, regardless of what PR statements claim.

Onboarding:

• The Arizona Coyotes Strategy:

Culture is cemented early. A supervisor texting a new hire and an informal invite to a local trivia night signals a culture of community and human connection far better than a printed handbook.

Altering Organizational Culture:

1. 
   

2. 
   

3. 
   

1. External Pressure

2. Domestic Design

3. Clarity & Consistency

__% of reorganizations fail. To _____, you must change the _____, not just the ___.

80% of reorganizations fail. To succeed, you must change the culture, not just the rules.

External Pressure:

• Ex:

Societal shifts, fan outrage, and sponsor demands are often the strongest catalysts for internal change.

• Ex: Dallas Mavericks’ front office overhaul

Democratic Design:

Building new rituals with employees collaboratively, rather than forcing top-down mandates, increases autonomy and buy-in.

Clarity & Consistency:

Walk the walk. Anti-racist or diversity statements mean nothing without systematic, sustained action and perfectly clear communication.

Organizational Culture:

• 
  

  • 
    

The Weather

• “The way things are.”

  • Broader, deep-rooted, abstract, and qualitative. It is the underlying ecosystem of shared assumptions and values.

Climate:

• 
  

  • 
    

The Thermometer

• “How we feel about it”

  • Psychological, individual, and quantifiable. It is the measurable emotional expectation and response to surviving in that environment.

Psychological Safety Definition:

• 
  

• 
  

• 
  

• 
  

A shared belief that it is safe to take risks, speak up, and make mistakes without fear of judgment or punishment. A supportive environment fosters trust, boosts performance, and drives innovation.

• Be Present & Listen Actively

• Focus on Solutions, Not Blame

• Involve Team in Decisions

• Promote Growth Mindset