Organizational Culture (OC) Vocabulary

Vocabulary flashcards covering the definitions, levels, artifacts, functions, and dynamics of organizational culture as presented in the lecture transcript.

Organizational Culture (OC)

A set of guiding values & beliefs, understandings, and ways of thinking shared by most organizational members, which is embedded in daily operations.

The Iceberg Analogy

A visual representation of culture where the visible level consists of observable symbols and the invisible level consists of underlying beliefs and attitudes.

Cultural artifacts

The visible level of culture consisting of observable symbols used to interpret the organization's culture.

Internal integration

A critical function of OC that builds a collective identity by providing a shared mindset which increases the ease of interactions among members.

External adaptation

A function of OC that influences how an organization responds to entities and demands outside of the organization's boundaries.

Rites & Ceremonies

Planned activities, not necessarily formal, that make up special organizational events to demonstrate and reinforce specific values.

Rite of passage

A ceremony that helps new members transition from "outsiders" to "members," serving as a key part of socialization.

Rite of enhancement

A formal bestowing of organizational favor that enhances an individual's social identity and status within the firm.

Rite of renewal

Activities held to reconfirm the importance of certain values and activities, described as a "periodic re-vaccination."

Rite of integration

Social events held to bind members closer together.

Rite of degradation

An act of humiliation, often public, where a person becomes an outcast to show that their personal values are responsible for their deviance.

Rite of conflict reduction

A ceremony that signals what type of intra-organizational conflict is permissible.

Stories

Tales or narratives ostensibly based on "true" events, often with embellishments, that pass on cherished beliefs and values.

Heroes

Individuals who engage in model or ideal behavior from the perspective of the organization.

Legends

Historic stories that pass along core values to members, though they are often embellished with fictional details.

Myths

Fictional narratives that cannot be corroborated with facts but are believable and consistent with the organization's beliefs and values.

Symbols

Physical artifacts that represent another thing and hold specific meaning for an organization.

Language

Special phrases, words, slogans, or sayings used to convey specific meanings within an organization.

Cultural Strength

The impact of the culture on performance, defined by the level of agreement among members regarding which values are important.

Consensus

A strong cohesive culture characterized by significant agreement among members, often called "thick" cultures.

Disagreement (Cultural)

A weak culture providing little direction where members do not agree on values, often called "thin" cultures.

Cultural Adaptation

The ability of a firm to adjust to external demands through flexibility, risk tolerance, and concern for customers and employees.

Cultural Diversity

Significant differences in the core values of organizational members and sub-units, which can be critical to subsystem functioning.

Formation

The initial creation of OC, which is a reflection of the value system of the firm's founder.

Values-based Leadership

The principle that employees learn about values by watching the behavior of managers rather than through issued directives.