Organizational Culture

A collection of flashcards covering key concepts related to organizational culture and its dynamics.

What is organizational culture?

Refers to the shared values, beliefs, and practices that shape how members of an organization interact and work.

Why is organizational culture important?

It influences employee behavior, guides decision making, and drives organizational performance.

How is organizational culture demonstrated?

Through stories, rituals, reward systems, and the physical environment.

What is 'Role Culture'?

Emphasizes rules and procedures with a hierarchical structure and defined roles.

What are the drawbacks of role culture?

Can be inflexible, slow to adapt to change, and may stifle innovation.

What is 'Task Culture'?

A team-based approach that values collaboration.

What are the drawbacks of task culture?

May struggle with long-term planning and coordination can be challenging.

What does Schien's model of organizational culture include?

Artifacts, norms and values, and underlying assumptions.

What is 'Power Culture'?

Characterized by quick decisions and strong leadership with centralized decision making.

What are the drawbacks of power culture?

Can become inefficient as the organization grows and employees may rely too much on leaders.

What is 'Person Culture'?

Prioritizes autonomy with collaboration occurring only as needed.

What are the drawbacks of person culture?

Lack of consistency and coordination, making it difficult to manage in larger organizations.

What can cause cultural clashes in organizations?

Mergers and acquisitions, rapid growth, and new leadership.

What are the factors that influence how organizational culture forms and evolves?

Leadership influence, employee behaviors, company policies, and external factors.

How can organizational culture be changed?

By leading by example, reinforcing new behavior, and continuous communication.

What are the consequences of cultural clashes?

Resistance to change, poor performance, increased costs, decline in business performance, and a divided workforce.

What are Hofstede's six cultural dimensions?

Individualism vs collectivism, power distance, short-term vs long-term orientation, masculinity vs femininity, uncertainty avoidance, indulgence vs restraint.

What strategies can mitigate cultural clashes?

Effective communication, employee involvement, leadership alignment, and cultural audits.