AHIC Review Course 3: Organizational Culture

Flashcards covering key concepts from the lecture notes on organizational culture, including definitions, culture types, assessment methods, and change strategies.

What is organizational culture?

Values, beliefs, assumptions, and group norms that shape behavior and define what is encouraged, discouraged, accepted, or rejected within an organization.

How did Groysberg et al. describe culture in the lecture?

Culture is the tacit social order that determines what is encouraged, discouraged, accepted, or rejected within a group or organization.

Is organizational culture static or dynamic, and why?

Dynamic; it changes with the behavior of administration and frontline staff, can evolve with change, and may shift after a project; leaders should understand the current culture first.

What is the relationship between alignment of strategy, leadership, and culture?

Alignment drives positive organizational outcomes; leaders seeking high performance can be confounded by culture.

Name the four organizational culture types in the Competing Values Framework (OCAI).

Clan, Adhocracy, Market, and Hierarchy.

Describe Clan culture.

A family-like culture focusing on mentoring, mutual support, and teamwork; leaders act as mentors and celebrate group successes.

Describe Adhocracy culture.

A culture that rewards risk taking and experimentation; leaders are innovators; space for creativity.

Describe Market culture.

Results-oriented and competitive; achievement is valued; leaders are tough and rewards emphasize performance.

Describe Hierarchy culture.

Emphasis on efficiency, stability, and control; rules and procedures; structured and closely monitored.

What does assessing organizational culture help leaders understand?

It identifies intended and unintended consequences, consistency of views, subcultures, and alignment with goals, plus gaps between current and desired culture.

What are common methods for assessing organizational culture?

Focus groups and interviews; observation; 360-degree feedback; review of artifacts; cultural assessment surveys.

What are 'artifacts' in an organization?

Core activities, processes, and philosophies that characterize how the organization does business, including recruitment, onboarding, mentoring, and rewards.

Why is culture assessment useful for change projects?

Helps plan and implement changes, identify barriers, and guide leadership decisions.

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

Articulate the aspiration; select and develop leaders aligned with the target culture; communicate through conversations and champions; reinforce changes via organizational design.

What are key levers to influence culture?

Communications; hiring; onboarding; training; reward/recognition; performance management; alignment of HIT/QI projects with the desired culture.

How can culture be changed through leadership?

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

What is a central point about culture in change efforts?

Culture will impact whether organizational changes are successful and sustainable; change can also positively affect culture.

What is the key point from the knowledge check about organizational culture?

Organizational culture is dynamic.

What is a post-implementation review expected to reveal about culture?

That the culture may have changed to match the project.