组织行为学——第15章 组织文化.ppt

Cultures have 7 primary characteristics that define the organization. They are: Innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness and stability. * Culture is concerned with the way employees perceive their culture, not whether they like it or not. Job satisfaction, in contrast, is evaluative in nature and gets at how the employees respond to certain factors in their work context. * There are several different groupings that most cultures fit into. These groups describe the organization in an effort to help increase the understanding of how an organization works. There are different aspects of culture that need to be defined to help lay a foundation for understanding what culture is. Dominant culture is the core values that are shared by the majority of employees in the organization. Subcultures are when there are a variety of different cultures within the organization. These subcultures typically are divided by department and/or geographical separation. Core values are the primary values that most people in the organization accept. These definitions are key components of a culture and will help you further understand organizational culture. * A strong culture is one in which the core values are intensely held and shared by most. Strong cultures will have a great influence on the behavior of its members and increase cohesiveness which should result in lower employee turnover. * Cultures take on distinct functions. Some of the things that cultures do are defining the boundary between one organization and others. They also convey a sense of identity for the members of the organization. If the cultures are strong they can facilitate a continuous commitment to something larger than self-interest over an extended period of time. Cultures also help people know what to expect in the organization and can thereby enhance the stability of the social system. Through doing this it can a