OB culture concepts

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OB culture concepts are those concepts that are related to organizational culture and, particularly, organizational structures, researched in organizational behavior studies. The concepts below are taken from Organizational Behavior by Robbins and Judge (17th edition); Septem Artes Administrativi served as the primary source of illustrations.


Organizational structure

Organizational culture

  • Organizational culture. A system of shared meaning held by members that distinguishes the organization from other organizations.
  • Dominant culture. A culture that expresses the core values that are shared by a majority of the organization's members.
  • Organizational value. The primary or dominant value that is accepted throughout the organization.
  • Organizational subculture. A miniculture within an organization, typically defined by department designations and geographical separation.
  • Strong culture. A culture in which the core values are intensely held and widely shared.
  • Organizational climate. The shared perceptions organizational members have about their organization and work environment.
  • Ethical work climate. The shared concept of right and wrong behavior in the workplace that reflects the true values of the organization and shapes the ethical decision making of its members.
  • Sustainability. Organization practices that can be sustained over a long period of time because the tools or structures that support them are not damaged by the processes.
  • Institutionalization. A condition that occurs when an organization takes on a life of its own, apart from any of its members, and acquires immortality.
  • Socialization. A process that adapts employees to the organization's culture.
  • Prearrival stage. The period of learning in the socialization process that occurs before a new employee joins the organization.
  • Encounter stage. The stage in the socialization process in which a new employee sees what the organization is really like and confronts the possibility that expectations and reality may diverge.
  • Metamorphosis stage. The stage in the socialization process in which a new employee changes and adjusts to the job, work group, and organization.
  • Ritual. A repetitive sequence of activities that express and reinforce the key values of the organization, which goals are most important, which people are important, and which are expendable.
  • Material symbol. What conveys to employees who is important, the degree of egalitarianism top management desires, and the kinds of behavior that are appropriate.
  • Positive organizational culture. An organizational culture that emphasizes building on employee strengths, rewards more than punishes, and emphasizes individual vitality and growth.
  • Workplace spirituality. The recognition that people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community.

See also