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1

What three components make up an organization's culture?

- beliefs
- styles
- norms

2

How do the history of an organization, the environment in which it operates, staffing, and
early socialization contribute to its culture?

History .
how everything is and has always been done

Environment
• bureaucratically or entrepreneurial based . . regulatory or innovative structure

Staffing
hiring, training, promoting, and retention of individuals who fit in with current
employees

Early socialization process
• orientation and indoctrination of new employees in the organization's beliefs,
norms, and values

3

Describe the qualities associated with healthy organizational culture.

Resilient
- adaptable to outside shifts
- leaders aligned behind strategy

Just-in-time
- unprepared for change
- able to adapt without losing sight of goal

Military precision
small, senior team controls the execution and efficiency of the operating model

4

How do unhealthy organizational cultures differ from healthy ones?

- Passive-aggressive
- appears flexible, but resists openness
- struggles to implement agreed-upon plans

Overmanaged .
- too many layers of management
- "analysis-paralysis"
- politics in decision-making process

Outgrown effective leadership intervention
• team doesn't demonstrate decision-making authority
organization too complex for a small team to control fits-and-starts
• organization has motivated talent, but not a cohesive direction

5

Identify and describe the control mechanisms that direct organizational behavior.

• social norms
- expectation that employees behave in a certain way . - groups and teams to comply with norms

- Shared values .
- how responsibly the organization and its culture develop value among employees
- values represent the means by which employees achieve an end result .
- goal is to have employees internalize values for success

- Shared mental models
-underlying assumptions about employees, situations, and the organization that
impact a manager's decisions
- may cause repetitive patterns

Social identities
• require employees to behave according to preconceived expectations determined by
others .
- expectations based on employee roles in the organization
- cultural role expectations

6

Name and distinguish between two diverse cultural personalities an organization might display

Bureaucratic
- rules and procedures
- specializations and divisions of labor
- hierarchy of authority
- technically qualified personnel
- separate positions and incumbents
- specific formats: written, communication, and recordkeeping
- more objective and impartial in hiring, firing, and promoting

Entrepreneurial
- flexibility
- personal latitude for employees
- encourages initiative, innovation, and enterprise
- rewards success
- provides support through mentors and training
- uses work teams and groups
- offers profit sharing and shared ownership to increase employee incentive for contributions

7

What are the attributes of weak organizational cultures?

- have no clear belief systems
- lack the ability to prioritize
lack fundamental beliefs and direction
- have weak or no leadership
- lack regular organizational routines

8

Describe strategies for strengthening organizational culture

- replace staff
- promote early buy-outs for people near retirement
- update employee orientation and indoctrination processes
- restate the organization's mission
- get support of top management and leaders
- base rewards on newly desired cultural traits
- create individual "entrepreneurial units"

9

Cultural diversity encompasses what primary elements?

- age
- ethnicity
- gender
- physical abilities
- race
- sexual orientation

10

What are two important responsibilities that managers have in terms of organizational
diversity?

• hire based on qualifications versus demographic characteristics
- use interview panels or team-based approaches to ensure diversity in feedback for
candidates
- ensure stereotyping is not a common practice
- be a role model supporting diversity establish external diversity strategies }
- hire bilingual job candidates offer diversity education programs
- educate on barriers to diversity
- handle diversity bias issues immediately
- follow regulatory guidelines for ADA and EEOC

11

What is the purpose of the American with Disabilities Act (ADA)?

• to ensure individuals with recognized disabilities are not discriminated against in the
workplace
- regulations apply to employers with more than 15
- employees I may require modifications to the workplace for access

12

Identify management strategies for integrating workers with disabilities into the workplace.

- establish organizational policies/procedures to meet ADA requirements
- allow for visibility for these employees
- employ at all skill levels throughout the organization
- educate employees on facts as they relate to this population
- offer resources to support these workers
- form support groups
- provide accessible amenities
- provide training to allow workers to succeed

13

What does Title VII of the Civil Rights Act cover?

Sexual harassment issues in the workplace
- entitles victims to compensation for pain and suffering, mental anguish, inconvenience, and future financial losses
- entitles victims to a jury trial
-entitles victims to additional compensation for punitive damages

14

What are common warning signs of sexual harassment in the workplace?

Low morale lost productivity lawsuits deterioration of a company's public image

15

How should a manager enforce a sexual harassment policy?

- communicate the policy and its limits to all employees
- train managers to recognize warning signs
- include sexual harassment in diversity training orientation for new employees
- communicate the policy to third parties, such as customers
- appoint a senior manager or a department to implement the policy and receive complaints
- develop an alternate filing procedure for complaints
- ensure that those who file complaints are not retaliated against safeguard employees' rights, and
- safeguard employees from third-party harassment
- investigate charges immediately, and keep records
- discipline all employees involved in a harassment incident

16

What approaches should management take to pursue an ethical work environment?

- create an environment that focuses on fair and just workplace behaviors
- generate policies, procedures, and training that translate ethical values into appropriate behaviors
- avoid ethical dilemmas make ethical decisions in groups
- include employees in developing and implementing an ethics program
- establish a code of conduct, if it does not already exist
- create an ethics committee

17

Identify and describe two tools that can be used to resolve ethical dilemmas.

• the step-method approach
• logical, sequential approach
• checklist method
• evaluates questions on a one (not at all) to five (yes) scale

18

Describe ways that you, as a manager, can address workplace politics.

- create measurable objectives
- gain commitment
- reduce system uncertainty through clear evaluation processes
- minimize competition for resources among managers - break down political groups
- split up dysfunctional groups