Chap 9 10 11

The way things get done in an organization, encompassing shared values, traditions, and principles that guide behavior.

A collection of shared assumptions that guide how employees act in different organizational situations.

Visible elements of an organization's culture, such as physical spaces, rituals, and communication styles.

The degree to which employees are expected to pay close attention to detail and precision.

The degree to which managers focus on results rather than the methods used to achieve them.

The degree to which management takes the well-being of employees into consideration.

The extent to which teamwork is valued and encouraged in an organization.

The degree to which employees are encouraged to be innovative and take risks.

The degree to which an individual's values, beliefs, and behaviors align with the organization's culture.

A culture that enables organizational success by adapting to internal and external changes.

The impact of organizational culture on managing employees, especially in the areas of organization, leadership, and control.

Culture plays a crucial role in determining organizational performance.

The extent to which an organization's culture aligns with its external environment and strategic goals.

Strong cultures are characterized by intensely held and widely shared core values.

Factors that influence the strength of a culture, including size, age, turnover, and clarity of values.

Strong cultures tend to have lower employee turnover and better organizational performance.

How national culture influences an organization's culture, leading to different work styles and practices. This includes values, beliefs, ethics, communication styles, gender roles, and more.

Challenges arising from cultural differences within an organization. This includes communication styles, nonverbal cues, meeting protocols, and expectations for leadership.

The belief that one's own culture is superior to others, leading to biases and misunderstandings. This can hinder collaboration and create conflict.

A framework for understanding cultural variations in work-related values and behaviors. Developed by Geert Hofstede, it helps companies understand cultural differences.

Measures how comfortable a society is with unequal power distribution. High PDI societies tend to be more hierarchical, while low PDI societies emphasize equality.

Focuses on the balance between individual needs and collective goals. Individualistic societies prioritize personal goals, while collectivistic societies prioritize group harmony.

Examines the distribution of emotional roles between genders. Masculine cultures emphasize assertiveness and achievement, while feminine cultures emphasize cooperation and nurturing.

The degree to which a society accepts unequal distribution of power and authority.

The extent to which a society tolerates uncertainty and ambiguity.

The degree to which societal institutions encourage prioritizing collective interests over individual ones.

The level to which a culture minimizes gender discrimination and promotes equality.

The degree to which individuals are assertive, confrontational, and aggressive in social interactions.

The extent to which a society encourages innovation, high standards, and performance improvement.

The degree to which a society values future planning over the present or past.

The ability to understand and effectively interact with people from different cultures.

A phenomenon in group decision-making where the desire for harmony or conformity overrides the need to consider alternative viewpoints. This can result in poor decisions due to the suppression of critical thinking.

A decision-making technique that aims to counteract groupthink by encouraging group members to generate creative ideas and solutions.

A structured group decision-making technique that reduces groupthink by focusing on individual opinions and input before group discussion.

The ability to influence a group to achieve a common goal. It is about inspiring and directing individuals to work together.

The process of using authority, established through formal organizational roles, to ensure compliance and order. It is about planning, organizing, and monitoring.

The importance of leadership in fostering trust, motivation, and performance within an organization. It also emphasizes the role of leadership in preventing ethical shortcomings.

A decision-making technique that involves asking team members to brainstorm potential causes for future failure before launching a project. Helps anticipate risks and implement preventive measures.

A bias that occurs when group members unconsciously rely on initial information or estimates (anchors) during the decision-making process. This can lead to biased decision-making.

A leadership approach that emphasizes the actions and behaviors of leaders, focusing on what they do rather than who they are.

A behavioral leadership style that emphasizes providing clear guidance and structure to followers, focusing on task completion.

A behavioral leadership style that emphasizes building strong relationships with followers, showing concern for their well-being and needs.

A leadership style that focuses on the task and achieving goals, prioritizing efficiency and production.

A leadership style that centers on the well-being and development of employees, focusing on building relationships and creating a supportive work environment.

A framework that assesses leadership style based on two dimensions: concern for people and concern for production.

The ability to understand and manage one's own emotions, as well as the emotions of others.

A leadership approach that emphasizes the importance of adapting leadership style to the specific circumstances of the situation.