Podcast
Questions and Answers
What is NOT an outcome of successful socialization within an organization?
What is NOT an outcome of successful socialization within an organization?
Which step in the Action Research process focuses on gathering data to identify organizational problems?
Which step in the Action Research process focuses on gathering data to identify organizational problems?
Which of the following factors is considered a reason for organizations to engage in organizational development?
Which of the following factors is considered a reason for organizations to engage in organizational development?
Which of the following roles is fulfilled by external consultants in the context of organizational development?
Which of the following roles is fulfilled by external consultants in the context of organizational development?
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What typically results from a failure in the socialization process within an organization?
What typically results from a failure in the socialization process within an organization?
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Which organizational culture emphasizes the importance of achieving measurable financial goals?
Which organizational culture emphasizes the importance of achieving measurable financial goals?
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What is the primary characteristic of a bureaucratic organizational culture?
What is the primary characteristic of a bureaucratic organizational culture?
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Which of the following best describes socialization within a culture?
Which of the following best describes socialization within a culture?
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In which organizational culture might one expect to find practices emphasizing loyalty and personal commitment?
In which organizational culture might one expect to find practices emphasizing loyalty and personal commitment?
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How does a strong organizational culture particularly benefit the organization?
How does a strong organizational culture particularly benefit the organization?
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What is the role of symbols within a culture?
What is the role of symbols within a culture?
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Which form of organizational culture is characterized by risk-taking and creativity?
Which form of organizational culture is characterized by risk-taking and creativity?
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Which strategy is least effective for promoting employee empowerment within an organization?
Which strategy is least effective for promoting employee empowerment within an organization?
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What is NOT a step included in the risk assessment process?
What is NOT a step included in the risk assessment process?
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Which aspect of an organization's culture is typically NOT observable?
Which aspect of an organization's culture is typically NOT observable?
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In the context of stress management, which quantitative method is most appropriate for data collection?
In the context of stress management, which quantitative method is most appropriate for data collection?
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What is a primary characteristic of an organizational culture?
What is a primary characteristic of an organizational culture?
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Which of the following methods is NOT part of planning and consultation for stress risk assessment?
Which of the following methods is NOT part of planning and consultation for stress risk assessment?
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What approach is NOT effective in reinforcing organizational culture?
What approach is NOT effective in reinforcing organizational culture?
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Which of these is a benefit of wellness programmes for employees?
Which of these is a benefit of wellness programmes for employees?
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Which cultural element might influence organizational behavior but is not immediately visible?
Which cultural element might influence organizational behavior but is not immediately visible?
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Which option describes an action that would likely weaken an organization's culture?
Which option describes an action that would likely weaken an organization's culture?
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Study Notes
Organizational Stress
- Organizational stress is a response to perceived challenges or threats to well-being.
- A Deloitte study found that 70% of Filipino Gen Zs and 63% of Filipino Millennials experience burnout due to workload demands.
- The global average for burnout is 45%.
- 58% of respondents reported colleagues resigning due to work pressure.
- 68% of Filipino Gen Zs and 48% of Filipino Millennials reported feeling anxious or stressed most of the time.
- The global average for anxiety and stress for Gen Zs is 46% and for Millennials is 38%.
- 80% of Gen Z & Millennial Filipinos said employers paid more attention during the pandemic, however, 70% said these initiatives had no noticeable impact.
Definition of Stress
- Stress is an adaptive response to an external situation resulting in physical, psychological, and/or behavioral deviations for organizational participants (Fred Luthans).
- Another definition of stress is an adaptive response to a situation that is perceived as challenging or threatening to the person's well-being (Gholipour A. 2005).
Key Definitions
- Stressor: Environmental conditions causing stress.
- Eustress: Positive stress from meeting challenges (with achievement expectations).
- Dystress: Negative stress (often simply called stress); leading to overload.
- Job strain: Workplace demands and the individual's control in meeting them.
Model of Stress
- Stress is a result of external demands (work, family, environment) and internal demands (responsibilities, pressure).
- Perceptions and past experiences influence the vulnerability to stress.
- Stress leads to symptoms and illness.
- Vulnerabilities also include genetic predisposition, coping skills, and lifestyle.
- Stress can lead to accidents, absenteeism, mistakes, impaired decision making, and reduced productivity, increased compensation claims, increased office sick days, and higher healthcare costs.
What are Your Major Work and Life Stressors?
- Work
- Other
- Health
- Financial
- Family
Signs of Stress
- Irritability
- Sleeping difficulties
- Inability to experience joy
- Appetite disturbances
- Relationship problems
Workplace Stress Defined
- Stress can be acute or chronic in the workplace.
Stress Response
- The body mobilizes energy resources unconsciously when confronted with a stressor.
Role Conflict
- Conflicting expectations from different roles.
Restoring and Maintaining Work-Life Balance
- Focus on what's truly important.
- Take advantage of work-related options.
- Protect non-work time.
- Manage personal time: Set aside time for recreation.
Work-Related Stressors
- Role ambiguity
- Work overload
- Job insecurity
- Monitoring
- Management style
- Working conditions
- Occupation
- Resource inadequacy
Individual Influences on Experiencing Stress
- Type A vs. Type B personality
- Gender
- Self-esteem
- Hardiness
Consequences of Stress
- Individual: Psychological (anxiety, depression, low self-esteem, sleeplessness, frustration, family problems, burnout)
- Physiological (high blood pressure, muscle tension, headaches, ulcers, skin diseases, impaired immune systems, musculoskeletal disorders, heart disease, cancer)
- Behavioral (excessive smoking, substance abuse, accident proneness, appetite disorders, violence)
- Organizational: (absenteeism, diminished productivity, compensation claims, health insurance costs, direct medical expenses)
Causes of Work Stress
- Task demands (quick decisions, critical decisions, incomplete information for decisions)
- Physical demands (temperature extremes, poorly designed office, threats to health)
- Role demands (role ambiguity, role conflict)
- Interpersonal demands (group pressures, leadership styles, conflicting personalities)
Organizational Stress Management
- Increase individual autonomy and control
- Ensure adequate compensation
- Maintain healthy job demands/requirements
- Provide adequate skills for workplace updates
- Increase associate involvement in decision-making
- Improve physical working conditions
- Provide job security and career development
- Provide healthy work schedules
- Improve communication to prevent ambiguity
Individual Stress Management
- Find jobs with an acceptable balance of demands, control, effort, and rewards.
- Redesign dysfunctional jobs.
- Develop healthy coping mechanisms (exercise, proper diet, support network, relaxation techniques).
Organizational Coping Strategies
- Employee assistance programs
- Wellness programs
- Less control
- Flat structures
- Employee empowerment
- Stress management training
Work/Family Balance
- More people prioritize family.
- Fewer people see a healthy balance between work and family.
Steps to Risk Assessment
- Identify potential hazards
- Evaluate potential harm to individuals
- Evaluate the likelihood of harm
- Introduce controls to reduce risk
Stress Risk Assessment Process
- Planning and consultation
- Data collection (qualitative and quantitative methods)
- Data analysis
- Feedback and action planning
Golden Principles of Stress-Free Living
- Listen to stress as a messenger
- View pressures as challenges and increase coping skills
- Meet, greet, and successfully beat stress
- Avoid worrying about the future
- Realize life is short and enjoy it
- Manage time effectively
- Think positively and from others' points of view
- Cultivate a "can-do attitude"
- Discuss/share with others
- Develop hobbies like painting, dancing, and singing.
Stress Tools
- 14 management standards to prevent work-related stressors
- Workload, job insecurity, team-working, performance feedback, training & development, hours of work
- Job design, management support, tools and equipment, communication, role ambiguity, skill utilization, work-life balance, effort-reward imbalance
Toxin Handlers
- Read emotional cues of yourself and others
- Maintain connections
- Empathize with those in pain
- Alleviate suffering
- Mobilize others to address pain
- Encourage compassionate behavior.
Wellness Programs
- J&J's program saved $22.4 million per year.
- Goals: 91% tobacco-free, 90% blood pressure below 140/90, 85% cholesterol below 240, 75% physically active (30+ minutes three times a week), 60% trained in resilience/stress management.
Organizational Development (OD)
- The practice of changing people and organizations for positive growth.
- Kurt Lewin is considered the founding father.
- OD is an organization-wide, planned effort, managed from the top, to enhance organizations' effectiveness and health through planned interventions, using behavioral science knowledge.
- OD strategies include action research, conflict management, executive development, goal setting, team building, group facilitation, and strategic planning.
Steps in Action Research
- Entry: identifying needs for change
- Startup and Contracting: clarifying roles for successful change and addressing resistance
- Assessment and Diagnosis: collecting data to identify opportunities and problems
- Feedback: two-way process to share what was found based on data analysis
- Action Planning: distilling recommendations and considering alternative actions
- Intervention: implementing the change process
- Evaluation: verifying success, identifying new needs, and improving the process
- Adoption: ensuring OD continues as an ongoing activity
- Separation: when it's more productive for the client and consultant to transition.
Why Do OD?
- Human resources are a large cost.
- Workplace needs are changing: employee need feedback, accomplishment, and efficiency.
- Global markets and rapid change necessitate adaptability for survival and success.
- Faster customer response, lower costs, and continuous learning are emphasized for survival and success.
Who Does OD?
- Internal Consultants (employees of the organization)
- External Consultants (people outside the organization).
When Is an Organization Ready for OD?
- Determining organizational readiness for Organizational Development.
Formula for Change
- Dissatisfaction multiplied by vision and a strong first step in the organization leads to a decrease in resistance to change.
Organizational Culture
- Culture is a shared pattern of beliefs, norms, assumptions, values, and practices that shape socialization, symbols, language, and how groups work.
- Cultural values are evident in society's morals, customs, and standard practices.
- Norms are the rules that regulate group behaviors.
- Culture is developed and passed down to subsequent generations via conscious and non-conscious efforts.
Types of Organizational Culture
- Bureaucratic
- Clan
- Market
- Entrepreneurial
Relationship between Culture and Performance
- Organization culture affects individual satisfaction, and employees have a sense of certainty concerning how problems are resolved.
- Culture guides desired behaviors and avoids undesired ones
Building a Strong Organizational Culture
- Shared behavioral style (managers & employees)
- Common problem-solving approaches
- Shared norms that guide reward and punishment
- Strong culture leads to a stable organization and achievement of strategic goals
Steps to Building a Strong Organizational Culture - Socialization
- Step 1: Careful Selection
- Step 2: Challenging Assignments
- Step 3: Training to develop capabilities (with culture)
- Step 4: Reward and sustain culture
- Step 5: Adoption of cultural value policies
- Step 6: Reinforce culture with ritual, stories, rites
- Step 7: Role model to sustain culture
Outcomes of Socialization Process
- Successful socialization: job satisfaction, role clarity, high performance, understanding of culture, commitment to organization, internal values
- Unsuccessful socialization: job dissatisfaction, role ambiguity and conflict, misunderstanding, tension, perceived lack of control, low job involvement, low performance, rejection of values
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Description
Test your knowledge on organizational development, socialization, and culture with this quiz. Explore various concepts such as the roles of consultants, characteristics of different organizational cultures, and the implications of socialization processes. Perfect for students and professionals alike!
