Study sets, textbooks, questions
Upgrade to remove ads
CLD week 4: Culture Management Part 2
Terms in this set (46)
What are employee responses to Culture Management?
- Identification/ role embracement
- Dis-identification/ role distancing
What does the employee response to Culture Management of "identification/ role embracement" comprise?
- taking the member role
- general orientation to the company
- a combination of beliefs and feelings
What does the employee response to Culture Management of "dis-identification/ role distancing" comprise?
- to distinguish one's front-stage and back-stage self
- to distance from organizationally preferred self, e.g. through humour, cynicism, skepticism
- in order to gain a sense of autonomy
How is the employee identity defined in the "identification/ role embracement" response?
on the basis of organizational discourses
How is the employee identity defined in the "dis-identification/ role distancing" response?
as alternative to odistanced from organizationally preferred self
How can ambivalence as an response to culture management be defined?
to shift between embracement and distancing
self = partially corporate self
What are recent trends in culture management?
- breaking down of cultural, social and geographical barriers
- celebration of openess, freedom and opportunity
What is "The New Spirit of Capitalism" by Boltanski & Chiapello (2005) about?
- Focus on changes in capitalism over past century
- From ca. 1990s onwards: 'new spirit'
- Relationship between critique and capitalism
What are the two types of critique of capitalism in "The New Spirit of Capitalism" by Boltanski & Chiapello (2005) ?
- Artist critique about the dehumanization
- Social critique (i.e. inequality, material questions)
What is the "The New Spirit of Capitalism"?
- Rejection of industrial work
- Move towards 'connexionist world'
- Emphasis on mobility, individual autonomy, flexibility, freedom and authenticity
What are implications of "The New Spirit of Capitalism"?
- Postmodern condition: greater uncertainty with constant changes
- Loss of meaning?
What are the finding of Brooks (2000) with regard to cultural, social changes?
- Merging of corporate and bohemian values:
- In the current information age, in which knowledge, creativity and ideas are regarded as key to economic success, "the values of bourgeois mainstream culture and the values of the 1960s counterculture have merged"
How do organizations demonstrate their emphasis on 'authenticity' today?
- Emphasis on Informality
- Incorporation of Fun, Leisure and Play
- Creating Ethical, Socially and Ecologically Responsible Workplaces
- Diversity and Difference
How do organizations emphasize informality?
- Getting rid of formal rules
- Flatten of hierarchical structures
- Celebration of autonomy (employee self-management) and equality
What is an example for informality?
Business leader dressing more casually, e.g. Steve Jobs, Bill Gates
How do organizations incorporate Leisure, Fun and Play?
- Employees supposed to live out their playful, fun side at work as a way to increase creativity
- Creation of a sense of community, commitment and belonging
What is an example for the incorporation of Leisure, Fun and Play?
Emphasis on sport, even drinking in corporations
With regard to control, what role can CSR play?
How do organizations design workplaces more ethical, socially and ecologically responsible?
- Creation of CSR schemes
- Organization of charity events
- Creation of meaning and value in the workplaces
- Rearrangement in the relationship between profit
How do organizations promote Diversity and Difference?
- Celebration of diversity and difference with respect to employee tastes, looks, clothes, sexuality, backgrounds, gender, race and overall identities
- Installment of diversity and difference agendas
- Promotion of a spirit of eccentricity, individuality, and nonconformity
Which developments and trends cause the new forms of organizational culture?
- Socio-cultural (autonomy, individual freedom, authenticity)
- Economics Trends
Which similarities between the Friendship and the Family Metaphor exist?
- Emphasis on private, informal and close relationship
- Presence of normative control
- Employee identity positions: embracement, ambiguity, distancing
What are the central differences between the Friendship and the Family Metaphor
- You have a choice about your friends but you cannot choose your family
- Friends habe a non-hierarchical relationship
- Friends are associated with fun and leisure
What are the implications of the Friends Culture of organizations?
- Instead of stability and protection, higher volatility uncertainty and thus greater dependency
- Instead of clearly defined boundaries, fragmentation and social exclusion that produces identity regulation effects
- Instead of replacement of structure (hierarchy), culture
reinforces it in unspoken ways
What are the Friendship Culture Themes at ZOI Consulting?
What does ZOI Consulting pay attention to in Recruitment (Friendship Culture)?
- Recruit people to hang out with
- Diverse workforce
What does ZOI Consulting pay attention to in Socialization (Friendship Culture)?
- Buddy relations to introduce newcomers
- Newcomers need to go around to people
What does ZOI Consulting pay attention to in Rituals (Friendship Culture)?
- Fun team events
- Practices of drinking, sport and socialization
What does ZOI Consulting pay attention to in Atmosphere (Friendship Culture)?
- Non-hierarchical relations
- Culture of openness
How does ZOI Consulting exert normative control over its employees?
- Integration of overall self
- From uncertainty to dependence
- Identity regulation through clique formations
- Reinvigoration (erneute Stärkung) of hierarchy
How does ZOI Consulting exert normative control over its employees with the integration of overall self?
- Company as locus to leave out non-work self / life
- Live outside firm vanishing
- Workplace friendships "tainted" by culture
How does ZOI Consulting exert normative control over its employees with regard to dependency?
- Unclear team structure
- Need to be known by others and build friendships
How does ZOI Consulting exert normative control over its employees with regard to identity regulation?
- Perceptions of in-groups
- Excluded construct self desired in culture
How does ZOI Consulting exert normative control over its employees with the reinvigoration of hierarchy?
- Hierarchy as unstated clue for important people
- Competence for friendships with those positioned higher within hierarchy
What is the Neo-normative control?
- Encouraging diversity inside companies
- Authentic feelings
- Existential empowerment
- Unblocking themes such as sexuality and consumption
In the mode of control "Bureaucratic", how does neo-normative control look like?
- Allows emotional and unpredictable features of employees, but attempts to evoke and shape them as strategic resources
- Differentiation instead of Standardization
In the mode of control "Human Relations", how does neo-normative control look like?
- Does not focus on norms developed in work groups
- Focusses on norms developed prior to, and beyond, the organisational domain
In the mode of control "Neo-Human Relations", how does neo-normative control look like?
- still inviting the expression of authentic selves
- but focused on social identities surrounding work more than self-actualization and task autonomy
In the mode of control "Normative control", how does neo-normative control look like?
- Follows normative diversity, not uniformity
- Invites and supports the outside of work self, not only
the specific "corporate self"
In the mode of control "Market Rationality", how does neo-normative control look like?
Complements other (often unacknowledged) normative
elements of market rationality (e.g. entrepreneurialism)
What is the aim of Normative Control?
Create a shared value orientation in the organization by designing a specific member role
What is the aim of Neo-normative Control?
Create authentic organizations and selves by using the whole self of the employee as a corporate resource
What is Normative Control in culture management?
What is Neo-normative Control in culture management?
What are tools of Normative Control?
Management ofmeaning, prompt specific identity work of employees, discourses
What are tools of Neo-normative Control?
Encouraging diversity, authentic feelings, unblocking themes such as sex and consumption
Sets found in the same folder
CLD week 1 (1): General Introduction
CLD week 1 (2): bureaucracy
CLD week 2 (1): structure of organizations
CLD week 2 (2): post-bureaucracy
Sets with similar terms
Management 3600 Chapter 14 - Organizational Culture
Sociology Chapter 4&5
Organizational Communication Exam 2
Organizational Behavior Chapter 16
Other sets by this creator
CLD week 6: Leadership
CLD week 5 (2): Orga. and Diversity, Dimensions
CLD week 5 (1): Diversity Definition and Research
CLD week 3 (2): Culture, Control & Identity