Term
| Organizational or Corporate Culture |
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Definition
| The system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members |
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| Reaching goals: The tasks to be accomplished, the methods to be used to achieve those goals, and the methods of coping with success and failure |
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| Deals with the creation of a collective identity and with ways of working and living together |
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| Groups with unique patterns of values and philosophies that are consistent with the dominant culture of the larger organization or social system |
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| Groups where the patterns of values and philosophies outwardly reject those of the larger organization or social system |
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| Embellished heroic accounts of the story of the founding of an organization |
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| Standardized and recurring activities used at special times to influence the behaviors and understanding of organizational members |
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| Any object, act, or event that serves to transmit cultural meaning |
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| An unproven and often unstated belief that is accepted uncritically |
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| A philosophy that links key goal-related issues with key collaboration issues to come up with general ways by which the firm will manage its affairs |
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Term
| Organizational Development |
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Definition
| The application of behavioral science knowledge in a long-range effort to improve an organization's ability to cope with change in its external environment and increase its problem-solving capabilities |
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| The process of systematically collecting data on an organization, feeding it back for action planning, and evaluating results by collecting and reflecting on more data |
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| Organizational Development Interventions |
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| Activities initiated to support planned change and improve work effectiveness |
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| The collection of data via questionnaires from organization members or a representative sample of them |
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| Helps determine how an organization may be improved and start action toward improvement |
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| Involves realigning the structure of the organization or major subsystem in order to improve performance |
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| Involves a representation set of members in periodic small-group, problem0solving sessions |
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| Designed to gather and analyze data on the functioning of a group and implement changes to increase its operating effectiveness |
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| Helps a group improve on such things as norms, cohesiveness, decision-making methods, communication, conflict, and task and maintenance activities |
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| Helps groups improve their working relationships with one another and experience improved group effectiveness |
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| Means of clarifying what individuals expect to give to receive from one another in their working relationships |
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| The process of creating long-term congruence between individual goals and organizational career opportunities |
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