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Definition
| A system of shared assumptions, values, and beliefs showing people what is appropriate and inappropriate behavior. |
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| Taken for granted beliefs about human nature and reality. |
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| Shared principles, standards, and goals. |
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| The visible and tangible elements of culture |
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| Cultures that are flexible, adaptable, and experiment with new ideas. |
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Definition
| Cultures that value competitiveness and outperforming competitors. |
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Term
| outcome-oriented cultures |
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Definition
| Cultures that emphasize achievement, results, and action as important values. |
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Definition
| Cultures that are predictable, rule oriented, and bureaucratic. |
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| Cultures that value fairness, supportiveness, and respecting individual rights. |
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Definition
| Cultures that are collaborative and emphasize cooperation among employees |
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Definition
| Cultures that emphasize precision and paying attention to details. |
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Term
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| A culture that emphasizes high quality service. |
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Term
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Definition
| A culture that emphasizes safety as a strong workplace norm. |
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Term
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Definition
| A culture that is shared by organizational members. |
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Term
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Definition
| A set of values unique to a limited cross-section of the organization. |
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Term
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Definition
| Shared values and beliefs that are in direct opposition to the values of the broader organizational culture. |
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Term
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Definition
| The process through which new employees learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization. |
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Term
| formal orientation program |
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Definition
| Program that indoctrinates new employees to the company culture, and introduces them to their new jobs and colleagues. |
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Term
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Definition
| Trusted people who provide employees with advice and support regarding career-related matters. |
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Term
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Definition
| A statement of purpose, describing who the company is and what it does. |
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Term
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Definition
| Repetitive activities within an organization that have symbolic meaning. |
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