What role does people and socialization play in maintaining organizational culture?

Summary. Hello Organizational culture in a broad sense: refers to the sum of material civilization and spiritual civilization formed in the construction and development of enterprises. It includes two parts: hardware and software, explicit culture and implicit culture in organizational management.

Organizational culture in a narrow sense: organizational culture is the sum of the highest goals, values, basic beliefs and behavioral norms that are unique to the organization and followed by most members of the organization in the long-term survival and development of the organization, and their reflection in the organization.

Specifically, organizational culture refers to the general term of group consciousness such as values, code of conduct, team consciousness, way of thinking, work style, psychological expectations and sense of belonging to the group, which are accepted by all members of the organization. The essence of organizational culture is the fundamental embodiment of enterprise personalization, and it is the soul of enterprise survival, competition and development.

What is organizational culture and what is the essence of organizational culture? And with concrete examples to illustrate the loss.

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Hello Organizational culture in a broad sense: It refers to the sum of material civilization and spiritual civilization formed in the construction and development of enterprises. Including hardware and software in organizational management, explicit culture and implicit culture, two parts of organizational culture in the narrow sense

Organizational culture is the sum of the highest goals, values, basic beliefs and behavioral norms that are unique to the organization and followed by most members of the organization in the long-term survival and development of the organization and their reflection in the organizationSpecifically, organizational culture refers to the general term of group consciousness such as values, code of conduct, team consciousness, way of thinking, work style, psychological expectations and sense of belonging to the group accepted by all members of the organization. The essence of organizational culture is the fundamental embodiment of the personality of the enterprise, and it is the soul of the survival, competition and development of the enterprise.

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In the process of maintaining organizational culture, there are (peerless) forces that play a particularly important role in Senwei.

a.Two. b.Three.

c.Four parallel limbs.

Correct answer: B

The selection process, top management and socialization play a particularly important role in the maintenance of organizational culture.

No matter how well an organization does a job of selecting people, it's unlikely that a new hire will fit perfectly into the organization's culture. Because new hires are not yet familiar with the organizational culture, they may interfere with existing perceptions and habits in the organization.

Therefore, organizations need to help new employees adapt to the organizational culture, and this adaptation process is called the socialization process. Therefore, the elements that play a particularly important role in the process of organizing the culture of the Weihuai Mountains are the selection process, top management and socialization.

Four characteristics of organizational culture:

1. Intangible and tangible. The common ideals, values, and codes of conduct contained in the organizational culture exist in the members of the organization as a group of psychological stereotypes and atmospheres. Under the influence of spiritual culture, the members of the organization will consciously engage in social activities in accordance with the common values and codes of conduct of the organization.

This effect is subtle and intangible. However, as the carrier of organizational culture, material culture and institutional culture are tangible.

2. Soft constraints. Organizational culture plays a role in organizational management, not by the hard means of rules and regulations, but mainly by the edification, infection and inducement of core values to the members of the family, so that members can identify with the organization's goals, codes of conduct and values, and consciously act in accordance with the common values and codes of conduct of the organization.

3. Continuity. Organizational culture is related to the long-term development history of the organization, has a certain degree of organizational connection and continuity, and can have a long-term impact on the members of the organization, and will not change because of environmental changes or personnel changes encountered in the process of organizational development.

4. Innovation. Organizational culture is always enriched and innovated in the process of adapting to the environment. Otherwise, an outdated, closed, rigid organizational culture can lead to the organization failing in the competition. Only through innovation can the organizational culture have strong vitality.

Summary. Dear, it's a pleasure to serve you. What is organizational socialization?

2) There are three main stages in the socialization process. The first stage is the pre-existing state stage. It mainly includes all the learning activities before the new employee enters the organization.

3) The second stage of the socialization process is the collision phase. New hires see the organization as it really is, and may face the problem of personal expectations being detached from reality, and new hires must socialize themselves from previous assumptions. (4) The third stage of the socialization process is the adjustment stage.

New hires acquire the skills needed for the job, successfully assume their new roles, and adapt themselves to the organization's values and norms.

What is organizational socialization? Briefly describe the content of organizational socialization.

Dear, it's a pleasure to serve you. What is organizational socialization? Briefly describe the inner big finger of the socialization of the organization:

The first stage is the pre-existing state stage. It mainly includes all the learning activities before the new employee stares at the imitation slag worker before entering the organization. 3) The second stage of the socialization process is the collision phase.

New hires see the organization as it really is, and may face the problem of personal expectations being detached from reality, and new hires must socialize themselves from previous assumptions. (4) The third stage of the process of social quieting is the adjustment stage. New hires acquire the skills needed for the job, successfully assume their new roles, and adapt themselves to the organization's values and norms.

Describe the methods of implementing spiritual incentives in enterprises.

Goal motivation. Enterprises should publicize their long-term goals and short-term goals with great fanfare, so that they can become household names, so that all employees can see the great social significance and bright future of their work, so as to stimulate everyone's strong sense of professionalism and mission. When carrying out goal incentives, we should also pay attention to the combination of organizational goals and personal goals, and fight to promote the consistency of corporate goals and personal goals.

Organizational culture refers to the stable values in the organization, and the behavioral norms, moral norms, and customs formed as the core.

Organizational culture has its own unique characteristics: historical dependence, individual dissent, ethnicity, and stability.

The function of organizational culture: the impact on the program (mainly in terms of the impact on the management function); the degree of risk included in the plan; Whether it's a long-term or not-short-term plan; Decisions are made by individuals or collectives.

Impact on the organization: the degree of autonomy of employees in their work; Tasks are done individually or in a group; The degree of standardization of organizational work.

Impact on Leadership: How to Motivate Employees; whether to eliminate all differences; What kind of leadership style to use.

Impact on control: primary employee self-control or group control; Performance evaluation criteria.

1) Organizational culture refers to the sum of values, group consciousness, behavioral norms and thinking patterns with the characteristics of the organization that are formed in the long-term practice activities of the organization and generally recognized and followed by the members of the organization. Organizational culture is essentially a cultural system composed of the self-consciousness of the organization, which is an important part of the entire social culture, which has the common attributes of social culture and national culture, and also has its own different characteristics.

2) The culture of an enterprise starts from the value orientation of its founder, and is also adjusted by Li Li's socio-economic, organizational environment and system. Organizational culture is maintained and transmitted through the stories, rituals, material symbols, and language that are unique to the organization.

Tale. In the process of development and growth, an enterprise will always experience many events, and these historical events are often passed down as corporate myths, heroic legends, etc., these anecdotes deeply imply the core values of the organization, and convey the influence of the personal philosophy of the founder and successor of the organization on the entire organization. Through storytelling, individuals can learn organizational culture.

Rite. Rituals are repetitive activities performed to demonstrate and reinforce the organization's most critical values, most important goals, and most important people. During the repetition of the ritual, the messages emphasized by the organization are passed on and reinforced.

Material symbols. In an organization, who has important resources and materials means his status and importance in the organization, and his unique ability is also admired by the organizational culture.

Language. Language is the most common way to organize cultural inheritance. Because communication exists all the time in an organization, language, as one of the communication methods, plays an important role in transmitting information.

In addition, for new employees, training them for a few days or even weeks to introduce the company's growth process, core values, etc., to help employees successfully complete the organizational process, is the best time for individuals to learn the organizational culture.