Provide At Least A 150-Word Graduate-Level Response T 039809
Provide At Least A 150wordgraduate Levelresponse To Each Of Thefol
Provide At Least A 150wordgraduate Levelresponse To Each Of Thefol
Provide at least a 150 word graduate level response to each of the following questions. 1. Describe the functions of organizational culture? 2. Describe the three stages involved in the process of socialization?
Requirements: · Provide at least a 150 word minimum response for each question. · Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited.
Paper For Above instruction
Functions of Organizational Culture
Organizational culture refers to the shared values, beliefs, and norms that shape the behavior and practices of members within an organization. Its primary functions include guiding employee behavior, fostering a sense of identity, and influencing organizational effectiveness. First, organizational culture establishes behavioral norms, setting expectations for how employees interact, make decisions, and approach their work, which promotes consistency and efficiency (Schein, 2010). Second, it creates a sense of identity and belonging among members, enhancing commitment and motivation by aligning individual values with organizational goals (Martin, 2002). Third, culture impacts organizational adaptability and innovation by either fostering or impeding change; a strong, flexible culture can support strategic shifts and continuous improvement (Denison, 1996). Furthermore, culture influences external perceptions, shaping stakeholder trust and reputation. Overall, organizational culture functions as an intangible yet powerful force that shapes internal dynamics and external positioning, contributing to sustainable success.
The Three Stages of Socialization
Socialization is the process by which individuals learn and internalize the values, norms, and behaviors necessary to participate effectively within an organization. It typically occurs in three stages: anticipatory socialization, encounter, and change and acquisition. The first stage, anticipatory socialization, occurs before entry into the organization as individuals form expectations based on their perceptions and prior experiences. During this phase, prospective employees gather information about organizational culture, roles, and norms, shaping their initial attitudes and expectations (Louis, 1980). The second stage, the encounter stage, begins when individuals actually join the organization. Here, they confront realities that may differ from their expectations, and they start adjusting their behaviors to align with organizational norms (Van Maanen & Schein, 1979). The final stage, change and acquisition, involves the integration and reinforcement of organizational culture as individuals take on their roles fully, developing a sense of competence and commitment. Successful socialization ensures employees are effectively integrated, reducing turnover and enhancing productivity.
References
Denison, D. R. (1996). What is the difference between organizational culture and organizational climate? A conceptual analysis,** Speaking to organizational effectiveness, 6(2), 52-63.
Louis, M. R. (1980). Surprise and sense making: What newcomers experience in entering unfamiliar organizational settings. Administrative Science Quarterly, 25(2), 226-251.
Martin, J. (2002). Organizational culture: Mapping the terrain. Sage Publications.
Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. Research in Organizational Behavior, 1, 209-264.