The number of people directly reporting to the next level in the hierarchy.
Span of control
The programmed routines of daily organizational life that dramatize the organization’s culture.
Planned displays of organizational culture, conducted specifically for the benefit of an audience.
A theory which states that organizations have a natural tendency to attract, select, and retain people with values and personality characteristics that are consistent with the organization’s character, resulting in a more homogeneous organization and a stronger culture.
ASA (attraction-selection-attrition) theory
The stress that results when employees perceive discrepancies between their pre-employment expectations and on-the-job reality.
A method of improving organizational socialization in which job applicants are given a balance of positive and negative information about the job and work context.
RJP: Realistic Job Preview
The values and assumptions shared within an organization
An organizational culture in which employees are receptive to change, including the ongoing alignment of the organization to its environment and continuous improvement of internal processes.
The process by which individuals learn the values, expected behaviors and social knowledge necessary to assume their roles in the organization.
highly participative arrangements composed of people from most levels of the organization who follow the action research model to produce meaningful organizational change
Is the first step of Lewin’s model; the change agent produces disequilibrium between the driving & restraining forces.