Studying Organizational Cultures through Rites and Ceremonials

Trice, Harrison M.; Beyer, Janice M.

doi:10.2307/258488

Cited by 308 publications

(286 citation statements)

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“…In general, culture is a property of an organization constituted by (1) its members' taken-forgranted beliefs regarding the nature of reality, called assumptions; (2) a set of normative, moral, and functional guidelines or criteria for making decisions, called values; and (3) the practices or ways of working together that follow from the aforementioned assumptions and values, called artifacts (e.g., Geertz, 1973;Hatch, 1993;Pettigrew, 1979;Schein, 1985Schein, , 1990Trice & Beyer, 1984). Organizational culture reflects a sort of negotiated order (Fine, 1984) that arises and evolves as members work together, expressing preferences, exhibiting more-or-less effective problem-solving styles (Swidler, 1986), and managing, at least satisfactorily, external demands and internal needs for coordination and integration (Schein, 1990).…”

Section: Stakeholder Culturesmentioning

confidence: 99%

Ethical Theory and Stakeholder-Related Decisions: The Role of Stakeholder Culture

Jones

Felps

Bigley

2007

AMR

494

551

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We use convergent elements of major ethical theories to create a typology of corporate stakeholder cultures-the aspects of organizational culture consisting of the beliefs, values, and practices that have evolved for solving problems and otherwise managing stakeholder relationships. We describe five stakeholder cultures-agency, corporate egoist, instrumentalist, moralist, and altruist-and explain how these cultures lie on a continuum, ranging from individually self-interested (agency culture) to fully other-regarding (altruist culture). We demonstrate the utility of our framework by showing how it can refine stakeholder salience theory.

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Section: Stakeholder Culturesmentioning

confidence: 99%

Ethical Theory and Stakeholder-Related Decisions: The Role of Stakeholder Culture

Jones

Felps

Bigley

2007

AMR

494

551

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“…Watson (1985) Spirituality is a kind of inner energy, which results in individuals' self-transcendence. Trice (1990) Spirituality is the perception of self-transcendence and life meaning.…”

Section: Workplace Spirituality Individual Work Efficacy and Organizmentioning

confidence: 99%

Workplace Spirituality Scale Design─ the view of Oriental Culture

Sheng

Chen

2012

BMR

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In recent years, spirituality in workplace is gradually valued, as many leaders regard spirituality as a meaningful solution. Thus, scholars try to construct a holistic framework to allow leaders to recognize complicated spiritual developments in the workplace. After years of study, people have come to realize there is an in-depth spiritual consciousness and internal existence of spirituality. This study takes the view of the Oriental culture and designs measurement tools for workplace spirituality, through a cause-and-effect relation model, that concerns factors of workplace spirituality as the criterion for future researches.

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“…Generally speaking, Schein believes the causal arrows move from underlying assumptions toward espoused values and artifacts. He gives less credence to symbols and artifacts creating meaning through their interpretation (Denison, 2001;Hatch, 1993;Trice & Beyer, 1984). …”

Section: Schein's Three Levels Of Culturementioning

confidence: 99%

Cultural Perspectives of Academia: Toward a Model of Cultural Complexity

Smerek

2010

Higher Education: Handbook of Theory and Research

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Studying Organizational Cultures through Rites and Ceremonials

Cited by 308 publications

References 0 publications

Ethical Theory and Stakeholder-Related Decisions: The Role of Stakeholder Culture

Ethical Theory and Stakeholder-Related Decisions: The Role of Stakeholder Culture

Workplace Spirituality Scale Design─ the view of Oriental Culture

Cultural Perspectives of Academia: Toward a Model of Cultural Complexity

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