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1. What do you think of what happens in the social experiments? Why does it happen?

These experiments illustrate the powerful influence of social conformity on human behavior. As social beings, we have an inherent need to align with the group we are interacting with. In the first experiment, the subject does not understand why those around her behave in a certain way. However, despite this uncertainty, she chooses to conform, driven by the fear of exclusion. Social rejection often triggers anxiety, making individuals more likely to follow group norms even when they seem irrational.

In the second experiment, the subject knows the correct answer but experiences pressure when the rest of the group provides an incorrect response. This external pressure causes self-doubt, leading him to prioritize group harmony over his judgment. As a result, he conforms by giving the same incorrect answer to avoid standing out or feeling isolated.

2. What is distinctive about a culture related to an Organization?

These experiments highlight a crucial behavior that is also reflected in organizational settings. Organizational culture dictates how individuals behave within a company, shaping their actions and decisions. New employees, much like the subjects in the experiments, often adopt existing behaviors without fully understanding the reasoning behind them.

The key takeaway is that culture (whether strong or weak, positive or negative) tends to perpetuate itself. A constructive organizational culture fosters productivity, collaboration, and innovation, while a toxic culture can inhibit progress and morale. This self-replicating nature of organizational culture means that leadership must be intentional in cultivating a positive work environment. By doing so, both existing and new employees will contribute to the organization’s long-term effectiveness and success.

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1. What do you think of what happens in the social experiments? Why does it happen?

In social experiments, you can see how people tend to follow the behavior of the group, even when they know it does not make sense. This happens because human beings have a natural need to fit in. This gives them a satisfaction or makes them feel better, as they used to think differently and feel uncomfortable when they did not fit in.

2. What is distinctive about a culture related to an organization?

Culture is built over time, which affects the way people work together, make decisions and solve problems. Each organization has its own culture because it is influenced by several factors such as: its values, the way people interact, norms, etc.

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1. In both the Asch Conformity Experiments and the Brain Games “Waiting Room” demonstration, people conform to group behavior even if it’s obviously incorrect or irrational. This happens primarily due to social pressure and the desire to fit in. When we see everyone else acting a certain way, we may doubt our own judgment or fear social disapproval if we stand out. Consequently, even when our instincts tell us the group is wrong, the impulse to go along can be surprisingly strong.

2. Organizational culture is distinctive because it’s a shared system of values, norms, and assumptions that shapes how people behave and solve problems in a specific workplace. While social conformity can occur in any group setting, organizational culture provides formal and informal guidelines for how employees interact, make decisions, and handle challenges. These cultural cues become ingrained in daily routines like meeting protocols, communication styles, and reward systems differentiating one organization from another and significantly influencing overall performance and employee satisfaction.

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1. What do you think of what happens in the social experiments? Why does it happen?

In the experiment we could affirm that here happes a collective behaviour due to humans beings are social creatures. This means that we tend to go along with the group dynamics in order to be part of it.

2. What is distinctive about a culture related to an organization?

The culture is the conjunction of values , beliefs and behaviors inside an organization that influences the way of approach to the goals and challenges related to the system of the organization.

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I think it is very interesting to see, specially with the first subject, how a person feels so strongly pressured into following the group dynamic that they will follow it no questions asked. Now, with the second person who did ask what was going and received what I would classify as not a convincing answer, they still followed the group behavior with no real reason as to why and even after the group being gone. This exhibits completely how group pressure or culture will guide us to follow along with others to be avoid being seen as an outlier or outcast.

Group culture related to an organization is distinctive in the sense that the set of beliefs, values and behaviors that are developed within the groups of the organization evolve to become what the organization perceives to be the right way to face problems and work in general.

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1) Due to social pressure and fear of exclusion in the social experiments people follow the group norms even if they go against their moral and rational judgment. This happens because of the social norms and how people tend to follow them just because they don’t want to be seen as different and go against the patterns and feel exclusive.

2) Organisational culture is the set of values, norms, and behaviours within an organisation. What differentiates an organisational culture from another is their own norms, values, and assumptions that create throughout the time its own culture that influence on its own patterns of decision-making, employee behaviour and motivation ,and finally the company’s identity.

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1. I consider that this type of behaviors happen because of first we are social creatures by nature, and second because of the human need of social acceptation and the need to be part o the group, regardless of having the truth and thinking what is correct,  we always want to be affirmatively replied by people being approved In social contexts.

2. What is distinctive about a culture related to an organization?

The Organizational culture is considered to be different from other types of culture because it is focused on motivation, common goals and interests, and the fulfillment of objectives, which is very important to achieve the goal efficiently and effectively. An organization has its own rules, norms and regulations that, through a good organizational culture, are taken into account to lead the company to its success, have a good environment within the organization, improve its internal and external processes, etc.

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1. What do you think of what happens in the social experiments? Why does it happen?

The social experiments shown in the videos reveal the powerful influence of our desire as a society to belong. In these experiments, individuals often abandon their own perceptions or beliefs to align themselves with the group. This happens due to a combination of factors. Social influence plays a crucial role, as people want to fit in and avoid social disapproval. Conforming to the group’s behavior, even if it is wrong, reduces the risk of being excluded. Furthermore, informational social influence comes into play in ambiguous situations, where people look to others for questions about how to behave. If everyone else is doing something, people may assume they have information they lack. Finally, the desire to be liked also drives conformity, as people are social creatures who seek acceptance and avoid conflict.

2. What is distinctive about a culture related to an organization?

Organizational culture is the shared values, beliefs, and norms which characterize an organization. It is the "personality" of the organization and determines how individuals behave and interact. Shared values are characteristic elements of an organizational culture, which are the fundamental principles that guide the actions and decisions of the organization. Beliefs are assumptions that people make regarding the organization, its work, and its environment. Norms are the company's unwritten rules and codes of conduct. Practices are traditions, ceremonies, and rituals that enhance the culture. Together, these things form a unique environment that affects the experience of the organization's members.

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1. What do you think of what happens in the social experiments? Why does it happen?

I think that in this social experiments, we can see how the human is very susceptible to change their behavior/opinion/perspective in order to fit into a group and feel part of it, no matter if you think is irrational or is incorrect the other option. In this way, the human do this, to avoid reject, anxiety and feel different. This happen because we are social creatures, "we´re very much aware of what the people around uf think" we want to not been seen different, even if we dont believe what people are saying. Also this happens because the social pressure that can be indirect or direct. If we see that we are the only person that think different or act different, this is going to give us a pressure and in this way start acting like the others.

2. What is distinctive about a culture related to an organization?

The distinctive about the organisational culture is all the set of values, the norms and the behaviours. This make different the organisational culture of others, they create their own values, norms and behaviours, that are unique and define the identity of the organization. This make that this influence in the behaviour of the employers and the way they get to the goal´s company.

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1. The social experiments reflect in a very efficient way what group thinking theory is all about. In both experiments, the test subjects adopt behaviors that they normally or rationally would not participate in only because it is what other people in the group are doing. This is so strong that for the asch experiment, this person was willing to answer what he knew to not be true in order to fit in and because he doubted his ability to recognize the right line relative to what others answered.

2. In the context of an organization, group culture shapes entirely how people learn to make decisions and solve problems in their work according to what others have established as the norm based on their set of beliefs, rules and assumptions. Group pressure/ thinking/ culture has now grown its reach by affecting every other member and in total the organization.

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1. What do you think of what happens in the social experiments? Why does it happen?

In the social experiments, we can observe how people go against their beliefs not to be/feel left out from the group. This happens because humans don't want to be perceived as the "odd one out" and are inclined to act in a manner that is accepted by the groups that surround them, since they fear rejection and judgement from others.

2. What is distinctive about a culture related to an organization?

The main distinction in a culture related to an organization is that in this everyone has more or less the same values, beliefs, norms, and behaviour, which allow them to interact and work more productively, where everyone is on the same page and growing the organization's uniqueness.

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1. What do you think of what happens in the social experiments? Why does it happen?

I think that the social experiments shown in the Brain Games Conformity Experiment, the Asch Conformity Experiment and what Professor Simon said in the video on organizational culture, shows how individuals often conform to group behaviors, even when they are incorrect. In the first place after analyzing the  Brain Game video I concluded that people tend to adopt a behavior simply because others do it, and this is a demonstration of social pressure and behavioral imitation. Similarly, the Asch experiment shows how people give wrong answers just to align with the group, showing normative influence. I connect this as Professor Simon did on the video to organizational culture, where employees unconsciously follow norms without questioning their validity.

This happens because of informational and normative influences where people assume the group knows the answer and imitate it to avoid rejection. In the video Professor Simon explains that organizational culture operates similarly, where employees internalize ways of thinking and acting based on past problem-solving patterns. Once these behaviors become assumptions, they no longer require active reinforcement and guide decision-making automatically. This is goodl for maintaining stability but can also lead to resistance to change or unethical behavior. The key takeaway is that whether in social experiments or organizations, conformity shapes human behavior in ways people often do not realize.

2. What is distinctive about a culture related to an organization?

After analyzing the video I can say that Organizational culture, as explained by Professor Simon in the video, is distinct from general social culture because it  supports business goals and operational efficiency in an intentional way. Unlike societal cultures, which develop organically, organizational cultures are based on leadership influence, hiring practices, work routines, and incentive structures. Professor Simon builds on Edgar Schein’s model, explaining how organizational culture exists at three levels: artifacts which are visible elements like office layouts and work rituals, values which are stated principles guiding decisions, and assumptions that are deep-rooted beliefs that shape automatic behavior.

Another distinctive feature of organizational culture is the presence of subcultures, which exist in different departments, teams, or locations. Professor Simon emphasizes in the video that while a company may promote a unified culture, different professional groups like doctors, nurses or marketers develop their own unique ways of working, which can either support or conflict with the organization. Additionally, organizational culture determines how decisions are made, how conflicts are resolved, and what behaviors are rewarded or discouraged. As written in the lecture, culture can either enable or undermine strategy, meaning that even the best business plans will fail if they are not aligned with the company’s culture.

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1. What do you think of what happens in the social experiments? Why does it happen?

People often align their actions with those of the group they belong to, seeking a sense of belonging and identity as a member. To achieve this, it's essential that they adapt to the group's culture. In the context of an organization, this refers to the organizational culture, particularly its values and implicit norms. Since behaviors and attitudes are central to how group members interact, newcomers typically view these behaviors as aspirational and feel the need to replicate them in order to fit in and avoid social isolation.

2. What is distinctive about a culture related to an organization?

Organizational culture is shaped by the artifacts, values, implicit norms, and assumptions that exist within an organization. It varies from one organization to another because it is a response to each organization's unique experiences and environment. Ultimately, it reflects the decision-making criteria that are specific to the changing and diverse situations that each organization faces.

Artifacts, the first level, can be similar across organizations and include visible behaviors, routines, and contexts that are easily observable. The second level, values, encompasses the behaviors and attitudes that are valued within the organization, including how members act and how they strive to align their actions with organizational expectations. The third level consists of assumptions, which influence decision-making and are based on what members believe will lead to better outcomes. These elements collectively differentiate one organization from another.

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1. What do you think of what happens in the social

experiments? Why does it happen

I think the social experiments effectively demonstrate the power of group influence. People tend to conform to group behavior, even when it contradicts their own perceptions, due to the need of belonging and fear of being seen as “different”. Social pressure, whether direct or indirect, plays a crucial role in shaping behavior.

In some cases, like in the social experiments, people doubt their own judgment and give incorrect answers just to fit in. This happens because of the fact that we are social creatures; which mans that we are highly aware of others’ opinions, and often assume the group has information that we lack. In the end, people tend to conform because they want to be accepted and avoid being left out, even if it doesn’t make sense.

2. What is distinctive about a culture related to an organization?

An organization’s culture is defined by its unique set of norms, values, and beliefs, which shape how members behave and make decisions. It influences motivation, teamwork, and goal achievement, setting it apart from other cultures.

This culture acts in a way as the organization’s “personality”, since it guides employee interactions, decision-making, and work environment. It develops overtime through shared experiences, rules, traditions and social expectations. Finally, group influence and pressure reinforce behaviors, which ensure consistency across the organization.

An organization’s culture shapes its identity and success.

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What do you think of what happens in the social experiments? Why does it happen?

In the two videos, it was clearly showed how social pressure affects people´s behavior even if they reject these actions at a first instance, it was explained that our decisions within a group are driven by the fact that we are social creatures, and we can sometimes accept the rest of the people´s behaviors even when they aren’t aligned with our beliefs, just for us to feel more comfortable, as if we belonged to the group.

What is distinctive about a culture related to an organization?

There must be a great understanding of the importance of the culture within an organization, as Simon mentioned on the lecture, the strategy of an organization cannot be carried out if the values and behaviors of the people who conform the group do not go along with this strategy, in order to exploit the biggest potential of it, they must both share common key points, and this starts by understanding how deep organizational culture actually is, how it is unconsciously crafted and how it develops.

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1. What happens in both social experiments, the "Waiting room" and the Asch Conformity, is that people adapt to the group behavior in which they are surrounded, changing its actions and behaviors even if the collective actions are not relevant or irrational. This can be explained by the concept of social pressure, that refers to the natural feeling of humans to follow the crowd or group in which they are stablished so that they can fit in and be "normal". Nonetheless, when we think a behavior is wrong or you are against it, you may feel that there is a level of social disapproval, since the majority will be on the crowd side, giving as a consequence to reconsider your judgment or even alternating you perception of things only by the fact that you are against a group.

2. Organizational culture differs since it is built by different pillars such as values, norms, assumptions, work structures, people behaviors, etc. This means that culture is built over time, where it faces changes either to analyze problems or to solve them. Each group nor organization has its own way to manage problems or situations, meaning they have their own organizational culture. This culture can't be replicated exactly by other groups due to the fact that each group has its own way to manage challenges, understand their problems and know how they solve them, demonstrating the informal and formal directions they as a group have so that each integrant adapts to its behaviors and makes part of the majority.

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What do you think of what happens in the social experiments? Why does it happen?

Both social experiments highlight the profound impact of psychological and social factors on human behavior. The Elevator Experiment showcases conformity, where individuals align their actions with the group to avoid social rejection, even when aware that it seems irrational. Meanwhile, the Milgram Experiment delves into obedience to authority, revealing how ordinary people can inflict harm under directive pressure. Key aspects include the diffusion of responsibility, the gradual increase in harmful actions, and the perceived legitimacy of authority. Together, these studies underscore how social pressure and authority can shape decision-making, often creating a conflict between personal beliefs and group dynamics.

What is distinctive about a culture related to an Organization

An organization's culture is unique as it determines how individuals collaborate, communicate, and make choices within the company. It is influenced by core values, leadership approaches, workplace atmosphere, and everyday actions. Some organizations focus on innovation and adaptability, while others stress hierarchy and consistency. Culture affects aspects like communication styles and willingness to take risks, and it evolves over time due to internal developments and external challenges. A robust culture fosters identity, cohesion, and a competitive advantage.

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1. What do you think of what happens in the social experiments? Why does it happen?

Humans are social creatures so, in order not to be left by a group, they will conform to activities or opinions which they may not agree completely to.

2. What is distinctive about a culture related to an organization?

An organization's culture is built from the formation of the company, where people conform to ways of working with each other. As more and more people come into the company, they also conform to such culture. This culture may also help as a guide for new employees and help them settle in.

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What do you think of what happens in the social experiments? Why does it happen?

Both social experiments presented in the videos illustrate the power of social influence in our behavior.  In both, people adapt behaviors, such as standing up, just because they observe the other doing so. I strongly believe that this happens because we feel the need to belong to a group. Furthermore, Individuals follow other individuals without questioning and assuming there’s a valid reason for doing those actions. On the other hand, individuals also act according to the group in order to gain acceptance and avoid discomfort. Lastly, I think that individuals also act like this because there is a fear of being wrong. For example, during the second experiment, at first the man responded well. But over time he began to doubt his answers because he was the only one in the group with a different opinion. Therefore, he began to think he was wrong and decided to follow the group.

What is distinctive about a culture related to an organization?

Organizational culture represents the values, beliefs, norms, practices and assumptions that are developed based on past experiences and shared views within an organization. This culture is distinctive because it is linked to organizations goals and identity. Furthermore, it not only influences “how things are done” but also shows how employees and customers perceive the organization. So, organizational culture could deeply affect the organization image. Unlike, culture in social groups, organizational culture could work as an strategic asset depending on its effectiveness. .

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1)What do you think of what happens in the social experiments? Why does it happen?

- I find what happens in the social experiment very interesting because it is impressive how, as social beings, we always want to belong to a group. Often, this desire to belong leads us to do things that do not necessarily align with our identity. This happens because being part of a group and not being seen as “different” makes individuals feel comfortable, as everyone wants to be liked and be part of something.

2) What is distinctive about a culture related to an organization?

-Organizational culture is the way things are done within a group. It is characterized by values, beliefs, implicit norms, and the behavior of people within the organization. This largely influences how the organization operates and solves its problems. It especially depends on the organization’s interests, how it identifies itself, and how people perceive it.

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1. In social experiments, it is noticeable that people tend to follow what the group does, even if they know it is illogical. This happens because, as human beings, we have a natural need to fit in. Feeling that we are part of something gives us peace of mind and makes us feel better, as going against the flow can be uncomfortable.

2. Organizational culture is the set of values, beliefs and ways of acting that people share within a company. This culture shapes the way all processes are approached, defining how decisions are made, problems are solved and how people interact within the organization's system.

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1. What do you think of what happens in the social experiments? Why does it happen?

I think that what happens in the experiments is completely normal and this happens precisely because the human brain is designed to follow the group. People who started to follow the behaviors of others were actually acting rationally and logically.

2. What is distinctive about a culture related to an organization?

These videos show us that the culture in the organization is created by the people who are in it and that in one way or another, someone new who becomes part of the organization will end up adapting to the culture simply because the other members follow and apply it.

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1. What do you think of what happens in the social

experiments? Why does it happen?

In the first social experiment is presented the concept of social conformity or peer pressure, that refers to the how people follow social patterns when surrounded by them. In other words, is how the brain of each individual works by doing something just because everyone else is doing it. All this, results in he behavior of every member of a group behaving synchronized under a social norm. In the video is explained that this process is called social learning and is happening regularly in the daily basis of each person; following social patterns reduces inconformity and the possibility of being excluded.

The Asch experiment shows a similar scenario, where one person performs according to what the group does, even though this performance is not aligned with his personal beliefs. This is explained by the fact that we are social creatures, therefore we consider significantly what other people think or say to decide our behavior, since we do not want to feel left aside.

2. What is distinctive about a culture related to an

organization?

Organizational culture refers to the group of particular beliefs, values and actions within an organization; in other words is how thing are done within this specific group of people. What is distinctive about it is the fact that each organization has its own norms, that resulted from their singular internal relations and behavior. Additionally, this organizational culture is developed and created in order to satisfy tasks and requirements within the group, which are different in each organization, as well as the way in which conflicts are assessed and how decisions are made.

All this is important because, as Professor Simon mentions, it allows the organization to make quicker decisions, micro-manage less, make socialization happens more quickly and tend to have people with a higher morale. Finally, it is mentioned that culture is absolutely necessary to successfully implement a strategy in an organization. Overall, what makes culture distinctive within an organization is the fact that each culture is formed with specific and unique characteristics, that do not repeat as much in different organizations.

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1. Social experiments reveal how people blindly follow group behavior due to social pressure. This happens because of the fear of rejection and wanting to be a part of something bigger. That is why it is often assumed that the group has better knowledge, following social norms automatically. In organizations, this conformity influences workplace behavior, reinforcing cultural expectations and shared practices.

2. The culture within an organization is a set of unspoken rules developed over time to solve problems and guide decision-making processes and behaviors. It can be seen as an iceberg, where visible elements reflect deeper, often unspoken values. Both actual practices and aspirational goals shape the culture, but deep-seated assumptions sometimes misaligned with stated values drive behavior and decision-making.

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1. These experiments show how can human behavior shape around an organization, or social culture. The primary need of humanity of fitting in in a social structure, gives them security around uncertain enviroments that could represent risk and fear for the human. In this experiment, even when what the rest is doing lacks common sense, she fears being apart of what the rest is doing, so to mitigate the risk of uncertainty, she follows what the group is doing.

2. The distinctive about an organizational culture is the set of values that shape a behaviour. This is speacially important in the aspect of reaching goals in an organization, this according to the video, the organizational culture supports the common goals, achieving operational efficency, and therefore, its success. Keeping a constant identity along the whole organization, shaped by the same set of values can strategically align the expectatives of work, which can directly influence motivation.

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1. In both social experiments, the "Waiting Room" and the Asch Conformity experiment, individuals tend to adjust their behavior to align with the group they are surrounded by, even when the collective actions seem irrational or irrelevant. This phenomenon occurs due to social pressure, which is the inherent human tendency to conform to a group in order to fit in and be perceived as "normal."

Moreover, when someone disagrees with the group’s behavior, they may experience a sense of social disapproval, as the majority usually supports the collective action. This can lead individuals to question their own judgment or even alter their perception of reality simply because they find themselves opposing the group.

2. What makes a culture distinctive within an organization is that it develops over time based on key elements such as values, norms, work structures, and behaviors. Each organization shapes its own culture through the way it approaches challenges, analyzes problems, and implements solutions.

Since every organization has a unique way of managing situations, its culture cannot be exactly replicated by others. This uniqueness comes from both formal guidelines and informal practices that guide how members interact and adapt. As a result, individuals within the organization align with these behaviors, contributing to a shared identity that defines the group’s overall culture.

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First of all the social experiments show that people follow group behavior due to social pressure, fearing rejection and wanting to fit in. They assume the group knows best and follow social norms automatically. In workplaces, this reinforces cultural expectations and shared practices.

On the other hand, the organizational culture is like an iceberg because it means that what’s visible reflects deeper, unspoken rules that shape decisions and behaviors. While both actual practices and goals define culture, hidden assumptions often influence actions more than stated values.

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1. What do you think of what happens in the social

experiments? Why does it happen?

Rta: The social experiments shown in the videos talk about how people under group pressure tend to adapt and shape their individual behaviors and thoughts towards the collective, even when these go against their beliefs. All of this happens because of the need for social acceptance and the fear of being seen as "different people." Many times people tend to doubt themselves and give opinions or answers to fit in.

2. What is distinctive about a culture related to an organization?

Rta: An organization's culture is defined by the combination of different values, beliefs and shared norms that determine behavior and decision-making within the organization. An organization's culture determines its identity and success by influencing motivation, goal achievement and teamwork. This culture manifests itself over time through experiences, rules, traditions and expectations, differentiating the organization from others.

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1. What do you think of what happens in the social experiments? Why does it happen?

In the videos about social experiments, it is shown how people tend to conform to the behaviour of the group, even without knowing the reason behind their actions. This happens because of social pressure, the desire to fit in and the assumption that if everyone acts a certain way, there must be a valid reason. Also, the fear of rejection and the tendency to follow established norms lead people to adopt behaviours without questioning them or asking why they act that way. The experiments show how the conformist tendency influences everyday life, influencing everything from small decisions to more complex behaviours within society.

2. What is distinctive about a culture related to an organization?

Organizational culture is a set of values, norms, beliefs, and behaviors shared by a group of people that guide or influence how people in this group interact, work, and generally behave. In general, this culture is seen in the company's mission, communication, leadership, and daily practices. This culture also influences decision making, employee motivation, and the way the organization adapts to change. Each organization develops a unique identity based on its history, industry, and people. This is reflected in daily routines, meetings, communication, and rewards, which makes it different from others and defines its success and internal functioning.

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Code: 202321487

1. What do you think of what happens in the social experiments? Why does it happen?

In the social experiments we can see how people, independently of their intuition will allways conform against the social norm. From the first video, I could see how even with hesistation, and no understanidng of why they were standing up, they still did because it was what was expected of them in the environment. In the second video the same happens, even though the answer given by the group was wrong, to still feel part of it, the individuals still copied the group behaviour. As stated, this happens because we are social beings, so we tend to follow the 'norm' even if we dont understand or agree with it. Follwoing the social norm makes us feel accepted and part of a whole.

1. What is distinctive about a culture related to an Organization?

What is distinctive about a culture is that a culture fosters a set of values that when exposed to an organization start to blend in and transform into the social 'norm'. This leads to the creation of unrwitten social rules and practices that together entail an organizational culture. This means that whenever a good organizational culture is promoted within a group of workers, new employees will the learn to adapt to this social behaviours, therefore developing the strong values that are shared amongst the organization.

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202410089

1)

In the first video, the experiment “the Ash Experiment” showed how individuals tend to accept the opinion of the majority regardless of whether it is correct or not, this demonstrates the human tendency to avoid conflict and above all seek social acceptance.

In the second video, “Brain Games Conformity Waiting Rooms”, it shows how people tend to adopt other people's behaviors to seek acceptance from a group, this happens because of the desire to belong and be accepted.

These experiments highlight how our decisions and behaviors are influenced by social pressure and the desire for acceptance.

2)

The organizational culture is the set of shared values, beliefs and behaviors that characterize an organization. This influences how employees interact with each other and with the organization. When the organizational culture is strong there is cohesion, motivation and common goals are easily achieved. It is essential that organizations promote a culture that respects diversity and encourages innovation.

The experiments demonstrate the influence of social pressure on individual behavior and how organizational cultures must be managed comprehensively.

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1. What do you think of what happens in the social

experiments?

Why does it happen?Personally, I feel that the attitudes presented in the video, where people acquire unnecessary behaviors and with which they do not feel identified simply by following the group, is a reflection of the society in which we live. I see this reflected in my reality at the moment when some people change their behaviors to fit into a group, since no one wants to be alone, because in a group the feeling of insecurity or rejection is much lower. An everyday example of this is when an authority figure or a person who has the respect of others says something and the other people for fear of not fitting in, or being judged follow this idea, this being a negative behavior since it is more likely that they tend to commit acts that are not aligned with people's values.

2. What is distinctive about a culture related to an

organization?

The cultures of organizations are unique and unrepeatable, although sometimes they try to imitate each other, from my point of view it will always be better to look for a unique and personal one . This can be explained, since the culture of an organization comes from a combination of factors, including the purpose, the people who are part of it, the vision and goals in the short, medium and long term, the identity, the structural processes and the development of the activities. This is why people should analyze their motivations and purposes in life, in order to look for an organization that resembles these values in order to do the job in the best way.

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Diego Alejandro Pinto Martín - 202312324

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Diego Alejandro Pinto Martín - 202312324

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1. What do you think of what happens in the social experiments? Why does it happen?

It is very interesting what we can see in the experiments, organizational behavior or group behaviour, makes us fear rejection or exclusion, when it comes to this case we can see the individual adopt a behaviour they rationally wouldnt do, just to adapt and be part of the group, this can be translated to the organizational culture in an organization and the values created in it.

2. What is distinctive about a culture related to an organization?

In an organization, the culture is created because of the values, behaviours and rules in the business/organization, the diference to other kinds of culture is that it is set around of the emotions, and goals and the ways we can achieve them faster and more efficiently, seeing not only the present, but also a consistent future for the success.

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1. What do you think of what happens in the social experiments? Why does it happen?

These experiments show how the human being can be influenced by other participants in an organization. It is demonstrated that human beings tend to follow what others do; this is called "social learning," and this is the way that our brain starts to learn by looking at others behaviors.

In the first experiment, we can see how a girl who was in a space with other people started to react to a signal, standing up when they heard the sound, so she began to feel uncomfortable because she did not know why they did that. This situation makes her start to react to the sound and act like the rest of the people.

In the second experiment, we can see how a participant of the experiment was firstly sure of what he thought despite others answering, but as time went by, he started to convince himself that what the other was saying was true instead of what he thought about.

2. What is distinctive about a culture related to an organization?

Every organization has its own organizational culture, which changes over time, establishing the way that the people from this organization react to different stimuli. The formation of culture is a process that depends on various factors, such as experiences, environmental influences, and social cohesion. So in an organization, culture also depends on leadership, mission, and strategies; doing that, the culture also reflects what the organization wants to transmit.

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Asch conformity experiment: This experiment demonstrates how people are easily influenced by te opinion of others, without discernment. The participants frequently modified their responses to acomodate to the groups responses, showing a fear of being left out by the group and a desire to unknowingly fit in.

Brain Games: Conformity Waiting Room: In this experiment a person enters a room where a group stands up when a tone sounds and the initial person starts to mimic the behavior of the others. We can asume that this shows how being in a certain environtment conditions us to behave in a certain way in order to fit in.

And as in the first experiment, it similarly shows us how peoples brain is conditioned to fit in. As well, it exemplifies how group pressure and the desire to fit in, makes us mimic the environment. Nevertheless, this behavior is harmful if the groups behavior is incorrect, due to the lack of discernment.

Organizational culture is distinctive because it creates and shapes the identity of and organization and its members. As well as inciding on the decision taking, the communication between peers and the way they manage adversities. When a strong organizational culture is present it helps build a sense of belonging and motivates the employees, meanwhile when this culture is weak it can make the employees have high insatinsfaction and a quick rotation between these. For this reason, organizational culture has to have clear shared set of values, beliefs and practices.

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1. From both videos I can say the people that didn’t knew what was happening were trying to fit in a group, how ? by adopting actitudes from the paid actors. From what I leaned and I saw in the videos this happens because the human being is programmed to fit and be part of a community and the easiest way of being part of something is acting as such.

2. The organizational culture is what the result when you join all the values, objectives, believes of the organization. But this its also shaped and maybe influenced by the leadership. When this cultire in the organization is created and consolidated it helps to build something important for the employees that is the sense of belonging, and in a way or another, this organizational culture have the same effect that the experiment... people starts to behave in an specific way to belong more to the organization

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1. What do you think of what happens in the social experiments? Why does it happen?

The social experiments in the videos demonstrate how group influence and conformity shape individual behavior in different situations.

In the first video, "Brain Games: Conformity Waiting Room", an individual enters a waiting room where actors stand up at the sound of a beep. Despite not knowing the reason behind the others’ actions, the newcomer mimics this behavior. This demonstrates how social pressure can lead people to conform to group actions, even without explicit instructions or understanding the reasoning behind them.

The second video showcases the "Asch Conformity Experiment", where participants are asked to match different line lengths. When actors in the group deliberately choose incorrect answers, the actual participant often conforms to the group's evident mistake. This highlights how a group’s majority opinion can strongly influence personal judgment, even when the correct answer is obvious.

These experiments prove that individuals may conform to group behaviors to fit in, avoid confrontation, or even because they assume the group is better informed than themselves. This tendency is deeply rooted in our social nature and the desire for acceptance and belonging within a group.

2. What is distinctive about a culture related to an organization?

Organizational culture encompasses a set of shared values, beliefs, and behaviors that define how members of an organization interact and work together to achieve common goals. It serves as a social glue that binds the organization together, shaping its identity and influencing decision-making.

Some key characteristics include:

Shared Values: Fundamental beliefs that guide decision-making and behavior within the organization.

Clear Purpose and Direction: A well-defined mission that aligns efforts and objectives.

Communication: Open and transparent dialogue that fosters trust and collaboration.

Adaptability: The ability to embrace change and innovate in response to external factors.

Employee Involvement: Encouraging participation while valuing and respecting contributions from all members.

In my opinion, these elements set a company’s culture apart and play a crucial role in its efficiency and longevity. A strong and positive culture enhances employee engagement, encourages ethical decision-making, and contributes to overall success.

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1.What do you think of what happens in the social

experiments? Why does it happen?

I think that the results of these experiments are totally normal, mostly because they reveal how people are influenced by authority and social pressure, this happens because humans seek approval, fear rejection, or want to avoid conflict. It shows how social dynamics can greatly shape individual behavior.

2.What is distinctive about a culture related to an

organization?

I think that organizations culture is distinctive because it shapes the shared values, behaviors, and also the norms that guide how people work, communicate, and also make decisions, of course influencing the overall work environment.

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As for the first question, I consider people do not want to just simply follow what others do, but they are rather scared to look like fools. It’s not about “we want to be alike” sometimes. A lot of the time it’s “I don’t want to look like an idiot because they must be seeing something that I am not seeing”. For example, in the lines experiment, I really empathized with the subject of the experiment because I have experienced that situation, as a matter of fact I think a lot of people have experienced it, a situation where you think you've got the right answer but are discouraged because all of the other people select another one. It makes you loose confidence and doubt yourself, therefore you choose to select the answer all of the other people are selecting to not be the odd one out. The second video has a different approach of how social pressure works, but it ultimately leads to the same conclusion: we don't want to look like fools, so we better do what everyone is doing. As for the second question, the culture of an organization relies on what it's objectives and ultimate goals are. It is based on the principles and values of the founders and what they want to portray. These values, norms, behaviours, and traditions are adopted by the employees and create a unique image that is shown to other companies, to consumers, and to potential employees. It is important that there is an organization culture so they can differentiate from the competition, or in general, from other companies. From there, they can also create a nice atmosphere and motivate employees.

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1. What do you think of what happens in the social experiments? Why does it happen?

The social experiments clearly demonstrate what social pressure and fear of belonging can produce in an individual's subconscious. I believe that as shown in both videos, the fear of being excluded and not being aligned with the thinking, ideologies, behaviors and tendencies of a group can lead the individual to be overwhelmed and to adjust these aspects in order to feel part of the group that is “tormenting” him so that he aligns with it (which might be related with our primal surviving instincts that dictate that being with a group implicates a higher survival chance than being alone) This could perhaps be a contradiction to what we often call freedom of thought and free development of the personality, since as both experiments teach, context and society act as an agent of transformation, which dictates what is seen as good or bad, appropriate or inappropriate, pleasant or unpleasant, all this has an impact on the individual, who is forced to align with a group in order to feel good about himself or at least stop feeling uncomfortable or excluded. All this makes me wonder, to what extent do we develop aspects of our lives in an unbiased way? And to what extent are we allowed to create our own criteria without the influence of a group?

2. What is distinctive about a culture related to an organization?

On the organizational culture side, we can find some differences such as:

1. Presence of a goal to be met: this encourages individuals, through their effort, ideas, knowledge and collaboration with peers, to solve problems that help achieve a final objective.

2. Collaboration with peers: Through it, different individuals with ideas, knowledge, skills and talents align under a purpose and under an organizational identity that encourages them to collaborate with each other, exchanging information and all the previously mentioned elements in order to solve problems.

3. Principles and values: The individual tends to align himself with the principles and values ​​of the organization because he feels identified with them and not because these are imposed on him, which generates in him the satisfaction and motivation to pursue the objectives to be met.

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1. What do you think of what happens in the social experiments?

This experiments demonstrate that people follow a pattern to fit into a society and not be excluded from it, however they leave their values or acquired knowledge aside just to follow some established rules or a common behavior without any questioning about whether what they are doing is right or wrong. That can reflect our culture as a society along with those behaviors that tend us to replicate others, but it also can be seen as how individuals can modify their thoughts and beliefs by an alteration in the environment.

2. Why does it happen?

This happens because our mind follows the pattern it is shown in order to follow others which is called social conformity or peer pressure, and not be excluded or make a difference, it's just easier to go with the flow, when you just entered a new environment and group. Although it is not all bad there are certain aspects that are lost when people follow this type of generalized behavior and alienate with other culture, such as individual knowledge or values acquired over time.

3. What is distinctive about a culture related to an organization?

The culture of an organization is distinguished by the way employees make decisions, the way they approach their work, as well as the values, beliefs and behaviors that represent it. It lies in its shared, fundamental assumptions that are taken for granted. and includes structural stability, depth, breadth, and integration or patterning. This can be evidenced for example in a leader and their decision making, the way they communicate with their workers and how they encourage them to follow the values that make up the company to create a strong organizational culture, this is vital to continue with the mission of the company and meet all the objectives of the same.