1813 words - 7 pagesThree general types of organizationalculture—constructive, passive-defensive, aggressive-defensive:
The organizational cultural inventory measures 12 sets of normative beliefs or shared behavioral expectations associated with three general types of cultures, Constructive, Passive-Defensive, and Aggressive-Defensive.
Constructive cultures—in which members are encouraged to interact with others and approach tasks in ways that will help them meet their higher-order satisfaction needs, are characterized by Achievement, Self-actualizing, Humanistic-Encouraging, and Affiliative norms. Constructive styles strongly associated with satisfaction and low stress (Cooke & Szumal, 1993VIEW DOCUMENT
994 words - 4 pagesSocietal "culture" is widely accepted to be a controlling factor in the way that people think, act, and process information. OrganizationalCulture (OC) is just as influential on members of the organization and on the success of the organization. While various references emphasize different aspects of O.C. the basic definition that Kreitner and Kinicki (2007) write as "the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments" is widely accepted.One way of understanding O.C. isVIEW DOCUMENT
798 words - 3 pagesThe definition of an Organization can be defined as "A structure through which individuals cooperate systematically to conduct business". It includes routine behaviors, norms, or a type of climate that is conveyed. The purpose and function of culture in the workplace is to help create and maintain integration, bring employees from all levels of the organization closer together, and to enhance performance and productivity.Understanding CultureBasically, organizationalculture is the personality of the organization. Culture is made up of the assumptions, values and norms of organization members and their behaviors. Members of an organization soon realize the particularVIEW DOCUMENT
2237 words - 9 pagesAll organisations have culture. The organisational culture is a system of shared meaning and beliefs within an organisation that determines, in a large degree, how employee's act(Robbins, SP. 2003,70). The function of the organizationalculture is to manage and control how employee should behave. The definition of culture infers, the first is perception. The individual hear what is the culture in their organisation and recognize the culture on the foundation of what they had been heard or seen from the organisation. Second is that even all the individual are from different background and workVIEW DOCUMENT
2375 words - 10 pagesIntroduction
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizationalculture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizationalculture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizationalculture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizationalculture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing onVIEW DOCUMENT
1684 words - 7 pagesOrganizationalCulture refers to the values, beliefs and customs of an organization. The concept of organizationalculture has gained wide acceptance as a way to understand human systems. Having a strong culture allows an organization to operate with their sight on the future that should be supported by well developed and well communicated beliefs and values. In every organizationalculture there are easily recognizable aspects such as diversity, communication practices, observable organizational policies, conflict management, ethical standards, behaviors, strategies, objectives, instructionsVIEW DOCUMENT
1503 words - 6 pagesOrganizationalCulture and Structure
The structure of an organization determines the allocation of roles, regulations, and responsibilities, and therefore builds a basis for the culture in an organization. There is a constant relationship between organizational structure and organizationalculture that provides a theme within an organization. Both can be difficult to clearly define and distinguish when analyzing an organization. Organization culture is a perspective into the company’s personality; it provides descriptive values, principals, traditions, and a way of doing things that effect how members view the organization (Robbins, DeCenzo, & CoulterVIEW DOCUMENT
956 words - 4 pages
�PAGE � �PAGE �2� OrganizationalCultureOrganizationalCultureUniversity of Phoenix StudentSarah BurneyMGT 331Organizational BehaviorKristen SchretzenmayerFebruary 17, 2003OrganizationalCultureOrganizationalculture is a pattern of shared basic assumptions that organizations learned as it solved its problem of external adaptation and internal integration, that has worked well enough to be considered valid andVIEW DOCUMENT
872 words - 3 pagesOrganizationalCulture Page 1Internet Article: OrganizationalCultureMGT 33124 November 2003Organizational Cultural Page 2AbstractOrganizationalculture can be a powerful force that clarifies what's important and coordinates members' efforts without the costs and inefficiencies of close supervision. Culture also identifies an organization's distinctive competence to external constituencies. The articles "Leading by Leveraging" and "Architecting People" explored some of the problems associated with understanding the reality of anVIEW DOCUMENT
1093 words - 4 pages achieve. To influence any kind of change of culture in an organization, it is the leader who is in the best position to do so. "Influencing culture requires obtaining the trust and enhancing the motivation and capabilities of those who follow. The leader has the potential to create the setting that becomes a powerful source of identification and commitment for employees" (Society for Industrial and Organizational Psychology Inc., 2006)"Organizationalculture is the characteristics and behaviors of an organization that are rarely stated but are widely understoodVIEW DOCUMENT
1337 words - 5 pagesRevolutionary research in organizationalculture began in the early 1930s but, as a concept, it was popularized in the early 1980’s. Organizationalculture is the reflection of the structure of organizations, which is embedded in the values, beliefs, and assumptions held by organizational members. Shared values are important for organizational functioning because they maintain the organization as a bounded unit and provide it with a distinct identity. Organizationalculture varies from one organization to another. It has a very significant role in creating a sense of commitment, involvement and identity towards the organization and also it has varied influence on the behavior of membersVIEW DOCUMENT
2274 words - 9 pagesOrganizationalCulture � PAGE �10�
Reading an Organization's Culture: General Electric (GE)IntroductionEvery business has its own set of values and beliefs that make up an organizationalculture that is unique to each specific business. "OrganizationalCulture is a complex set of basic underlying assumptions and deeply held beliefs shared by all members of the group that operate at a preconsciousVIEW DOCUMENT
3463 words - 14 pagesOrganizational behavior is the study of individuals and groups in organizations. The study of organizational behavior is devoted to understanding individual and group behavior, interpersonal processes and organizational dynamics with the goal of improving the performance of organizations and the people in them (Schermerhorn, Hunt, Osborn, 2007, pp. 5). Organizationalculture is the internal environment of an organization, the shared beliefs and values that influence organizational behavior (pp. 11).There are many aspects of organizationalculture that determine the overall tone ofVIEW DOCUMENT
632 words - 3 pagesThe shared characteristics and, in some cases, perception of employees create what is known as organizationalculture. A strong culture constructs a unified employee atmosphere, whereas a weak culture lacks a shared sense of distinction between employees. An employee’s heritage or individual culture, although different than, affects the overall organizationalculture of companies. Like society, sub-cultures exist within organizations. Formed by departmental function, geographical location, and/or the personalities of employees, sub-cultures include employees who continue to adhere to the organizations’ overall culture, but have additional independent characteristics. EmployeesVIEW DOCUMENT
2578 words - 10 pagesFinal Paper: AMC Asia 8Class: COMB353-001 Student ID: S-B0-1996-1 Name: Lao Chi Kio (Jojo)Final PaperIn this paper, I am going to analyze the organizationalculture of The Audience Motivation Company Asia (AMC Asia) through its public communication. Bernard Oh, who is also the CEO of the company, founded AMC Asia in 1995. It is an experiential marketing and strategic events agency, of which provides high-quality event management services. The headquarter of the company is located in Singapore, along with six more offices located in Kuala Lumpur, Bangkok, Shanghai, Beijing, Hong Kong, and Seoul. Its services consist of designing and producing events, campaignsVIEW DOCUMENT
716 words - 3 pagesOrganizational Structure and Culture
In this week’s assignment we will be looking at organizational structure and organizationalculture. We will first look at how organizationalculture impacts organizational structure and vice versa. Then look at how organizational structure interacts and impacts the organization’s decision process.
Organizational Cultures Impact on Organizational Structure
The first part of this week’s assignment was to look at how organizational structure impacts organizationalculture and vice versa. But before we look at that let us review what organizational structure and culture are. Organizationalculture as defined from the text is the sharedVIEW DOCUMENT
569 words - 2 pagesIntroduction.Organizationalculture refers to the underlying beliefs, values, and assumptions held by members of an organization, and the practices and behaviors that exemplify and reinforcethem. Some aspects of organizationalculture, such as individual behavior and group norms, are very visible. "Working hard," "dressing conservatively," or "acting friendly to customers" are aspects of cultures that are easy to observe. Other aspects of culture are harder to observe, since they represent the invisible assumptions, values, and core beliefs.Examples of this less visible level of culture might be a belief in the importance of "doing things right the first timeVIEW DOCUMENT
928 words - 4 pagesOrganizationalCulture and Structure
Successful organizations recognize the impacts of organizationalculture and its influence on many facets of business. Strong culture serves to support a business’ structure and furthers its efficiencies by keeping the focus where it belongs. Organizational structure uses the company’s culture as a moral and visionary compass. Both organizationalculture and organizational structure play significant roles in a company’s resulting ethics, job performances, and retention rates.
Organizationalculture is the basis for which ethical behaviors are established. The recognized levels to which ethical behaviors are or are not acceptable comeVIEW DOCUMENT
3379 words - 14 pagesIn this assignment we introduce the idea that the organizationalculture is the personality of an organization which can be defined, measured, sustained and changed and have an important impact on an organization's effectiveness.We want to define organizationalculture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizationalculture.We know that every individual has something that psychologists have termed "personality". An individual's personality is made up of a set of relatively permanent and stable traits. When we describe someone as innovative, relaxed, warm orVIEW DOCUMENT
1044 words - 4 pagesCulture and Structure
Organizational structure and culture are important elements in a company. Why are these important and how do they affect each other within an organization? The culture is created when the company founders establish a vision or mission (Robbins, Decenzo, & Coulter, 2013). This is their dream and the future of what they have created. The values are traits that are learned from the first employees hired, which then creates the culture or the personality of the business.
The definition of organizationalculture is ‘The shared values, principles, traditions, and ways of doing things that influence the way organizational members act’ (Robbins, DecenzoVIEW DOCUMENT
1406 words - 6 pagesIntroduction
Organizationalculture is becoming increasingly understood as an important element in the establishment of high performance workspaces (Carroll, 2010). The organization’s prevailing behaviors, artifacts, beliefs, attitudes, as well as values all make up its culture and help in creation of a sense of commitment, continuity, and order. Culture applies to the organization as a whole as well as numerous subcultures within the departments. Development of a diagnostic instrument with demonstrated reliability and validity has been done to classify organizations into different cultural types. The four types of organizationalculture developed are collaborate (clan), control (hierarchyVIEW DOCUMENT
2094 words - 8 pages in which individuals of an organisation perform tasks, treat customers, treat fellow employees, find solutions to problems and resolve conflict -thus it looks on the level of individual behaviour. Whereby process defines culture as a set of mechanisms that determines how individuals and groups in an organisation interact with one another as well as how they interact with the external public outside of the organisation. Scholl (2003) again states that “both of these approaches are relevant to understanding culture. It is important to know on what types of behaviour culture has greatest impact (outcomes) and how culture works to control the behaviour of organizational members.”
To create aVIEW DOCUMENT
1468 words - 6 pagesORGANIZATIONALCULTURE:THE EFFECTS ON EMPLOYEE BEHAVIORIntroductionI have chosen organizationalculture for the topic of my first paper because I believe that it is the most important aspect of an organization's ability to succeed and for the employees of that organization to grow. The material in this paper is based on my personal experience and observations. Being in the professional work force for twenty years, I have been fortunate enough to work for three companies that have helped to expand my knowledge and experience. Though each organization has their own cultureVIEW DOCUMENT
1488 words - 6 pagesReview of OrganizationalCulture Theory
1.1.1 Definition Of Leader And Leadership
What is the definition of leadership? Gary Yukl (2006) defines that leadership as “the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives” (p. 8).
First and foremost, the manager should have high ethical level. The manager has to talk frequently and applied ethical values and ethical commitment in an organization. They also can predict ethical dilemma that occurs in an organization, give talks about how to apply ethical values in team works and identify theVIEW DOCUMENT
692 words - 3 pages1) Culture at CMC:OrganizationalCulture is defined as a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to every members coming in the organization. In other words, it refers to a system of shared meaning held by the members that distinguishes the organization from other organizations.CMC's philosophy is to be committed to the users. They believe to work on projects and take up tasks that would have a significantVIEW DOCUMENT
654 words - 3 pagesWhen analyzing an organization's culture, it is essential to understand the role culture plays in today's business environments. Organizationalculture is the foundation of any business, as it breeds employee attitudes, dictates their behavior, and infuses in them a specific work ethic. In companies where the organizationalculture is positive, employees are unsurprisingly more productive, more creative and waste less time on non-business related activities. Companies that harbor a negative organizationalculture can fuel poor employee performance, disloyalty, and the mismanagement of company time and resources. This paper will review two Internet articles on the topic of organizationalVIEW DOCUMENT
2166 words - 9 pagesIntroduction of OrganizationalCulture
In general, organizational behaviour can be defined as a code of behaviour, seeks to comprehend the people behaviour as they react in organizations. Culture is part of the topic will be covered as well. Withdrawing from the studies in anthropological that concentrate on the organizational values, belief and norms regarding the way of things should be done in an exceptional organizational environment. There are many authors which has been characterized the organizationalculture as extraordinary quality and technique of the organization that something to do with people (Kilman et al; 1985) and how things are done in an organizations (Deal & KennedyVIEW DOCUMENT
1099 words - 4 pages There are several definitions and applications for organizationalculture found within Army doctrine. Through synthesis of L100 readings, organizationalculture is a set of institutional norms shared by its people who create a distinctive environment to observe, analyze, and act. Like organizationalculture, L100 provides much source material, both literally and figuratively. Commander’s actions and examples model organizational climate which influence localized standards of conduct for his or her subordinates which can directly correlate to the health and sustainability of a unit.
The similarities between organizationalculture and organizational climate within the Army areVIEW DOCUMENT
1289 words - 5 pagesOrganizationalCulture � PAGE �1�
Creating and Maintaining a Healthy OrganizationalCultureJulianne KodaniUniversity of PhoenixMGT. 330November 3, 2006Creating and Maintaining Healthy OrganizationalCultureAccording to the text book VIEW DOCUMENT
896 words - 4 pages described by Conrad & Poole (2012) and maintained a pool of subcontractors. HOL outsourced areas including large portions of the I.T. department, Human Resources, and our Research and Development but maintained a liaison within the company to coordinate the projects.
In summary, HOL was an interesting and challenging company to work for due to the constant evolution of organizational styles and culture. Nonetheless, the adaptation the company took with the new matrix, network organization was a positive influence on the company culture. Once the culture became more unified and team-oriented, the company was able to lower the employee turnover as well as increase revenue.
Conrad, C. R., & Poole, M. S. (2012). Strategic organizational communication: In a global economy (7th ed.). Malden, MA: Wiley-Blackwell.
Trice, H. & Beyer, J. (1993). The cultures of work organizations. Prentice Hall, New Jersey.
1919 words - 8 pages behaviors of the diversity among our employees, which has increased the effectiveness of our vision on how management should operate within our organizational structure. Since we practice laissez-faire leadership at our company, the values of each employee's leadership qualities are perceived as asset in our development of a healthy organizationalculture.OrganizationalCultureAnalyze, Analyze, AnalyzeIt is a big mistake to limit the search for problems. Some come from within a company, like poor management, faulty marketing, or out - of - date equipment. Others come from outside the structure: increased competition, deregulation and change in consumer taste. What PhoenixVIEW DOCUMENT
555 words - 2 pages href="http://en.wikipedia.org/wiki/Organizational_culture" title="Organizationalculture">organizationalculture of fun and personal responsibility sets the tone for everything the company does.Hence, organizationalculture is the system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members (p. 43). The following analysis will discuss conditions within my organization in achieving organizationalculture.AnalysisThere are five key conditions on how my organization can achieve a high-performing organizationalculture. First, the company should have aVIEW DOCUMENT
1191 words - 5 pagesIn the age of globalization, an in-depth study and understanding of the organization’s culture and behaviour have become vital as its people comprise of different race, colour and culture. Organizational behaviour basically defines the interaction of human beings in a given organization and analysis of individuals and groups characteristics facilitates better understanding, prediction and improvisation in work place, leading to improved performance. Workers are the pillars of the organization and his responses to other people and circumstances differ widely as per the values and the principles that he follows in his life. Each person develops certain characteristics or attitude based onVIEW DOCUMENT
3542 words - 14 pages recommendation. This report will also use the renowned Hofstede's Cultural Dimension theory, using China as an example of culture. Section two will focus on managing a diverse workforce, exploring the benefits of a diverse workforce and the ways to improve diversity management. Section three will explore the organizational issues related to globalization such as structure and managing change.1.0 Managing Across CultureLederach (1995) defined culture as "the shared knowledge and schemes created by a set of people for perceiving, interpreting, expressing, and responding to the social realities around them". Managing culture is one of the most important skills needed to cope withVIEW DOCUMENT
1268 words - 5 pagesFor this course, I am having a difficult time creating an artifact and reflection, since we have touched on several important topics during these past few weeks. With that be said, I feel that this course provided the most opportunities to assess our individual personalities than compared to other courses. The topics that were covered in the modules have allowed me to gain a positive perspective on how individuals contribute to organizationalculture and behavior.
The first part of my Artifact is the MBTI assessment developed by Carl Jung. According to this assessment my personality rates as an INTJ (Humanmetrics Jung Typology Test, 2014). I included this assessment in my artifact becauseVIEW DOCUMENT
1052 words - 4 pagesQuantitative
An article by Ophillia Ledimo entitled, Managing OrganizationalCulture Through an Assessment of Employees’ Current and Preferred Culture, was examined for the quantitative portion of this research paper (2013). Quantitative research presents relationships among data collected (Plano Clark & Creswell, 2010). This article reflects this definition of quantitative research. Ledimo (2013) presents the problem that exists as a gap in literature that although employee perceptions of organizationalculture exist, employee’s preferred culture are often missed in research. The article attempts to address the question of what differences exist between current and preferred cultureVIEW DOCUMENT
1137 words - 5 pagesHow to Create and Maintain a HealthyOrganizationalCultureThere are numerous attributes, roles and responsibilities that a leader must assume and perform in order to create and maintain a healthy organizationalculture. The purpose of this paper is to provide two recommendations on how a leader would create and maintain a healthy organization. Following the recommendations, the author will give supporting information that is required of leaders roles and responsibilities. Many of the required attributes, which areVIEW DOCUMENT
4075 words - 16 pagesSafety Culture and Profit: Aviation's Continuing Organizational DilemmaAbstractThe safety vs. profit organizational dilemma has been a prominent trademark of the airline industry since its inception. This paper critically analyzes and compares two sets of management styles; one that propagates a pathogenic organizational and safety culture and another that exemplifies the proper balance of safety and profit while maintaining a high level of job satisfaction for its employees. Case examples are used to illustrate the consequential effects of both latent and overt management errors. A paradigmVIEW DOCUMENT
2121 words - 8 pagesThe impact of organizationalculture on approaches to organizational problem-solvingتأثير ثقافة المنظمة في حل المشاكلby: Paul Batev Anthropologists would recognize that humans are social animals and form communities to achieve common aims, through cooperation and mutual obligations. Hence, scientist identify culture as "understandings about life experiences shared by members of a human social group"vVIEW DOCUMENT
1613 words - 6 pagesWhen we hear the word 'culture', what appear on our minds are traditions, which have lived and been practiced through the generations of a certain race, tribe or people, for examples, top-spinning and traditional wedding for the Malays. In the following paragraphs, I will be explaining what organizationalculture actually is, as applied to the organizations nowadays.According to R.W. Griffin, in his book Management, he defines organizationalculture as a broad form of culture, which comprises of a set of values, beliefs, behaviours, customs, and attitudes that help the members of the organization understand what it stands for, how it does things, and what it considers importantVIEW DOCUMENT
3192 words - 13 pages
Starbucks - Corporate Culture and Motivation
At its most basic, corporate culture is the personality of an organization or simply how things are done around there. However, in a broader sense it refers to 'the moral, social and behavioral norms of an organization based on the beliefs, attitudes and priorities of its members.' It determines how employees think, act and feel. Every organization has a different concept about the kind of culture that it should have, therefore cultures across organizations may differ despite of having certain common elements1. However common to all organizations is the essential need of fostering a sense of family so that employees do notVIEW DOCUMENT
960 words - 4 pages through the main drive in adobe acrobat format. Controlled hard copies are available for those sections that do not normally have access to the computer system.CultureHAP-LA derives most of its organizationalculture from the Japanese methodology of business ethics and management. As a Japanese company, many of the cultural rituals and processes are based on a strong tradition. These cultural traditions are then blended in with an American style of business, creating a dynamic and interesting cultural base. Some of the traditions, such as the henko (a stamp used in place of a signature) or the specific seating arrangements in meetings, may seem unusual at first. However, havingVIEW DOCUMENT
1124 words - 4 pagesIntroduction
Perfect competition is a very rare type of market and so competitive that it negates the impact any one buyer or seller could have on the market price. The products or services sold are exactly the same and are all the same price. Firms earn only a normal profit and in the event firms started to earn more than that, other firms will enter the market and drive the price level down until only a normal profit could be made. Even the technology used is the same throughout all the companies.
Monopoly is a sole player and a single monopoly is seen as one organization that holds 100% of a certain market share. A monopoly produces less at a higher price and decidesVIEW DOCUMENT
1270 words - 5 pages ahead of the competition. Their cultural presence is felt by worldwide leadership in technology by bringing jobs, as well as, communications to countries and government structures. Cisco offers a strong customer-responsive organization that blends with cultural needs and service to its employees.* Which of the seven primary characteristics of organizationalculture does the organization embody? Team orientation and organization, in which work activities are organized around teams and partners worldwide to provide communications for customers and employees.* Does the organization you identified have a strong or weak culture?Cisco Systems has a strongVIEW DOCUMENT
2782 words - 11 pages et al., 2004).
This study it will analyze how ethical leadership inside the firm is associated with employee output and organizationalculture. It will determine how the managers’ perceived ethical leadership affects the productivity of the company’s employees. It will also determine the effects of the level of integrity, morality, and ethical decision making that is expected from managers in leadership positions. Upon reviewing and analyzing the data based on the employee’s answers, the firm could create and implement defensive and proactive strategies for managers in leadership to use as a guide to increase to their ethical and moral conduct (Hackman & Johnson, 2009).
Leadership isVIEW DOCUMENT
2940 words - 12 pages still exists within work for pay because of three problematic areas, which will be critically analyzed in this paper. In this paper I will demonstrate how organizationalculture has kept sexism entrenched within work for pay. I will also argue that current job segregation promotes sexism and male dominance in work for pay. In addition, I will deal with the glass ceilings, block walls, and glass escalators that negatively affect work for pay opportunities for women. Lastly, I am going to consider feminist theories, such as: liberal feminism, radical feminism, and Marxist feminism, while making future policy insights to gain equality within work for pay.Sexist VIEW DOCUMENT
1651 words - 7 pagesTeam-Based management is a new and powerful management operating system that can apply to any business-both service and industry. The system is generic and can apply to most any kind and size of organization. Now in competitive business environment team based management is essential to achieve the organizational goal. To introduce team based management system, organization should also create such environment, culture and structure to which this new management system will be well fitted. So in this essay importance of team based management for organization control is described. And it also described how organization will be benefited from different kind of team in this management systemVIEW DOCUMENT
1483 words - 6 pagesOrganizationalculture can play a very important role in any corporation’s success. As we learn more about how to make a company more successful through effective management of Human Resource, we are learning of the value of people, as a whole, and how they contribute to the success or failure of an organization. That’s even more so true with in healthcare organizations. Nurses play a pivotal role in the health care profession and make up the majority of healthcare workers in a hospital setting. However, there is a nursing shortage globally that is expected to increase as nurses from the baby boom era are set to retire. This is where human resource management and organizationalcultureVIEW DOCUMENT
758 words - 3 pages states that, three major aspects of behavior are focused on when examining the behavior of people in work settings. The three aspects are individuals, groups, and structures. When examining individuals, there are three topics that are researched. These are how personality, attitudes, and motivation affect work. There is a lot of attention being paid to the behavior of employees of groups, because of the evolution of team formation over the last few years. Robbins (2008) states that people work under a certain structure (Jex & Britt, 2008).This is where socialization and the organizationalculture affect employees. Socialization is where an employee joins an organization, and formsVIEW DOCUMENT
595 words - 2 pagesOrganizational Learning versus Free Will of Individuals
Question: Some people say that the expectation of conformity implied in organizational learning is a threat to the free will of individuals. Do you agree? Should managers favor organizational learning or individual learning for their employees?
No. I do not agree with the allegation of some people who claim that expectation of conformity implied in organizational learning is a threat to the free will of individuals. Each and every organization has its own culture. Organizational learning is geared, in some way, to enforcement of the culture. Additionally, an organization is a mono culture entity with multiple individual cultures fromVIEW DOCUMENT