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The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on...
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The 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, organizational culture 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 particular culture of an...
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Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and a feeling or climate conveyed. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together, and enhance their performance. After reading two informative articles pertaining to organizational culture, I learned that it has a huge impact on driving organizations to success.The first article, "Corporate Culture: Component often overlooked", states that organizations often overlook...
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Societal "culture" is widely accepted to be a controlling factor in the way that people think, act, and process information. Organizational Culture (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. is to examine it in two regards; fundamental layers and functions. There are three layers to organizational...
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Organizational Culture refers to the values, beliefs and customs of an organization. The concept of organizational culture 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 organizational culture there are easily recognizable aspects such as diversity, communication practices, observable organizational policies, conflict management, ethical standards, behaviors, strategies, objectives, instructions, policies, and feedback are some of the aspects that might have influence.Diversity in the workplace...
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Organizational CultureOrganizational CultureIntroductionWhile research of corporate/organizational 'climate' looks at the link between individuals, groups, and performance experienced on a daily basis (communication, networking, reward systems, leadership styles), the term 'organizational culture' refers to the context in which these events occur.Organizational culture (OC) is what a group learns over a period of time as it solves its problem of survival in an external environment and internal integration (Schein, 2000). Schein points out three areas where culture manifests itself: observable artefacts, values/norms, and basic underlying assumptions to which most researchers refer to. OC...
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Three general types of organizational culture—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, 1993).
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All 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 organizational culture 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 work in the different level but they still see and think about the culture of their organisation in the...
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The shared characteristics and, in some cases, perception of employees create what is known as organizational culture. 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 organizational culture 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. Employees’...
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Organizational Culture 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 organizational culture 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, & Coulter,...
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Organizational Culture and Structure
Successful organizations recognize the impacts of organizational culture 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 organizational culture and organizational structure play significant roles in a company’s resulting ethics, job performances, and retention rates.
Organizational culture is the basis for which ethical behaviors are established. The recognized levels to which ethical behaviors are or are not acceptable come...
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PAGE PAGE 2 Organizational Culture
Organizational CultureUniversity of Phoenix StudentSarah BurneyMGT 331Organizational BehaviorKristen SchretzenmayerFebruary 17, 2003Organizational CultureOrganizational culture 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 and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems (http://www.tnellen.com/Aed/+c/schein.html). We construct and organize culture. The experiences we feel are displayed by the culture and its practice. This affects how we...
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The culture of an organization is embedded into the company by the example set forth by its founders and leaders. These cultures are mirrored in the strategies used by the company, and ultimately determine the overall success in its industry. These values that make up culture are buried deep into the core of a business and make up what the organization is and what it stands for which is known as the mission and core values. Leaders carry an intricate role in the control of culture and many companies depend on such leaders to take a strong approach so that the culture can be effectively managed.Great leaders create a culture in their companies that drives the results they want to achieve. To...
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Revolutionary research in organizational culture began in the early 1930s but, as a concept, it was popularized in the early 1980’s. Organizational culture 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. Organizational culture 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 members....
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Organizational Culture PAGE 10
Reading an Organization's Culture: General Electric (GE)IntroductionEvery business has its own set of values and beliefs that make up an organizational culture that is unique to each specific business. "Organizational Culture is a complex set of basic underlying assumptions and deeply held beliefs shared by all members of the group that operate at a preconscious level and drive in important ways the behavior of individuals in the organizational context" (Strategy Glossary, 2006). GE's organizational culture is considered one of high ethical standard in the corporate world. According to The Age of Ethics (2007) "GE now has one of the best ethics compliance...
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Organizational Culture Page 1Internet Article: Organizational CultureMGT 33124 November 2003Organizational Cultural Page 2AbstractOrganizational culture 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 an organization's culture.Organizational Culture Page 3In reality, what management pays attention to and rewards is often the strongest indicator of the organization's...
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Introduction.Organizational culture 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 organizational culture, 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 time," "being honest and ethical in...
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AbstractIn this article Hickok argues that, ultimately, the most prominent effects of downsizing will be in relation to culture change, not in relation to saved costs or short-term productivity gains. In particular, the author notes three observations in relation to the impact of downsizing on organizational culture. First, it clearly appears that power has shifted away from rank-and-file employees in the direction of top management/ownership. Accompanying this change is a shift in emphasis away from the well-being of individuals in the direction of the pre-eminence and predominance of the organization as a whole. Second, it appears working relationships have changed away from being...
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Leaders and Organizational Culture
In today’s dynamic business environment leadership must understand the value and importance of their organizations’ culture. While it may never be formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter’s clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create and maintain a healthy culture.
One of the most powerful ways to create and maintain a healthy work environment is by cultivating the next generation of leaders to lead by the example he or she sets. Every...
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Organizational culture is basically the personality of a company. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and his or her behaviors (McNamara, 1997). The personality of a company is what keeps the company or organization going. Depending on the type of leadership will determine whether the organizations culture is well-off or failing. There are different types of culture just like personalities such as; Sports, Clubs, Academy's, and many others. If a leader is unable to adjust to the organizational culture they are in than there is no need for that leader; therefore, causing the organization disaster. When managing a...
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ORGANIZATIONAL CULTURE AND STRUCTURE 2Boeing: Organizational Culture and StructureJory AuthementMGMT312 Management Theory and PracticesProfessor Stephen StewartApril 22, 2014Before we can begin a discussion on the cultural dynamics within the Boeing Company, it is imperative that we define and briefly elaborate about the foundational structures of the company, and its core values. Both of which has a direct impact in the development of its culture.. Being that Boeing has remote multinational locations, and also has satellite locations throughout the United States; Boeing utilizes a combination of two organizational structures, the network structure and hierarchal structure.Logically, due to...
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Organizational 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). Organizational culture is the internal environment of an organization, the shared beliefs and values that influence organizational behavior (pp. 11).There are many aspects of organizational culture that determine the overall tone of organizational behavior. The purpose of this paper is to identify different aspects of organizational culture in...
2578 words - 10 pages
Final 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 organizational culture 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, campaigns, product launches, and summit...
3379 words - 14 pages
In this assignment we introduce the idea that the organizational culture 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 organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture.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 or conservative, we...
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ORGANIZATIONAL CULTURE:THE EFFECTS ON EMPLOYEE BEHAVIORIntroductionI have chosen organizational culture 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 culture, I hope to be able to identify their common characteristics and the reasons why one organization's culture succeeds in...
1044 words - 4 pages
Culture 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 organizational culture is ‘The shared values, principles, traditions, and ways of doing things that influence the way organizational members act’ (Robbins, Decenzo, &...
692 words - 3 pages
1) Culture at CMC:Organizational Culture 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 significant impact on the quality of life thereby improving productivity in core sectors. At CMC creativity and innovation are...
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The Organizational Culture of Quinlan's
Quinlan has been UK’s foremost retail giant for a long period of time.
By end of 1998 there was evidence of a crisis and since then the
company has been on a decline. The company has been ignoring market
changes and trying to maintain its corporate image and identity. This
has caused the customers to drift to more fashionable brands causing
huge loss of business to Quinlan. Presently the company is on a
restructuring exercise to improve sales with particular emphasis on
customer satisfaction and marketing.
Organisation culture at Quinlan’s
Organisation culture can be defined as the...
654 words - 3 pages
When analyzing an organization's culture, it is essential to understand the role culture plays in today's business environments. Organizational culture 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 organizational culture is positive, employees are unsurprisingly more productive, more creative and waste less time on non-business related activities. Companies that harbor a negative organizational culture 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 organizational...
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Organizational Culture PAGE 1
Creating and Maintaining a Healthy Organizational CultureJulianne KodaniUniversity of PhoenixMGT. 330November 3, 2006Creating and Maintaining Healthy Organizational CultureAccording to the text book Management: Meeting and Exceeding Customer Expectations, the term 'organizational culture' is defined as a dynamic system of shared values, beliefs, philosophies, experiences, customs, and norms of behavior that gives an organization its distinctive character (Allen, Attner, Pkunkett, 2005, p. 727). Creating this culture is one of the responsibilities that managers carry out in collaboration with their employees. Establishing a healthy organizational culture is an...
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There are several definitions and applications for organizational culture found within Army doctrine. Through synthesis of L100 readings, organizational culture is a set of institutional norms shared by its people who create a distinctive environment to observe, analyze, and act. Like organizational culture, 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 organizational culture and organizational climate within the Army are...
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How to Create and Maintain a HealthyOrganizational CultureThere are numerous attributes, roles and responsibilities that a leader must assume and perform in order to create and maintain a healthy organizational culture. 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 are required of an effective leader, are common sense. This paper will focus on two of the essential areas, ethics and harassment. These two areas are foundations, which any company...
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The purpose of this paper is to provide a brief analysis of the United States Army’s organizational structure and its culture and how these two elements impact its workers, associates and affiliates. This paper will first examine the Army’s history, development and structure to highlight the origins of the Army’s culture. Secondly, a brief history of the Army’s organizational development will be followed by a close examination of its philosophy and supporting beliefs. Lastly, this paper will discuss the role of the Army’s leadership, their response to critical issues and the organizational structure of the Army. An analysis of the army’s top leaders will help the reader to understand the...
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PAGE Organisational Culture PAGE 2
Running Head: ORGANISATIONAL CULTUREOrganisational CultureOrganisational CultureGreat leaders generate a culture in their organisation that constrains the results they would like to achieve. To influence any kind of change of culture in an organisation, it is the leader who is in the best position to do so. Organisational culture is the characteristics and behaviours of an organisation that are rarely stated but are widely understood by everyone as accepted behaviour (McNamara, 2007). It is not just what is said, but the actions perceived as well. While leaders maintain the ability to modify their own organisational culture, an efficient manager learns to...
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Organizational culture 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 organizational culture...
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An article by Ophillia Ledimo entitled, Managing Organizational Culture 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 organizational culture 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 culture...
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IntroductionOne key component that gives your company or operation that elusive, sustainable competitive advantage is culture.What is culture? In essence, it's a soft, intangible element that deals with people, trust, leadership and passion. The best definition I've heard is this: What people will do when no one tells them what to do.Why is culture important? Because your competitor can duplicate everything you do, i.e. your pricing structure, but they can't duplicate your culture.Want proof positive? Consider award-winning Southwest Airlines. Southwest flies the same routes as other airlines, uses similar equipment and the same airports, but the airline's organizational culture of fun and...
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Safety 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 paradigm shift has begun to occur where the blame for accident causation is no longer pointing the guilt...
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In 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 on...
1157 words - 5 pages
Hitachi Automotive: Organizational CultureHitachi Automotive Products, Los Angeles (HAP-LA), based in Torrance, is a major remanufacturer of alternators, starters, electronic control units, mass airflow sensors, distributors, and other automotive electronic parts. HAP-LA reports to a corporate office based in Harrodsburg, KY, which in turn reports to the main Hitachi Automotive plant in Katsuta, Japan. As a Japanese based company, HAP-LA's organizational structure and culture is very strongly influenced by the Japanese corporate office, as well as the general managers, both past and present, that are transferred to the Torrance facility from Japan.In order to fully appreciate the strong...
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Executive SummaryGlobalization, according to Nayyar (2006), is simply described as "an expansion of economic activities across national boundaries". In this day and age, globalization has become increasingly important and common for many organizations as globalization is a way to expand an organization and targeting a more open market. Many organizations have successfully crossed the bridge of globalization and become popular brand, such as McDonald's, Nike and Toyota just to name a few. Therefore the skills to cope with globalization are essential for managers working in growing companies. In section one; this report will explore the topic of 'managing across culture', the problems and...
1528 words - 6 pages
In this paper, the organizational cultures of Ukrops and Martins Grocery Store. The purposes of this paper are to discuss the similarities as well as the differences in culture between the two organizations such as the employee/customer satisfaction, policies, as well as the benefits each company gave their employees. Also in the paper, the reason why Martins felt a need to buy out Ukrops will be discussed.
The reason this topic was chosen was because the Martins chain as well as the Ukrops chain had specific characteristics/ symbols that could be used to define each chain. The concepts that the Martins takeover exemplified were prime examples of the topics we discussed in class. In...
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Organizational Culture at The Monterey Regional Waste Management District (MRWMD)
1. The Monterey Regional Waste Management District (MRWMD) had humble beginnings in 1951 when forward thinking county officials had a vision of a better waste management system for the Monterey Peninsula, ending the era of unconditional garbage dumping that had prevailed. From this time on, a Board of Directors has labored to ensure that the waste from Monterey Peninsula residents is disposed of in an environmentally friendly manner that not only satisfies state and federal legal requirements, but ensures that the health of the peninsula is preserved for decades to...
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The impact of organizational culture 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"v People in organization evolve in their daily interactions with one another a system of shared perspectives of 'collectively'...
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When 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 organizational culture actually is, as applied to the organizations nowadays.According to R.W. Griffin, in his book Management, he defines organizational culture 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 important. If we go...
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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 not feel that their work is...
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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 decides...
960 words - 4 pages
Workplace Observation: Hitachi Automotive ProductsHitachi Automotive Products, Los Angeles (HAP-LA), located in Torrance, California, is a major manufacturer of alternators, starters, mass airflow sensors, electronic control units, and other automotive electromechanical parts. HAP-LA's major customers, including Ford, GM, Subaru, Nissan, Honda, and Thermoking, along with a large score of OE and aftermarket clients, bring in over $9 million in monthly revenue for the HAP-LA facility alone. As a small part of a large conglomerate corporation, HAP-LA's climate is defined by a long, historical Japanese tradition and work ethic as well as the dynamic practices of the contemporary American...