...Organizational Behavior & Communication Paper Jessica Ginger COM/530 January 30, 2012 Aileen Aspect The research in this paper focuses on the relationship between organizational communication and organizational culture. Many things can effect communication and culture to including determining if an organization is living up to the standard set forth in their core values and resolving conflict through these values as well. Organizational Behavior & Communication Paper Starbucks has created one of the most exceptional models of organizational culture and communication in American business history. Starbuck’s culture is built on the platform of creating the ultimate coffeehouse experience for the consumer. It accomplishes this through offering the highest quality of coffee, hiring a diverse and passionate workforce, and sustaining the environment in which it operates. Starbucks commitment to social awareness has created a strong healthy organizational culture thus aligning their espoused values and enacted values. For example in the coffee bean farming industry, Starbucks became a leading supporter and purchaser of Fair Trade Certified coffee. Through their commitment to the Global Exchange and Fair Trade they are the only company licensed to sell the coffee in 23 countries. This action supported a core value by allowing Starbucks to still purchase their high quality coffee while supporting human rights issues. Another example would be their...
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...the new changes and challenges that were emerging such as, globalization and new technologies. Implementing new culture, values and strategies to survive and be successful. Introduction The organization's success depends on its employee's performance and its customers. For this reason, the organizations must implant values, norms, and beliefs that create a healthy environment with strong and integrate culture that support its vision, strategies, and goals. The environment in which its culture will dictate the good behavior of employees, efficient communication among leaders, customers and employees, In which diversity will help to open other doors of the business market. Organizational Culture Organizational culture is valued, assumptions, beliefs, and norms established by the company, which will influence members' attitude and behaviors. An organizational culture of an organization is crucial because it helps to establish behavioral norms of individual or group of people who are embedded in the organization with the goal of working in health environment to achieve their success and organization too. Besides that, a stronger culture is a talent- tractor. In nowadays talented people no longer want to work in any company, they are interested in building their careers in a healthy environment where they can enjoy and be successful. Moreover, a strong culture engages people. It is important that people feel involved with its work and people who work with because increase...
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...Organizational Behavior MGT/307 November 15, 2011 Introduction Organizational Behavior (OB) is the research and function of understanding how people, individuals, and groups perform in an organization. The point is to apply knowledge toward enhancing efficiency in an organization. OB can create a healthier working relationship by including organizational culture, organizational behavior, diversity, and communication into the organization. Organizational Culture “Organizational culture is a shared set of beliefs and values within an organization” (Schermerhorn, Hunt & Osborn, 2008, Organizational Cultures, p. 11). Culture consists of the beliefs, standards, rules, and physical signs of organization associates and their behaviors. An organization culture can be determined by the display of equipment and what employees wear. Corporate cultures are coming to grasp that the greatest plans need organizational change to include structures and processes. According to McNamara (2000), organizational change efforts are rumored to fail the majority of the time. Usually this failure is credited to a lack of understanding about the strong role of culture and the role it plays in organizations. This is one reason that tactical planners stress on the important of recognizing values, mission, and vision. Strong culture exists because of the configuration to the organizational values. Weak culture occurs when there is little configuration with organizational...
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...United States Army Organizational Behavior and Communication Brian Joseph Stevens COM/530 July 8, 2010 Sandra Payne, Master of Business Administration (MBA) United States Army Organizational Behavior and Communication The United States Army has a strong, complex, and unique organizational culture with espoused values, behaviors, and organizational communication. The United States Army culture requires constant realignment with enacted values created to deal with the turbulent and ever-changing environment of war. The United States Army culture is almost a society in itself and members are influenced by heavy emphasis on collectivism, hierarchy, discipline, and control (Soeters, Winslow, Weibull, 2003). The culture of the United States Army is strong, which allows it to be a successful organization however some shifts in culture may allow it to be even more effective. Culture The United States Army culture is a combination of in-group collectivism, high-performance orientation, institutional collectivism, assertiveness, and power distance. In-group collectivism is akin to team orientation with individuals that convey loyalty and pride to their unit or team. . The “can do” attitude like high-performance orientation emphasizing results with a sense of urgency at the loss of being soldier oriented. “The Army inoculates this assumption with its Warrior Ethos that begins with the tenet; I will always place the mission first” (Gerras, Wong, Allen, 2008, p...
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...Organizational Behavior Terminology and Concepts Jane Doe MGT/307 August 22, 2011 John Doe Organizational Behavior Concepts and Terminology Organizational behavior (OB) is characterized in terms of how human behavior impacts organizational effectiveness. The study of organizational behavior involves learning to comprehend, explain, calculate, and even control human behavior in the workplace. The scope of the study of OB encompasses how people behave as individuals, within groups, and within the organizational structure. In addition, according to Robbins and Judge (2009), OB applies the knowledge gained about individuals, groups, and the effect of structure on behavior in order to make organizations work more effectively. Years ago the success on an organization was distinguished by how technologically inclined its managerial staff were. The more technically degreed leaders there were making the decisions, the more credence there was given to the organizations success. This early approach supported a larger degree of management-coordinated functions in which strict standards, work assignments, and technical specialization ruled through stringent chains of command and strict centralized decision-making processes. Never mind the individuals’ ability to use good old-fashioned people skills to drive performance, if revenue was in excess of debt, all was well. However, was all really well is the question. As time evolved, so did the thought process...
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...American Red Cross Organizational Behavior and Communication American Red Cross Organizational Behavior and Communication “Inspired by the International Red Cross movement established to provide assistance to wounded soldiers, the American Red Cross was established in 1881 by Clara Barton and a number of her acquaintances” (Peerbolte, 2011, p. 17). The mission of the American Red Cross remains largely focused on military service members. However, the organization has expanded on its initial purpose. “The American Red Cross was mandated by a modified congressional charter in 1905 to provide assistance to those wounded by war, provide communication between military service members and their loved ones, and to provide assistance to those impacted by disasters” (Peerbolte, 2011, p. 17). The American Red Cross is also a national leader in blood donation services and health and safety training. As a non-profit organization, the Red Cross relies on national volunteers. “Although closely associated with the U.S. government in pursuit of its goals, the Red Cross is an entirely independent volunteer-led organization that is supported by voluntary public contributions and cost-reimbursement charges” (Christie, 2011, para. 1). Organizational Culture “Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins & Judge, 2011...
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...Organizational Behavior Terminology and Concepts Katie Jackson MGT/307 Steve Jessup 7/30/11 Organizational Behavior Terminology and Concepts The personality of an organization is dubbed organizational culture in business and in academics. Composition of culture includes the values, assumptions, norms and apparent signs of members and their behaviors within an organization (McNamara, 2000). The behavior of these members, or organizational behavior, is understood and studied and as an academic discipline. This discipline also includes interpersonal interactions as well as the dynamics of an organization. Organizational culture, organizational behavior, diversity, and communication are all key concepts discussed in this paper. Organizational Culture and Behavior When a business operates with a clear vision of the future it is said to utilize a strong organizational culture. In addition to a clear vision supported by “well-developed and well-communicated beliefs and values, the internal environments of organizations with strong and positive cultures often include high-performance orientations, emphasis on teamwork, and emphasis on innovation (Ch.1, pg. 1.)” A solid structure is built from a strong culture accompanied by positive behavior. The Organizational Culture Inventory (OCI) is a tool used to access the behaviors of individuals within an organization. The OCI has identified three types of organizational cultures: constructive, passive/aggressive, and aggressive/defensive...
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...paper examines the growing phenomenon of organizational culture. What is it? Why is it important? How has it changed and why? How can an organization establish or change their culture? I hope to answer all of these questions and leave people with a better understanding of the concept and what factors create a strong organizational culture in today’s workforce. What is Organizational Culture? Organizational culture is not a new concept. It has been in existence since the emergence of the business world. However, it is only relatively recently that it has been identified, and executives have taken notice and made it a priority. The culture of an organization can be compared to the personality of a human being (Chegini, 2010). Culture is the essence of what an organization represents, who they are, what they stand for, what they believe in, and what is important to them. One of the better, and simpler, definitions of organizational culture I found is “the shared values and assumptions that guide behavior in an organization” (Çakar, 2010). The fundamentals of corporate culture can include a company’s values, employee expectations, customs, factual or mythical organizational history, language, climate, etc. In some cases, organizational culture is designed and employees are encouraged and expected to achieve it. On the other hand, culture may also develop over time from the attitudes and mentalities of employees. An organizational vision and mission statement may also...
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...Organizational culture and behavior Organizational Culture and Behavior name MGT344 Instructor University of Phoenix Introduction This paper will discuss a few of the key components of an organization. The components include; organizational culture and behavior, diversity, communication, business code of ethics and an efficient and the importance of effective change management. This paper will provide and example of each of these components from an organization I have been employed by or am currently employed with. Organizational culture and behavior Shared values and beliefs influence each organizational member’s behavior and build the organization’s culture. These shared values and beliefs build relationships within an organization. Key concepts of organizational behavior include diversity, communication, and business ethics and planned change management. These concepts vary from organization to organization and each organization has a different culture. The development company I was employed with a last year encouraged each employee to communicate with other employees and departments. An open communication setting allowed employees to voice his or her opinions and present ideas that would be beneficial to the company and the employees Diversity According to Bateman and Snell, diversity can be defined as a characteristic of a group of people suggesting differences among those people on any relevant dimension...
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...Organizational theory and behavior are a vital part of any organization and can be a critical area that determines an organizations success in any industry. If and how these concepts are uniquely applied, organizations can define many different areas of their organizational structure. The Starbucks Corporation has become a well-known globally successful company. In analyzing the application of the organizational behaviors of communication, culture, and decision making, we can determine how these concepts have made this corporation successful. Organizational Communication Communication in the Starbucks organization is exceptionally successful. In order to appear transparent as an organization, provide sound direction of communication, maintain solid channels of communication, and still the rumor-mill; Starbucks has taken immense strides in concentrating on this aspect of its organizational behavior. Although Starbucks goes to no great lengths to define or list their organizational structure (Hawks, Kembell, Kembell, Olsen, & Perry, 2002), Recent changes in the organization define the organization as a matrix structure (Shultz, 2008). These changes in the organization, done to improve the customer experience, helped define the communication directions used by the organization. George and Jones (2005), state that the matrix organizational structure is a very effective way to take full advantage of all communication channels. Whether the organization wishes to label the organizational...
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...HR3010 Assignment 1: Literature Review What is the influence of 4 dimensions of Corporate Culture on Organizational Commitment on Organizational Commitment? Table of Content Introduction 3 Training and development 4 Teamwork 5 Employee/Organizational Communication 6 Emphasis on Reward 7 Corporate culture and organizational commitment 8 References 9 Introduction The employee attitude on organizational commitment has changed nowadays; they would no longer want to stay with a particular company for their whole working life. In the past, employees might be happy to remain in the organization where it could provide good job security. However, the competitive pressure from their competitors has made many organizations reluctant to focus on downsizing, restructuring therefore created less job security provided to employees. Many employees considered that their organization has broken the secure organizational bond and unhappiness might bring employees to tend to begin their new job search. With the idea of finding a new job, employees therefore might demotivate with their current job and underperform in the organization. It will become a huge issue for the organization to achieve their objectives as no organizations in fact, can survive in today’s competitive world unless their employees work effectively and are committed to the organization’s goals. Hence, organizations have no choice but have to consider maintaining their employees, especially...
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...Organizational Behavior Terminology Paper Heather Ann Lattea MGT/307 June 02, 2011 Instructor Hill Organizational Behavior Terminology Paper According to Schermerhorn, Hunt, & Osborn (2008) organizational behavior "is the study human behavior in organizations," (p. 5). Learning about organizational behavior is an essential concept for every person involved in an organization, including leadership, management teams, and all other employees to understand. By gaining and understanding organizational behavior each individual involved in an organization should recognize how his or her actions add to the organizations success. In order to understand this there are some important concepts, terminology, observable aspects that must be explained to help make the learning process of organizational behavior more manageable including organizational behavior, organizational culture and diversity, and communication. Organizational Behavior Organizational Behavior also called OB for short is the study and academic discipline of understanding of individuals, groups, and structures perform in an organization. OB does this by using the scientific method to improve and empirically test generalities about behavior in organizations (Schermerhorn, Hunt, & Osborn, 2008). Schermerhorn, Hunt, & Osborn (2008) state, “Organizational behavior is an interdisciplinary body of knowledge with strong ties to the behavioral sciences-psychology, sociology, and anthropology- as well as to allied social...
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...States Navy was born as the Continental Navy six months after the out break of hostilities between England and the American Colonists. On October 13, 1775, “the Continental Congress authorized the outfitting of a ten-gun warship ‘for intercepting such transports as may be laden with stores for the enemy’” (Cutler, 2002, p. 555). That fateful day gave birth to a culture and heritage that would become one of the greatest the world has ever seen. Core values based on HONOR, COURAGE, and COMMITMENT. The Navy’s mission, to protect America, its citizens, allies, and interests throughout the world. As will be seen, the Navy’s espoused values do indeed align with its enacted values. Also, it will be shown how communication in an organization is determined by the organization’s culture and what role communication plays in the way the culture is perceived. Lastly, conflict can play a role in the communication of groups and in certain instances, organizations may use that conflict to improve communication between the groups. With reference to the Navy, how and why does this occur? The first leaders of the Navy created a culture that has lived on to the present day. Leaders such as John Paul Jones and Esek Hopkins believed in honor and fought for a purpose. Today the terms honor, courage, and commitment are instilled into the minds of recruits so they can carry those values with them not only throughout their Navy career but also in their civilian lives. In fact, in October 1992,...
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...New Communication Structure Kevin Williams COM 425 Mary-Catherine Ferguson 11 April 2016 As a Petty Officer First Class in the United States Navy I understand the importance of broad leadership and effective managerial skills to mentor, train, and develop tomorrow’s Sailors. I have the ability to adapt to any situation and having the proper set of communication skills are vital to that success. I have been charged with researching, proposing, and developing a new communication structure for this organization. This paper will address the implementation of new concepts that are a crucial for the successful communication within our organization. The key concepts that have been identified and will be discussed are the following: active listening, organizational culture, conflict resolution, formal and informal communication, and leadership strategies. Organizational culture has a direct impact on communication and can be described as a negotiated order that emerges through interactions between participants, a negotiated order influenced by people with symbolic power (Hallett, T, 2003). These concepts will strengthen our organizations communication and ensure the successful completion of our strategic long term goals. The first concept that will be addressed is active listening. Participants within our organization often do not engage in active listening or pay close attention to others' messages. They are often too busy thinking about their own needs and planning what they...
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...Create Fun and A Little Weirdness, Be Adventurous, Creative, and Open-Minded, Pursue Growth and Learning, Build Open and Honest Relationships with Communication, Build a Positive Team and Family Spirit, Do More with Less, Be Passionate and Determined, and Be Humble. If I had to pick two values from that list they would be Build a Positive Team and Family Spirit and also Build Open and Honest Relationships with Communication. I believe that these two values would have the biggest impact in developing an organizations culture. Organizational culture has been described as the shared values, principles, traditions, and ways of doing things that influence the way organizational members act and that distinguish the organization from other organizations. Organizational culture has many characteristics but the book uses 3 particular words to define culture: Perception, Descriptive, and Shared. An organizations culture cannot be physically touched or seen, the organization is concerned with how members perceive the culture and how the describe it and finally individuals with different backgrounds or work at different levels of the organization can describe the culture of the organization in similar terms. When the key values are deeply held and widely shared a strong culture is born. When employees are greatly influenced by their organizations culture they are more committed and creates what is defined to be “good” employee behavior. When an employee feels that the organization has created an...
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