...Management of Cross-cultural Interaction Case Study 1 1. The future role of the US universities might be to gather the best minds of people from all over the world and it might be with intention to influence them, their thoughts. US might even choose to attract students from countries in which they want to have the influence. 2. The high percentage of students who do not graduate high school badly influences the US economics. First of all, high school dropouts are more likely to be unemployed. Even when they can find work, the differences between their earnings and that of individuals with diplomas is huge. They are very likely to live in poverty. High school dropouts are more likely to seek out and live on public assistance. Also the literacy rate in the country increases. So overall, it badly reflects on the US economy and ability to compete in the global labor market. 3. From the perspective of US the fact that foreign students are attending college in the US is both good and bad. The positive side could be that it increases the global diversity and cultural exchange. Students can learn a lot from foreigners and widen their perspective. Also foreign students bring in lots of money for US as well as cheap labor force. On the other hand, there are some negative sides for allowing so many foreign students. A small disadvantage would be the fact that the bad language knowledge might slow down the study process for other local students. A huge negative side is the...
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...2.1 STUDIES ON ORGANIZATIONAL CULTURE Baker, (1980) accessible that it can complete the modify by aggressively overriding, using a diversity of strategy to promote the preferred culture and close the cultural gaps. Nevertheless, the management of culture must be suspiciously measured and cautiously undertaken because it may engage some risk since some of the consequences are often surprising. Deal and Kennedy (1982) recommend that the require to modify a culture arises when the organization's advance changes. Culture change is a must when introducing quality principles into an organization because quality represents a new culture, which frequently contradicts the traditional culture that exists within that organization. Bookbinder (1984)...
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...Change and Culture Case Study I July 18, 2011 Case Study I This paper focuses on the merger of company A and company B. The middle manager of a health care organization has the responsibility of combining the workforces of both companies, and re-structuring the systems and shape of the new organization. The task of making company C, the two organizations combined, is made more difficult due to the fact of prior competitiveness in the health care realm, with employees viewing company B as non-professional and lacking in quality care. Company B, however, has several inpatient and outpatient services that company A does not, validating the merger. So, this paper presents the effects of the merger, how employees are coached to work together, the new systems and shape of the organization, and the theoretical framework of the merger. Effect of Sale One of the effects of the merger of company A and company B is the power struggle and fights for control that arises from combining the two organizations. Company A was a smaller agency, with a definite hierarchal operating structure displaying a centralization of power, while company B was of a horizontal...
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...Change and Culture Case Study 1 Sharon Reed HCS/514 October 15, 2012 Steve Kovak Change and Culture Case Study 1 In the world of health care organization mergers are common as the pressures of free market drive organizations into combining resources with each other. Not every merger is a success. The health care organizations in most successful in making a merger are characteristics. The characteristics be examined and used to reveal key insights about organizational structure and ways that the free market system operates. The main reason corporate entities are to merger with companies to increase level of competitiveness in the market. A middle manager in a health organization had experience with merged with a previous competitor. Competition result to delivery of poor quality of care. The new organization has in place outpatient and inpatient service whereas one organization does not. Mergers can occur when two different organizations decide to joint together as one. In a merger is often a clash of cultures as two different organizations interact with each other and attempt to become one. Organizations that take advantage of a merger can resolve conflicts of culture and develop new collective attitudes. Each organization has its own ways of doing things and change will be made. Change in any organization comes with conflict and resentment which, management must resolve. In organization culture brings life experiences from each employee. Culture made of morale, values...
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...Cisco Systems Uses Its Culture for Competitive Advantage Case Study 1. What are the observable artifacts, espoused values, and basic assumptions associated with Cisco’s culture? Explain. The above terms are also known as the three fundamental layers of organizational culture, each varying in outward visibility and resistance to change an each level influences another level. Observable artifacts are the most visible and also cosist of the physical manifestation of an organization’s culture (Kreitner and Kinicki,2010, pg.65). An example of this when the CEO John Chambers uses just three words to describe the benefits of the San Jose networking giant’s management system: “speed, skill, and flexibility.” This is relates a published list of values by Cisco. Another example is with Manny Rivelo, a senior vice president at Cisco Systems, that 70% of his compensation is based on the council’s ability to meet revenue targets and collaborate. As to espoused values, they represent the explicitly stated values and norms that are preferred by an organization. In Cisco’s case, it was Chambers’ idea originated by a loss of $2.2 billion loss in 2001, which involves grouping executives into cross-functional teams. This concept would lead to faster decision making. Basic assumptions are unobservable and represent the core of organizational culture. I feel that Rivelo’s one quote sums of the basic assumptin for Cisco, “I’m on a litany of them-three councils, maybe six boards, and five working...
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...have similar interests, values and beliefs, we create communities around these shared interests, values and beliefs. This is why I believe Deaf culture has come about as Deaf people within the wider community have formed their own communities based on a shared understanding of the challenges faced by those with hearing loss in a world that is predominately geared to hearing people. Deaf culture is the way in which the Deaf community connects with each other allowing them to share their experiences with each other and also those who are not a part of the Deaf community. As seen in the video it is often easier for a Deaf person to communicate with other Deaf people then it is for Deaf people to communicate with non-deaf people. Deaf people have their own language called Auslan and even if they do not use this to communicate they understand the need to make sure they gain the...
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...Assumption College, San Lorenzo Makati City General Education Department Sociology Area 2nd Semester, SY 2012-2013 “The Effects of Otaku Culture to an Individual’s Study Habit” A Research Paper to be presented to Ms. Exzie Calubayan In Partial Fulfillment of the requirements in Sociology By Villegas, Claire Bridget R. March 15, 2013 Chapter One “It’s not just anime! It’s a way of life!” Introduction The real meaning of “Otaku” had a small debate when the US coined it as a term for people who are obsessed with the Japanese culture, with also a considerably large amount of love for anime and manga. However, the real meaning of the word “Otaku” could be viewed as negative for a typical Japanese person because “Otaku” literally means “Social Recluse” (Also note, it is synonymous to “Hikikomori”) specifically speaking, when one speaks of “Otaku Culture”, one’s head would immediately pop out the word “geek” or “nerd”. The culture mainly speaks about Japanese traditions, pop culture, anime, and manga. (Wikipedia, Retrieved 2013) Otaku culture originated from Akihabara, a district of Tokyo where it mostly sells electronic goods as well as a famous hangout for otaku individuals. Originally, “Otaku” during the old times meant “house” or “family” while giving an emphasis on respect when used as a second-person pronoun. However, as modern Japanese slang continued to grow in the busy streets of Tokyo when fans of well known anime titles such as Neon Genesis...
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...A comparative study of political, economic and social-cultures issues of the Russia and India Prepared for: Dr. Joe Zhou Peng Submitted: 11 May 2015 Prepared by: Zahara CitraArifin 006 Table of Contents INTRODUCTION 1 Task 1 1.1 Economy of Russia and India 2 Terrorist aspects of globalization 2 1.2 Political System of Russia and India 3 Discrimination against Woman 4 Corruption 4 1.3 Socio-Cultural of Russia and India 5 Hofstede’s Cultural Dimension of Russia and India 5 Written and Unwritten Laws 6 Task 2 2.1 Culture Shock 7 2.2 Cross Cultural Training ...
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...Eastern Michigan University DigitalCommons@EMU Master's Theses and Doctoral Dissertations Master's Theses, and Doctoral Dissertations, and Graduate Capstone Projects 5-13-2003 Human Resources Practices in Corporate Culture Communication: A Case Study of Johnson & Johnson Flavia Xavier Follow this and additional works at: http://commons.emich.edu/theses Recommended Citation Xavier, Flavia, "Human Resources Practices in Corporate Culture Communication: A Case Study of Johnson & Johnson" (2003). Master's Theses and Doctoral Dissertations. Paper 4. This Open Access Thesis is brought to you for free and open access by the Master's Theses, and Doctoral Dissertations, and Graduate Capstone Projects at DigitalCommons@EMU. It has been accepted for inclusion in Master's Theses and Doctoral Dissertations by an authorized administrator of DigitalCommons@EMU. For more information, please contact lib-ir@emich.edu. HUMAN RESOURCES PRACTICES IN CORPORATE CULTURE COMMUNICATION: A CASE STUDY OF JOHNSON & JOHNSON by Flavia Xavier Thesis Submitted to the Department of Management Eastern Michigan University In partial fulfillment of the requirements For the degree of MASTER OF SCIENCE In Human Resources Management & Organizational Development Thesis Committee: Stephanie Newell, PhD, Chair Mary E.Vielhaber, PhD Diana Wong, PhD May 13, 2003 Ypsilanti, Michigan iii DEDICATION To God who has been a blessing my life with my beloved husband, Luis Felipe. iv ...
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... 本人郑重声明：所呈交的毕业论文是本人在指导老师指导下取得的研究成果。除了文中特别加以注释和致谢的地方外，论文中不包含其他人已经发表或撰写的研究成果。与本研究成果相关的所有人所做出的任何贡献均已在论文中作了明确的说明并表示了谢意。 签名： 年 月 日 授权声明 本人完全了解许昌学院有关保留、使用本科生毕业论文的规定，即：有权保留并向国家有关部门或机构送交毕业论文的复印件和磁盘，允许毕业论文被查阅和借阅。本人授权许昌学院可以将毕业论文的全部或部分内容编入有关数据库进行检索，可以采用影印、缩印或扫描等复制手段保存、汇编论文。 本人论文中有原创性数据需要保密的部分为（如没有，请填写“无”）： 签名： 年 月 日 指导教师签名： 年 月 日 | | | | Study on the Differences in Thinking Modes between Chinese and Western Culture | | | | |A Thesis Submitted | |to School of Foreign Languages, Xuchang University | |in Partial Fulfillment of the Requirements | |for the Degree of Bachelor of Arts...
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...1. What are the observable artifacts, espoused values, and basic assumptions associated with Cisco’s culture? Explain. The above terms are also known as the three fundamental layers of organizational culture, each varying in outward visibility and resistance to change an each level influences another level. Observable artifacts are the most visible and also cosist of the physical manifestation of an organization’s culture (Kreitner and Kinicki,2010, pg.65). An example of this when the CEO John Chambers uses just three words to describe the benefits of the San Jose networking giant’s management system: “speed, skill, and flexibility.” This is relates a published list of values by Cisco. Another example is with Manny Rivelo, a senior vice president at Cisco Systems, that 70% of his compensation is based on the council’s ability to meet revenue targets and collaborate. As to espoused values, they represent the explicitly stated values and norms that are preferred by an organization. In Cisco’s case, it was Chambers’ idea originated by a loss of $2.2 billion loss in 2001, which involves grouping executives into cross-functional teams. This concept would lead to faster decision making. Basic assumptions are unobservable and represent the core of organizational culture. I feel that Rivelo’s one quote sums of the basic assumptin for Cisco, “I’m on a litany of them-three councils, maybe six boards, and five working groups”, suggests that being involved in numerous groups makes the...
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...Change and Culture Case Study II: Job Redesign Duane S. Goggins-Week#5 Assignment HCS/514 January 9, 2012 Sara Brown Change and Culture Case Study II: Job Redesign To adjust to greater competition and pressures of obtaining increased organizational efficiency and cost containment, many organizations have begun to examine strategies related to restructuring and downsizing to maintain organizational viability. These processes have included mergers and acquisitions, and redefining occupational roles of workers within the organization. Consequently, successful management of the structural change process can be daunting and overwhelming if not handled in an organized and thoughtful process. Those who are responsible for the process must recognize the barrier that may be hindrances to conception and implementation of the change process These barriers include: (a) lack of concise and coordinated planning/goals, (b) resistance to change within the organizational workforce, (c) failure to consistently evaluate the progress of the proposed change within context of the entire system, and adjust methodology as necessary. Thus, in order to achieve a balance between achieving organizational goals and addressing the uncertainty that may occur in the workforce, organizational leaders are tasked with the responsibilities of finding creative means to facilitate the mandated objectives while at the same time finding vehicles to maintain adequate levels of employee satisfaction and productivity...
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...Change and Culture Case Study II Marla Jennings HCS/514 July 15, 2013 Vinnette Batiste, PhD., MBA Change and Culture Case Study II To adjust to greater competition and pressures of obtaining increased organizational efficiency and cost containment, many organizations have begun to examine strategies related to restructuring and downsizing to maintain organizational viability. These processes have included mergers and acquisitions, and redefining occupational roles of workers within the organization. Consequently, successful management of the structural change process can be daunting and overwhelming if not handled in an organized and thoughtful process. Those who are responsible for the process must recognize the barrier that may be hindrances to conception and implementation of the change process These barriers include: (a) lack of concise and coordinated planning/goals, (b) resistance to change within the organizational workforce, (c) failure to consistently evaluate the progress of the proposed change within context of the entire system, and adjust methodology as necessary. Thus, in order to achieve a balance between achieving organizational goals and addressing the uncertainty that may occur in the workforce, organizational leaders are tasked with the responsibilities of finding creative means to facilitate the mandated objectives while at the same time finding vehicles to maintain adequate levels of employee satisfaction and productivity in order to facilitate...
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...Change and Culture Case Study Two It has been six months after the organizational merger and the new administration initiated a significant reduction in force. Organizations are making the tough decision about workforce size and structure because of unstable economic times. Reduction in workforce is a way for the organization to cut costs with employee salaries and benefits. There was a decision made to redesign patient care delivery and the first recommendation was that of a universal worker who would deliver many support services. The manager is faced with the challenge of making the redesign work knowing this model often failed with implemented in other organizations. The purpose of this paper is to discuss the process of job redesign and what work processes and performance expectations must be considered once the design is completed. Discussed is the article by Peter Senge and what steps and structures are put in place to make the organization a true learning organization, encouraging workers and managers to adapt and excel despite of the changes. Described is the plan and control the intra-organizational and inter-organizational communications that must occur to implement the job design changes. Management also must ensure individual job satisfaction. Process of Job Redesign Job redesign is the method used to improve the organizations performance. The job redesign focuses on the enhancement of services with a holistic approach. Job descriptions...
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...purpose of the study was to examine the relationship between Organizational Culture and Employee Commitment. The study was conducted in MCB Bank Lahore branches. The data was collected through questionnaires. The sample size used in this study was 100. The concerned variables are ‘organizational culture’ and ‘employees commitment’. The hypothesis was designed that whether there exists a relationship between the variables or not. The results suggested that there exist a relationship between organizational culture and employees’ commitment. The study emphasizes the future prospects in the research field which can be beneficial for the organizations’ culture. The findings , conclusion and recommendations suggest areas for further research. * * * Contents Abstract…………….………………………………………….……………….i List of Tables……………………………………………………………........iv List of Figures………………………………………………………..……….v List of Acronyms……………………………………………………..………vi Acknowledgement…………………………………………………………...vii 1 Chapter No. 1 1 1.1 Introduction 1 1.2 Organizational Culture 2 1.2.1 Characteristics. 4 1.2.2 Scope of Organizational Culture. 5 1.3 Problem statement 6 1.4 Rationale for the study 6 1.5 Purpose of Study 7 1.6 Research objectives: 7 1.7 Limitations 7 1.8 Assumptions 8 1.9 Hypothesis 8 1.10 Scope of the study 8 1.11 Outline of the study 9 1.11.1 Chapter1. 9 1.11.2 Chapter 2. 9 1.11.2.1 Literature review I: Organizational Culture 9 1.11.3...
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