...We would like to thank to our sir and parents for their help and guidance through out our life. We really want to thank our teacher Sir. Mushtaq Ahmed for his help and to our parents for their moral support to us. Table of Contents INTRODUCTION: 5 RATIONALE AND SIGNIFICANCE: 5 OBJECTIVE OF THE STUDY: 6 CONTRIBUTION: 7 LITERATURE REVIEW/PAST RESEARCH: 7 PROBLEM STATEMENT: 10 THEORATICAL FRAMEWORK: 10 HYPOTHESIS TO BE INVESTIGATED: 12 RESEARCH DESIGN: 12 Methodology: 13 Instrument: 13 Data analysis: 13 REFERENCE: 14 TOPIC: “ROLE OF CORPORATE CULTURE ON EMPLOYEE PERFORMANCE” INTRODUCTION: In the modern business world of today, it is imperative that individuals understand each other as members of the same organization. The study of culture attempts to describe some underlying dynamics...
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...of Human Resource Management The Effectiveness of Cross-Cultural Training for Executives in Oil & Gas Companies within the Klang Valley ABSTRACT Cross-cultural interactions are rapidly increasing. Globalisation and cultural diverse communities are lending themselves to daily intercultural exchanges. With greater diversity, we require greater open-mindedness, tolerance and sensitivity. Those in direct contact with culturally different members are in greater need of such skills, and often require training to become more cross-culturally sensitive. Cross-cultural training program for individual going abroad, address such issues and prepare participants to work and live overseas. Cultural conflicts affect the efficiency of the employees’ performance at workplaces and it is believed that employees from different cultural backgrounds will have to improve their communication skills. An intercultural training programme is needed in order to prepare multicultural employees for surprises that could arise in complex cultural situations without being frustrated, stressed, and puzzled. TABLE OF CONTENTS TITLE PAGE PAGE ABSTRACT ii ABSTRAK iii ACKNOWLEDGEMENT iv DECLARATION v TABLE OF CONTENTS vi LIST OF TABLES ix LIST OF FIGURES x Chapter 1: Introduction 1 1. Introduction 1 ...
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...83 (2013) 11–21 Contents lists available at SciVerse ScienceDirect Journal of Vocational Behavior journal homepage: www.elsevier.com/locate/jvb Adapting to change: The value of change information and meaning-making Machteld van den Heuvel a,⁎, Evangelia Demerouti b, Arnold B. Bakker c, Wilmar B. Schaufeli a a Dept. of Work & Organizational Psychology, Utrecht University, PO Box 80140, 3508 TC Utrecht, The Netherlands Dept. Industrial Engineering and Innovation Sciences, Human Performance Management Group, Eindhoven University of Technology, PO Box 513, 5600 MB Eindhoven, The Netherlands c Dept. of Work & Organizational Psychology, Erasmus University Rotterdam, P.O. Box 1738, 3000 DR Rotterdam, The Netherlands b a r t i c l e i n f o Article history: Received 10 January 2013 Available online 19 February 2013 Keywords: Adaptability Adaptive attitudes Adaptive behavior Change information Meaning-making Organisational change a b s t r a c t The purpose of this 3-wave study is to examine the micro process of how employees adapt to change over time. We combined Conservation of Resources theory with insights from the organizational change literature to study employees in a Dutch police district undergoing reorganization. A model was tested where employee adaptability, operationalized by the presence of resources, predicts individual adaptive attitudes as well as adaptive behavior over time. Change information was included as a contextual...
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...How Cultural Issues Affect the Processes of Joint Ventures in China Since 2000 Nicolas Francisco Herrera Giraldo Abstract: This paper purpose is to identify which are the more remarkable cultural facts at the moment of doing joint ventures with china. Taking in consideration that this country has presented a representative economical growth and that many western and occidental countries have decided to execute strategically movements to improve their processes with tools as joint ventures. Different cultural issues that distant the normal develop and pace of activities between China and other different countries when doing international joint ventures were defined. This paper may be helpful for managers and companies whiling to start doing business with China Key Words: China, businesses, joint venture, cultural issues, processes 1. National cultural issues 1.1Power distance disparity among China and other countries. This dimension deals with the fact that all individuals in societies are not equal, it expresses the attitude of the culture towards these inequalities amongst us. Power Distance is defined as the extent to which the less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally. It has to do with the fact that the followers endorse a society’s inequality as much as by the leaders. Small power distances cultures believe in the importance of minimizing social or class inequalities...
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...Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. As you can see from the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, change, leadership, teams, etc. Success isn’t a destination it’s a process. And the margin between successes is often small. Ob is all about studying the principles of defining nd achieving success in your organization and life. Impact of ob Organizational behavior is an aspect of doing business within large companies that many executives have overlooked. This organizational behavior impacts every nook and cranny of a company. Thinking about the organizational behavior and how people act within a company can foster new ways of managing people that can have longer-term impacts on profitability. For example, unionized work forces may have a more negative environment then non-union work environments due to the natural adversarial relationships between company management and union officials. In unionized environments many employees may feel as though their supervisor is abusing them and therefore they regulate...
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...8/6/2012 Re: Management’s behavior With the merger of EnviroTech I will like to discuss how we are going to face the upcoming challenges of making it a smooth transition. We all must be mindful of the impact our behavior will have on morale and the productivity of our employees. Our employees are the lifeblood of InterClean and as managers we are the heart that pumps that blood. Attitude is generally reciprocated. If you show enthusiasm and determination while implementing the changes it will inspire your employees to do the same. Showing sincere admiration for your staff and an interest in their well being will motivate them to work harder. It is more important than ever now that we create an environment of employee empowerment and have open communication. Employees need to know what is expected of them and how the company is going to help them achieve success. We need to discuss the changes with them and seek their input. We should discuss the impending training strategy and how it will affect them individually and collectively as a team. People work harder because of the increased involvement and commitment that comes from having more controlled and say in their work. They work smarter because they are encouraged to build skills and competence. They work more responsibly because their employers place more responsibility in the hands of employees farther down in the organization (Cascio, 2005). Rumors should be put to rest and managers should you make an intensive...
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...Innovation………………………………………………………………………………….4 Building An Ambidextrous Organization………………………..…………………………………6 Conclusion and Recommendations………………………………………………………………….8 Reference……………………………………………………………………………………………...9 Appendix…………………………………………………………………..………………………...12 “The Breakthrough” One dictionary definition of breakthrough is: "a significant and dramatic overcoming of a perceived obstacle, allowing the completion of a process." But what really makes an innovation a breakthrough (radical, disruptive) one, rather than incremental, from a marketing point of view? According to Boston Consulting Group report, breakthrough innovations are defined as “innovative products that offer consumers significant new benefits through advances in technology, formulations, or applications or through more convenient packaging (Boston Consulting Group (BCG): A Disciplined Approach to Breakthrough Innovations). Christensen (1997) argues that a necessary condition for an innovation to be disruptive is that it “captures new markets in an original and unexpected way.” Academics of marketing literature differ in their opinion about a relationship between a significant new technology and disruptive innovation. Some authors believe that radical innovation goes hand-in-hand with a significant new technology (Veryzer et al. 1998, O’Conner et al. 1998). Although the notion that significant new technology is an unavoidable condition of radical innovation can be infirmed by Sony Walkman example. Sony Walkman...
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...Health Care Organizations course. Merger Memo MEMORANDUM TO: All Employees FROM: Management Team DATE: January 30, 2015 SUBJECT: Healthcare International Organization Merger CC: Leadership Team In response to the recent merging of Healthcare International and Care Alliance Health Systems, the management teams of both medical facilities has come together to write a memo on the merger and the effect that it will have within our new organization. Our organization will now be called Care Alliance International Systems. This memo will discuss how the merger will affect our organizational culture (on products and services), how organizational behavior affects overall quality, and how organizational behavior affects competition and human relations. In addition to that, this memo will review how job design, work processes, and performance expectations effect our organization. Lastly, this memo will discuss how the management team will ensure the success of the new Care Alliance International systems. Organizational Culture: Care Alliance Health Systems is dedicated to providing a healthy culture within our facilities so that we may maintain our spirit of excellence with our customer service. There are several impacts of organizational culture on products and services that includes all of the following: company culture, talent, and service excellence. The culture of an organization consists...
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...Running Head: CONTINUAL PARADIGM SHIFTS IN ENTREPRENEURIAL LEADERSHIP Continual Paradigm Shifts in Entrepreneurial Leadership Barbara Gilley Professor Daniel Frost BUS508013VA016-1116-00: Strayer University July 17, 2011 CONTINUAL PARADIGM SHIFTS IN ENTREPRENEURIAL LEADERSHIP Pg.2 ABSTRACT This paper will focus on Creating a hybrid theory/philosophy which combines the common elements found in the thinking of Case, Kouzes, and Drucker, including the new definition of entrepreneurial leadership presented in Understanding Entrepreneurial Leadership in today’s Dynamic Markets, and will describe what type of organization a transactional, transformational, and authentic leader would thrive in the most, as well as which type of leader would thrive the least, as well as, evaluating the resources and tools available through the Small Business Administration and SCORE, and determine which single resource or tool is most useful to the greatest number of businesses; a rationale will be explained. This paper will evaluate the resources and tools available through the Small Business Administration and SCORE, and determine which single resource or tool is most useful to the greatest number of businesses and a rationale will be explained; and this paper will create a list of leadership best practices that would apply to the greatest number of businesses both small and large, and a rationale will be explained. CONTINUAL PARADIGM SHIFTS IN ENTREPRENEURIAL...
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... Firstly the KSAOs that contribute to successful and effective job performances, secondly, KSAOs can be evaluated, in other words they must be measurable and observable, and lastly, through KSAOs, managers are able to distinguish the superiors performers form others. Importance of competency Armstrong (2010) explains that ‘competency represent the language of performance. They can articulate the expected outcomes from individual efforts and from the manner in which the activities are carried out. Because everyone in the organization can learn to speak this language, competencies provide a common universally understood means of describing performance in many different contexts.’ Competency based approaches takes the view of the abilities of employees to shift between jobs as well as proficiencies in the associated tasks for various positions. The human resources managers need to identify the KSAOs that are essential for the organization to achieve its strategic goals. Traditionally, competency based approaches identifies the required KSAOs regardless of jobs, however in the recent years there is a shift in which competency based approaches now focus on identifying the required KSAOs for the various job levels and roles, as well as those that apply at organizational level. By selecting employees who process the KSAOs which contributes to superior performances, the organization is trying to minimise the gap between organizational success and individual...
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...our place of employment. Diversity is represented in a number of characteristics such as ethnicity, sexual preference, age, religious affiliation, learning styles, education and life experiences. It's important to understand how these differences affect motivation, performance, our interactions with others, and professional achievements. (Scott, n.d.) Diversity not only affects how people perceive themselves, but also in large part how they perceive others. Those perceptions affect all the interactions they will have with one another. Human resource personnel need to affectively deal with multiple types of issues such as communication, adaptability and change in order for a diverse group of employees to function as an organization. Over the next several years, diversity within organizations will continue to increase. Successful organizations currently recognize the need to immediately respond to this need and are willing to put their money where their mouth is. These organizations are ahead of the game and are ready and willing to invest what is required of them to manage diversity in the workplace now. Communicating Diversity Diversity training and education is an imperative part of supporting the customer service efforts of an organization. Organizations who implement diversity training will have a better understanding of what barriers may be affecting their key customers as well as improve the communication between their employees and their clients. Employees who participate...
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...Report on THE IMPACT OF LEADERSHIP STYLE ON MOTIVATION IN WORK ORGANIZATIONS Submitted to: Lorin Walker, Manager and Gary Hart, Instructor for OB 689R Submitted by: Leonard Winegar April 20, 1977 i ABSTRACT This report is an evaluation of leadership style as it affects motivation and productivity in work organizations. The terms pertinent to this work are first defined. Historical and current theories are then presented and discussed. Theory understanding and implementation are essential to increase motivation in the organization. Data from leadership style studies is presented showing that situational determinants, traits, and wide style range are essential to promote motivation and effective leadership. There is no single "narrow" leadership style for all occasions rather the whole leader is needed for optimum productivity. ii TABLE OF CONTENTS ABSTRACT...................................................................................................................................i TABLE OF CONTENTS................................................................................................................ii I. INTRODUCTION.......................................................................................................................1 II. LEADERS DEFINED...............................................................................................................2 Leadership and Leadership Style Illuminated...........................................
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...Chapter 1: THE DYNAMIC ENVIRONMENT OF HRM LEARNING OUTCOMES After reading this chapter, students should be able to: • Discuss how cultural environments affect human resource management (HRM) practices. • Describe how technology is changing HRM • Identify significant changes that have occurred in workforce composition • Describe the HRM implications of a labor shortage • Describe how changing skill requirements affect HRM • Explain why organizational members focus on quality and continuous improvements • Describe work process engineering and its implications for HRM • Identify who makes up the contingent workforce and the HRM implications • Define employee involvement and list its critical components • Explain the importance of ethics in an organization. CHAPTER OVERVIEW The chapter’s opening vignette illustrates how Four Seasons Resorts and Hotels uses the Golden Rule to treat the employees as you expect them to treat the customer. While customers like to be pampered, so do the employees as evidenced by the Four Seasons being listed in Fortune magazine as one of the “Best Companies to Work For” every year since the list started in 1998. Overviews of today’s dynamic business world, highlighting cultural environments, globalization, technology, and social history evolution, set the stage for discussions about the implications to the HR field. These topics include: multicultural issues, global workforces, HRM technology, workforce...
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...that deals with the acquisition, deployment, and retention of the organizations workforce. Staffing strategy involves making decisions about the acquisition, deployment, and retention of an organizations workforce. Tanglewood is a chain of retail stores that feature items such as clothing, appliances, electronics, and home décor, and currently has stores in 12 regions. These regions include Eastern Washington, Western Washington, Northern Oregon, Southern Oregon, Northern California, Idaho, Montana and Wyoming, Colorado, Utah, Nevada, New Mexico, and Arizona. After reviewing the report that was provided to me, I have been able to come up with many recommendations for the staffing quantity and staffing quality strategies for Tanglewood . After careful review of the strategic staffing decisions depicted in exhibit 1.7, on page 26 of my text book, Staffing Organizations, I have come to the conclusion that the three most useful staffing quality and staffing quantity strategies that would be most useful for Tanglewood would be developing talent, internal hiring, and exceptional workforce talent. Tanglewoods success is due entirely on their strong culture, and the organization firmly believes that this strong culture should be maintained. Tanglewood is currently concerned with the Western Expansion of organizations such as Kohls, and Target, which would create more competition for the organization. Tanglewood should distinguish themselves from their competitors by...
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...Organizational culture (OC) is a noticeable force in any organization. Created by the employees shared values, beliefs, work habits, and actions. The organizational culture (OC) leads individual decisions and actions unconsciously. As a result, it can have a powerful effect on a company’s well-being and success. There are three insights for organizational cultures that can affect the outcome of the organization in question. Among these insights are passive/defensive culture, constructive culture, and the aggressive/defensive culture. According to (Hunt , Osborn & Schermerhorn, 2008) “Among these three types of organizational cultures, the constructive culture would be most associated with high-performance organizations. In constructive cultures, researchers find that people tend to work with greater motivation, satisfaction, teamwork, and performance. In passive/defensive and aggressive/defensive cultures, motivation tends to be lower and work attitudes less positive.” Many believe that culture creates a common ground for team members to relate to. Organizational culture creates a common ground for team members. This culture provides a sense of direction so that all team members know what is expected. It contributes to a sense of teamwork and unity. A culture can be a trademark and vision that a company can relate to. “Organizational behavior (OB) is the study of human behavior in organizations. It is an academic discipline devoted to understanding individual...
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