...1. Define organizational culture and discuss its three layers. Organizational culture represents the shared assumptions that a group holds. It influences employees' perceptions and behavior at work. The three layers of organizational culture include observable artifacts, espoused values, and basic assumptions. Artifacts are the physical manifestations of an organization's culture. Espoused values represent the explicitly stated values and norms that are preferred by an organization. Basic underlying assumptions are unobservable and represent the core of organizational culture. 2. Discuss the difference between espoused and enacted values. Espoused values represent the explicitly stated values and norms that are preferred by an organization. Enacted values, in contrast, reflect the values and norms that actually are exhibited or converted into employee behavior. Employees become cynical when management espouses one set of values and norms and then behaves in an inconsistent fashion. Chapter Scan Corporate cultures provide identifying characteristics and values for organizational members to appreciate and learn. Cultures are distinguished by artifacts, values, and basic assumptions. The socialization process is the entry stage in an organization that provides clues about its culture. Cultures are difficult to change, yet change is necessary in some instances for survival. Organizations need an adaptive culture in order to respond effectively to the...
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...Organizational culture is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Ravasi and Schultz (2006) state that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. At the same time although a company may have "own unique culture", in larger organizations, there is a diverse and sometimes conflicting cultures that co-exist due to different characteristics of the management team. The organizational culture may also have negative and positive aspects. Hofstede (1980) looked for global differences between over 100,000 of IBM's employees in 50 different countries and three regions of the world, in an attempt to find aspects of culture that might influence business behavior. He suggested about cultural differences existing in regions and nations, and the importance of international awareness and multiculturalism for the own cultural introspection. Cultural differences reflect differences in thinking...
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...on the internet as a student is very important and many students use this information for papers or other assignments. Without the ability of identifying credible a student runs the risk of basing an assignment around information that is misguided, disproven, or flat out untrue. This is why students should learn how to not only gather information but also evaluate it for accuracy and credibility. * * Describe three strategies that students can use to identify which search results are worth exploring when using the Internet to research a topic? There are quite a few strategies students can use to identify which search results are worth exploring. Firstly, looking at the URL is the most important strategy to me. Looking for ".org", ".gov", or ".edu" in the URL is very important. The website name is also important when doing research, remembering that sites like Wikipedia are not as credible as TheNationalGeographic.com, for example. Most things ending in “.com” may not be the most credible in all cases but there are a few. That is why you must also check the summary or description of the search results. Looking at the synopsis and examining the related searches listed is very important. The summary may show signs of bias, which can show whether the site is personal, political, or research oriented. At times the synopsis may be vague but this does not mean the search is...
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...Organizational Culture & Leadership byEdgar H Schein "Some are born great, some achieve greatness, and some have greatness thrust upon 'em" Shakespeare, Twelfth Night notes compiled by Ted Nellen Oct 1997 OCAIonline (Organizational culture assessment instrument online) a hassle-free tool for diagnosing organizational culture, developed by professors Robert Quinn and Kim Cameron. Organizational Culture Blog Diagnosing and changing organizational culture Culture a phenomenon that surrounds us all. Culture helps us understand how it is created, embedded, developed, manipulated, managed, and changed. Culture defines leadership. Understand the culture to understand the organization. Defining Organizational Culture culture is customs and rights. good managers must work from a more anthropological model. Each org has its own way and an outsider brings his/her baggage as observer. Understand new environment and culture before change or observation can be made. 1. Observe behavior: language, customs, traditions 2. Groups norms: standards and values 3. Espoused values: published, publicly announced values. 4. Formal Philosophy: mission 5. Rules of the Game: rules to all in org 6. Climate: climate of group in interaction 7. Embedded skills: 8. Habits of thinking, acting, paradigms: Shared knowledge for socialization. 9. Shared meanings of the group 10. Metaphors or symbols: Culture: norms, values...
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...CEO Stephen Walsh, who chose to maintain a ‘neutral’ status during project initiation, responsibility for implementing the A.P. system fell on Leblanc, who had no prior project management experience. Leblanc established a sense of urgency for the new project, but multiple attempts to create a strong guiding coalition failed because there was not a diverse enough set of representatives in the Steering Committee or the Implementation Committee. Without a strong committee, a cohesive vision cannot be achieved or communicated throughout the division. The committees failed to address a major factor of change: their company culture was bound by deep-seated norms, values and attitudes “not easily [altered despite P.T.’s strategies for change].” As many trust officers were company veterans of 20-30 years, their understanding of doing business had evolved into the culture that was P.T.’s, which did not include use of technology (tech.) to interact with...
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...Culture and Globalization Table of Contents PREFACE ............................................................................................................................................................................... 2 INTRODUCTION ...................................................................................................................................................................... 2 GLOBALIZATION VS. LOCAL CULTURES .................................................................................................................................... 3 THE INFLUENCE OF U.S. CORPORATIONS ON LOCAL MORES ................................................................................................... 3 THE DOMINANCE OF THE AMERICAN MARKET .......................................................................................................................... 4 THE INTEGRATION OF CULTURES ............................................................................................................................................ 6 REAFFIRMATION OF LOCAL CULTURE ...................................................................................................................................... 6 A CLASH OF CIVILIZATIONS?.................................................................................................................................................. 7 CULTURAL IMPACTS OF GLOBALIZATION ....................................................
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...person or to their culture The greater the number of the positive responses shows the person’s greater identification with traditional heritage. (Spector 365) .Based from the writers experience, a person needs to answer questions in a heritage assessment tool and these questions are * Place of birth of one’s parents * Place of birth of their respective parents * His or her age when family migrated to the United States * Composition of one’s family * Number of family members which that person lives with * Degree of interaction with family members living outside one’s home. * Religion of one’s family * Religion of one’s spouse * Religion of one’s neighbors * Degree of belief in one’s religion and observance of religious holidays Based on these questions which was answered by the writer she found that she is Christian catholic, and was born and raised in India along with her family and parents. The Indians beliefs are very different than other culture. We still believes in strong family and have long families who lives together in a single house share their happiness and sorrows . the writer also realized that she is very close with her family and keep in contact with all her relatives which is important to the Indian culture also. The writer has compared the Indian-American heritage to the methods usually used in Indian culture and that to maintain healthy, her culture uses modern medicine mainly. The American culture...
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...Assignment Number: 2 Module Code: PM6061 Student Number: 12179825 Student Name: Keith McNamara Module Title: Organisational Behaviour Word Count:1,996 Module Code: PM6061 Student ID 12179825 Lecturer: Nuala Ryan Page 1 of 18 Contents Introduction………………………………………………....3 Understanding Culture within Element Six……………….4 Change Management within Element Six……………….5 Global Employee Survey…………………………………..7 Conclusion……………………………………………..…14 Bibliography……………………………………………..15 Module Code: PM6061 Student ID 12179825 Lecturer: Nuala Ryan Page 2 of 18 Drawing on the literature provided, diagnose the type of culture in your organisation using the theory discussed in class. Discuss the strengths and weaknesses associated with your company’s culture. Introduction Before commencing let me first provide a background of the organisation in which I work. Element Six is an independently managed synthetic diamond supermaterials company. Element Six is part of the De Beers Family of Companies and is co-owned by Umicore, the Belgian materials group. Element Six is a global leader in the design, development and production of synthetic diamond supermaterials, and operates worldwide with its head office registered in Luxembourg, and primary manufacturing facilities in China, Germany, Ireland, Sweden, South Africa and the UK. For over 50 years, the core business has remained the synthesis and processing of synthetic diamond supermaterials, a term which includes...
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...last decades, the rapid acceleration of a process so called “globalization” has shifted our society to an era where interconnectedness, integration and interactions centered in the development of a new world, where everyone and everything are linked together one way or another. In a few recent decades, with the development in communication and technology that the world has witnessed the rapid increase in international trade, investment, immigration and the culture assimilation at an unprecedented quantity and quality never recorded before in human history. As such, globalization can be interpreted in some main characteristics: disembedding, acceleration, interconnectedness, movement, mixing, and vulnerability and re embedding. Characterized by these features, effects of globalization on different aspects are various but one cannot deny its long-term impacts on the enjoyment of human rights as well as social and cultural identities. On the one hand, people argue that this globalizing trend means homogenization of culture and social identities which diminishes the attainment of human rights, while the others believed that the concept itself not only enhance and liberate the full enjoyment of such basic rights of each individual but also mix and produce diversity of identities. Therefore, the following arguments of the essay will be structured in a way that would analyze both negative and positive positions of globalization that might affect society in a long run. The essay will...
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...Multicultural Competency Paper Psych 535 November 3, 2014 Professor Cejka Individuals, who have the ability of understanding and appreciating an adequate amount of another culture while having the ability to communicate and work with individuals from that culture, are socially capable. The American Psychological Association formed a group of culture detailed and multiethnic rules. These particular guidelines supply a platform for psychologists for the effective dispersal of services to the general public (GMETRPOCP, 2003). Focusing on guideline number one, “psychologist are encouraged to recognize that, as cultural being, they may hold attitudes and beliefs that can detrimentally influence their perceptions of and interaction with individuals who are ethnically and racially different from themselves” (GMETRPOCP, p.8, para.12, 2003). It is truly vital that psychologists identified and admit that his or her individual ideas, opinions, and outlooks can influence the effectiveness of the rapport he or she has with his or her clients. This is of the greatest significance because unwillingly, a psychologist’s individual view of another person can lead to negative judgments built on the group in which the psychologist’s has categorized the individual. Many issues become pertinent, including factors that can influence individuals to begin categorizing others that can lead to attitude changes simply because someone is racially or culturally different...
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...Leading Org. Culture & Change Case 1: Four Seasons Goes to Paris 1. What has made Four Seasons successful over the last 30 years? A number of main factors have contributed to the success of Four Seasons over the last 30 years. To begin with, Four Seasons has had an exceptional management team and structure that has had the ability to deliver and maintain its highest and most consistent service standards at each property in a cost-effective manner. These top managers were all world citizen, which means that they are able to act as the local citizens in any country around the world; for example, Italian in Italy, French in France. The process for opening and operating a hotel stays the same, each of their hotels is tailor made and adapted to its national environment. Four Seasons has seven “service culture standards” which are followed by employees all over the world at all times as well as 270 core worldwide operating standards. This gives the Four Seasons a set standard for each property to follow and gives the company some sort of unity from one property to another. Exceptions to the 270 core standards are allowed if it makes local sense and will give the guests a better local feel. Due to Four Season's extensive coverage, standards were often written to allow local flexibility which has contributed their success. The main value that puts Four Seasons ahead of the competition is an exceptional, personal service that puts the customer above all. Four Seasons offers...
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... It is notable that culture plays a crucial role in all negotiation process, such as to determine its triumph or fiasco. This paper aims to relate the general cultural aspects of the Brazilian people, how these characteristics influence their behavior during the international trading process and how to generally deal with them as the other party in negotiations. 1. INTRODUCTION In this era of globalization, there is an inordinate necessity to comprehend how culture effects negotiations among parties in diverse areas of the world. Culture deeply influences how people communicate, think and behave. Prosperous cross-cultural negotiations require a perception of the negotiation style of those involved in the process, and the approval and respect of their cultural dogmas and rules. As mentioned, it is unquestionable that culture profoundly influences how people think, communicate and behave (Faure, 1999), thus guiding the type of transactions made and how they are traded. Cultural differences between the negotiators can create barriers that prevent or hinder the development of negotiations. Therefore, knowledge, acceptance and respect for the culture of the parties are essential to ensure the success of a negotiation and to avoid possible misapprehensions. Hence, to analyze and note the style adopted by the negotiators of a given culture is a challenging and exigent mission. Hence, to analyze and note the style adopted by the negotiators of a given culture is a challenging and...
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...Ever since middle school, I had an interest in social studies, especially in the cultural topics. I loved to learn about the different cultural and customs that are in the world. Cultural anthropology is a field that I am very intrigued in. According to the Occupational Outlook Handbook anthropologists and archeologists “study the origin, development, and behavior of humans”. The Cultural Anthropology program of the national park service said that cultural anthropology “specialize in the study of culture and peoples’ beliefs, practices, and the cognitive and social organization of human groups”. In the occupational outlook handbook explain the job descriptions for anthropology. They plan cultural research, and collect information from observations,...
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...could perhaps may lead to problems if the outsourcer back out on their contract if they feel the working relationship is not going so well as well as hidden costs, for example if a contract is already sign and there are other additional services that are needed there will be a cost associated. Anything that is not covered is considered additional cost to the company. Other issues the company might face are the treat to security and confidentiality. This is one of the most important aspects of any business; you are in charge of keeping payroll, medical, and other confidential information that will be transmitted to the outsourcing company. These are some of the barriers a company when might face just to name a few. Cultures and the expectations within cultures affect all aspect of any business transactions. It is important for the Western marketers to be aware of the expectations of their counterparts around the world. Inability to understand the basic...
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...Material Found Only In Slides (I have placed an ASTERISK on slides with non-book content that is exam material) • Material Found Only In Book (e.g. definitions, frameworks,…) Strategy & Strategic OB: K&K Chapter 1: Definitions (key terms): contingency approach, human capital, management, organizational behavior, social capital, Theory Y, total quality management Reading: p.5-16 (just the top of 16) Key concepts Human Relations Movement Theory X, Theory Y Total Quality Management Deming’s 85-15 Rule Contingency Approach Human Capital Social Capital Congruence Model Organizational Culture & Socialization: K&K Chapter 2: Definitions (key terms): adhocracy culture, anticipatory socialization, change and acquisition, clan culture, enacted values, encounter phase, espoused values, hierarchy culture, market culture, mentoring, onboarding, organizational culture, organizational socialization Reading: p. 36-54 (just the top of 54) Key...
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