...http://uir.unisa.ac.za/bitstream/handle/10500/1133/03chapter2.pdf 12 CHAPTER 2 ORGANISATIONAL CULTURE Chapter 1 explored the background to and the motivation for this study, with specific reference to organisational culture and organisational commitment as the main constructs. In this chapter the concept “organisational culture” is explored in more detail. This chapter’s main focus areas include the following theoretical aspects of the concept organisational culture: background, definition, model, dimensions, development, change and management of culture. 2.1 THEORETICAL BACKGROUND TO THE CONCEPT ORGANISATIONAL CULTURE Social scientists have explored the notion of organisational culture as a perspective in organisational theory over the past decades. Brown (1998, p 2) states that “current interests in organisational culture stems from at least four different sources: climate research, national cultures, human resource management and from conviction approaches which emphasise the rational and structural nature of the organisation to be unable to offer a full explanation of organisational behaviour”. Research findings by means of organisational climate surveys that were conducted in the 1970s suggest that organisational culture seems to be a sophisticated approach to understand the beliefs and attitudes of individual members about their respective organisations (Brown, 1998). The origin of organisational culture from a national culture point of view is based, among others,...
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...Is Telenursing in Your Future? Let’s start by answering the question, what is Telenursing? “Telenursing is the use of technology to deliver nursing care and conduct nursing practice.” ("Patient Safety, Telenursing, and Telehealth - Patient Safety and Quality - NCBI Bookshelf," n.d.). As technology continues to integrate the healthcare field, each nurse needs to have a better understanding of what telenursing encompasses. Evaluating the skills needed for Telenursing, as well as the advantages and disadvantages, along with looking at the patient’s perspective will assist this student in answering the question, Is Telenursing in Your Future? Telenursing Skills The profession of nursing crosses the span of the healthcare continuum as innovations...
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...Corporate Blog as CRM Ahuja&Medury Customer relationship management Also described as „information-enabled relationship marketing“ is an enterprise-wide initiative that belongs to all areas on an organization. Comprises processes used by organizations to manage consumer relationships whoch also include collceting, storing and analyzing data. CRM attempts to provide a strategic bridge between information technology (IT) and marketing strategies, thereby aiming at building long-term relationships and profitability. It is vital to maintain appropriate Customer Information management systems by acquiring customer databases and consolidating customer feedback. Companies interact with customers, treat them as organizational assets, learn about them and through the process of incorporating feedback and co-creation develop a level of intimaxy with them. e-CRM Important CRM goal is to build long-term and profitable relationships with chosen customers and further get closer to those customes with every point of contact with them. primary objective of most org is Customer Acquisiton followed by Customer Retention. Heart of Marketing is relationships and nurturing long-term relationships should be the goal of marketing practice. Definition e-CRm: activities to manage customer relationships by using the Internet, web browsers or other electronic touch points. A higher degree of interactivity possessed by these channels further allows companies to: * Engage...
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...Evernote is a type of software that is designed to be used for note taking and archiving. It is considered as a personal search engine or an external brain in life which performs different things and fills a completely different need. The note can be from a piece of formatted text, an excerpt from a webpage, a photograph or anything taken down in notes. With Evernote, it is easier to remember big and small things from everyday life using your computer, phone and tablet. How to use Evernote Evernote can be used to store different type of content whether it is a simple text or an email or an excerpt from an article you want to remember. To have it stored in Evernote, you start it by creating your first note. To get it started, you will click the “New Note” button located on the top of main Evernote window. By clicking, Evernote will create a new note which will show up itself on the screen. As the note appears, you can give the note any title you like, depending upon what are you looking to write for. Now, simply click the main writing box of the note and start typing whatever you want to write in. It is very user friendly and with the options mentioned just above the writing box, you can change the style of text by simply changing the font, increasing or decreasing the size or by changing the color. You can also bold, italicize or underline the text in whatever way you want the text in. One of the main feature of Evernote is, it automatically save and synchronize your note...
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...rg118 Management M intz rg on orga a be niz tions ~ Prof. Ph.D. S ori G e eT oma ( ac t of A dmi s raton and B usne sn- org F uly nit i is U ni rst of B uc s ) ve iy hare t Abstract: He r M itb r i c sd rda on of h mos rp ee tt ewrtr i ma a e n . n y n z eg s on iee s e te t e rsn ai v i s n n g me t e me t il. Onteb ssof i rsac f dn s M itb r p op e atp og of g nz t s T kn nf d e h ai hs eerh i ig , n z eg r osd y ol y or a iai . a ig n on it a c n tersr cu e h dsov rdsv nmaortp sof g nz t s n o cou t h i tu t r, e ic ee e e j y e or a iai . on Ke ywords: Introduction Widely known for his numerous articles and books on almost every management top lar management thinkers of the world.With an easy style and refreshing approach, he is one of the most accessible management writ than 140 monographs and articles, and 13 books, mostly in the management field. H is reputation is high among people who study he later studied at the Sloan School of M an agement,M assachusetts Institute of Technol ogy.H e received a Ph.D .from M IT with the his A ctivities, R oles and Programs by Struc included election as an O fficer of the O rder bec, and selection as D istinguished Scholar for the year 2000 by the A cademy of M anage ment ( . 10) ational research for the C anadian N ational R ailways between 1961 and 1963.A fter that, he became professor at M cG ill in 1968 and visiting professor with several universities and business schools around the world. H e was elected as president of...
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...Internal Analysis of Firms Analysis of the Firm Role of a firm: * Marketing approach: Firm should give customers what they want Nonsense * Exchange is about comprise from both the firm and the consumer * If not -> no exchange * If not -> changement of partner However, the firm can also have technical limits and not being able to reach consumer expectation. That’s why exchanges will be based on the nature of the firm. (short term) The Marketing concept vision is that the firm to deliver a product has only to understand the consumer. Firms are flexible and can adapt them to customers’ requirements. It is true when speaking about pricing and promotion modification needed, less when it touches the product channel. However, it leads to marketing strategy decisions. The relationship between firms and the environment: 3 operating modes: * Firms cannot adapt to the environment – Environmental Strategy * Strong inertial forces constraining change: cultural, technological… * The firm will perish * Firms adapt to the environment – Learning Model * The firm has no barriers to change and is infinitely flexible * The firm will survive * Firms can change their environment - Proactive model * Interaction between firms and their environment impact it… * … however, this approach is going beyond such interaction to create major and explicit change * The firm will survive In practice, the...
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...INTRODUCTION This is an initial paper in which selected aspects of the literature will be examined to address a few of the tenets that are needed in the development of core values. There are many clear or apparent needs in the development of core values, but one of those needs may be singled out depending on the author’s point of view. This paper will examine a few of the tenets that are involved in the development of core values according to the different methods of authors. One of the basics that will be needed in the development of core values in any organization is a bedrock philosophy. As early as 1978, Ouchi and Price were extolling the benefits of orga-nizational philosophy. "The clarity and the widespread acceptance of an organizational philosophy," they wrote, "most clearly separates the Type Z from the Type A orga- nization" (Ouchi and Price 1993, 68). They went on to note that most large Japanese organizations possess a philoso- phy and that many Japanese leaders regarded as vitally important their responsibility to develop, refine, and ar-ticulate this philosophy. DEVELOPING CORE VALUES IN STRATEGIC PLANNING Different authors will present their viewpoint on the development of strategic planning as it relates to organizational structure. The venture for good communi- cation is a never ending pursuit. According to James Schiro, “For any...
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...Whimsley3/18/13 Notes on Identity, Institutions, and Uprisings | Whimsley Whimsley …where Tom Slee writes about technology and politics Notes on Identity, Institutions, and Uprisings Table of Contents Intro uc ion d t Face ook as a “free space” b Con ect ng Iden ity to Ratio al Choice? n i t n Iden ity Cascades t Free Spaces and Screening Insti u ions and Challenges t t Con lu ions c s Intro uc ion d t Fin sh ng up what I said I’d fin sh a cou le of months ago, this is a shorter ver ion of a i i i p s paper on “Iden ity, Insti u ions, and Upris ngs” with less math at cs, no ref r nces (see t t t i em i e e the link above) and more opin on t ng. Also, a longer ver ion of what I’m going to say at i ai s The iz ng the Web 2013 in a few days. or i There is a the et al side to the “Face ook Rev u ion” debate about the role of dig al or ic b ol t it tech olo ies in the 2011 “Arab Spring” upris ngs, and it boils down to two ways of look ng n g i i at things: the micro and the macro. On the one hand, we have the ratio al choice, agentn based approach and on the other we have more tra i ional soci og al approaches based dt ol ic on larger-scale social structures. If you look at some of the key char c er s ics of the upris ngs, it looks like a win for the a t i t i tomslee.net/2013/02/503.html 1/19 3/18/13 Notes on Identity, Institutions, and Uprisings | Whimsley micro side. The ies, and...
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...& supervisory 160 Leadership 161 Different levels of power 161 Leadership style 162 Employee empowerment 163 Corpo. Culture 164 5 stages of controlling 164 Managers role 166 Managerial decision making 167 Managerial skills 168 Trends in management & leadership 169 Formal org. 179 Division of labor 179 Specialization 179 Departamentalization 179 5 tradition ways 180 Line & staff org, 182 Contemporary structures: matrix & committee 182 Advantages of matrix structure 183 Disavantages of matrix 183 Committee structure 184 Understanding group behavior 184 Work groups vr work teams types of teams 186 Degree of centralization 189 Mechanic vr organic structures 190 Informal organization 192 Reengineering orga. Structure 193 Virtual corporation 193 Virtual teams 194 Outsourcing 195 Human resource management 204 HR planning & forecasting 206 Employee recruitment 207...
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...Numbers 4 functions of management 19 10 managerial roles 21 8 attributes of performance excellence 49 5 ingredients of learning org 50 21st century manager 51 2 dimensions of environmental uncertainty 91 4 absolutes of management for total quality control 94 4 steps in control process 202 4 criteria of a good performance obj 207 A Administrators 17 Agenda setting 23 Administrative principles (Henri Fayol) 37 Administrative principles (Mary Parker) 37,38 Argyris’s theory of adult personality 43 Autonomy and entrepreneurship (att of perform excel) 49 Agile manufacturing 95 Absence of prejudice and discrimination (Mul org) 100 Afirmative action (Mana diver) 104 Action orientation (Plan benefits) 193 Advantage oriented (Plan benefits) 193 After-action review (controlling) 201 Asset management (info + finan control) 203 Area structures 252 Authority (dele + empower) 263 Accountability (dele + empower) 263 Authority and responsibility principle (dele + empower) 263 Advisory authority (org) 265 B Belief in human capital 13 Bureaucratic organization (Max Weber) 38 Bias toward action (att of perform excel) 49 Biculturalism 103 Benefits of planning 193 Budget 197 Benchmarking 199 Best practices 199 Benefit of MBO 207 Break-even analysis 209 Benefits of functional structures 250 Boundaryless organizations 258 C Corporate governance 9 Careers 9 Critical skills...
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...ENDOWRIST T TYPE OF TECHNOLOGY: This technol being designed to carr CONTRIBUTION IN USA: Large num technology as it is cost effective. In 2009 EFFECT ON CLINICIANS AND ORGA lot of minor errors which occurs during su are getting benefitted as labo PHYSICAL T TYPE OF TECHNOLOGY: This technolo even after treatments need therapies and so role in giving post he CONTRIBUTION IN USA: Physical th numbers in schools, rehabiliation houses a EFFECT ON CLINICIANS AND ORGAN as they are not getting complaints of po organizations are getting benefit LIFE SUPPO TYPE OF TECHNOLOGY: The techn support system for coma CONTRIBUTION IN USA: The life suppo rate in USA and is benefitt rate in USA and is benefitt EFFECT ON CLINICIANS AND ORGAN revolution for health care organizations Health care organizations also benefits eco Refernces: http://cse.unl.edu/gem/essays/09-10/MS3.pdf Part II 1. One trend that has affected the health care in USA is the rising cost of the health care services. 2. One important factor that has greatest impact on the health care utilization pattern is the introd References: http://www.politifact.com/truth-o-meter/statements/2012/oct/04/barack-obama/obama-said-health-care-prem ENDOWRIST TECHNOLOGY F TECHNOLOGY: This technology is related to robotics where robots are being designed to carry out special surgeries. RIBUTION IN USA: Large number of USA hospitals are preferring this ogy as it is cost effective. In 2009 around 50% surgery was...
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...Keeping Google googley Session 8 – Corporate Culture and Values Group 8 Numrata Navada, 320 Pankaj Yadav, 321 Prasanth C, 325 Rishit Mehta, 333 Tazeen Khan, 352 Q1. What are the key elements of organizational culture that you notice in the case? ARTIFACTS - Rites of enhancement : Recognition Awards Google Founders Awards - Core Job palooza - Tolerance for failures - “taffe s efe ed to as Google s a d Googley - State of the art recreational facilities •Loose organizational structure and aversion to top down management •An innovation-oriented, change-prone culturet e ty-pe e t ti e fo pe so al p oje ts •Recognition and incentive system based upon innovative thinking •Self motivated employees – All job applicants s ee ed fo Googley ualities a d a ility to innovate . VALUES - Innovation & continuous improvement Small company feel : to foster entrepreneurship Consensus- oriented decision making Cohesion and coordination among departments •Leaders who demonstrate a high degree of trust and see their role as to empower, coach, and remove obstacles – mentors rather than managers •A non-bureaucratic organization •Consensus oriented- Policies can be overridden if 80% of decision makers are in consensus Q2. How is the Google ulture ei g ai tai ed? • Human resource management - The recruitment process is intensive and data driven. Candidates are selected on basis of merit as well as their ability to thrive in the dynamic Googley...
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...GESTION DES RESSOURCES HUMAINES Programme 1) Introduction à la GRH 2) Histoire des RH 3) RH fonction stratégique 4) Gestion des Hommes et des Carrières 5) La GPEC 6) Le talent et les compétences 7) Les défis du futur 1) Introduction à la GRH - ne pas confondre GRH et service RH GRH : fonction -> Ensemble des activités de gestion qui visent à allouer, mobiliser et développer les ressources humaines => elle est une responsabilité partagée avec les managers de l'entreprise Service RH : structure -> service qui n'existe que dans les entreprises ayant atteint une certaine taille (en général, plus de 200 personnes) et comprend l'ensemble des spécialistes de la GRH Pour Martory et Crozet (2010) = gestion des H au L dans les organisations 1) gérer c'est faire des choix => il faut donc prendre des décisions sous contraintes 2) la GRH est influencée par les décisions relevant d'autres parties de l'organisation (comptables, financières, techniques, juridiques) 3) il faut à la fois tenir compte du caractère autonome des individus et gérer les attentes et les intéractions sociales Contraintes internes / contraintes externes LA GRH EST LIE A LA STRATEGIE (de coût, de différenciation, de diversification, de spécialisation) La GRH concerne les entreprises privées et publiques dès lors que sont réunis des individus vers un objectif commun. A la fois technique et stratégique, elle fait appel à des compétences variées et à une bonne compréhension...
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...This is a new role for HR and therefore it may have to acquire new skills and capabilities. In time, the concept of HR as a strategic partner will make business sense. • Becoming an Administrative Expert - In their new role as administrative experts, however, they will need to shed their traditional image of rule-making policy police, while still making sure that all the required routine work in companies is done well. In order to move from their old role as administrators into their new role, HR staff will have to improve the efficiency of both their own function and the entire organization. But decreased costs aren't the only benefit of HR's becoming the organization's administrative expert. Impr oving efficiency will build HR's credibility, which, in turn, will open the door for it to become a partner in executing strategy. • Becoming an Employee Champion - Companies cannot thrive unless their employees are engaged fully. Engaged employees - th at is, employees who believe they are valued - share ideas, work harder than th e necessary minimum, and relate better to customers, to name just three benefits. In their new role, HR professionals must be held accountable for ensuring that employees are engaged - that they feel committed to the organization and contribute fully. HR must now take responsibility for orienting and training line management about the importance of high employee morale and how to achieve it. In addition , the new HR should be...
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...IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE ( A CASE STUDY OF TOTAL NIGERIA PLC) Background of the Study The history of planning is old as man himself planning had started from the ancient era during the primitive period when there were no industries or firms. Planning is a basic function of management thus therefore means that planning pervades all the functional area of management which include personnel, production, research and development, marketing and finance. Through planning organization goals and objective are determined; the resources available must be strategies to achieve the goals and objectives. Planning provide answers to what? How? When? And their relationship to organization activities. In personnel management function, human resources panel is a basic function. Human resources planning is sometime referred to as workforce planning, which is defined as the process of the right number of qualified people into the right job at the right time. To ensure adequate workforce in the organization, management must plan properly, proper planning in this respect involves accurate projection of the future, taking inventory of existing workforce, comparing the force with the existing one and take corrective measure. Productivity means rate of output, degree of result and success which is directly related to profitability and turnover. This research study concentrates on the possible impact of human resources planning on workers productivity...
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