...Organizational Culture The culture of an organization is the foundation for how that organization operates. It directly affects the way leaders of the organization measure success and influences how every member of the organization operates on a daily basis. As the authors of Principles of Management, v. 1.1 (Carpenter, Bauer, & Erdogan, 2013) state, “An organization’s culture may be one of its strongest assets or its biggest liability” (p. 206). This paper will examine the culture of an organization very familiar to the writer. This examination will focus on its Orginazational Culture Profile (OCP) (Carpenter, Bauer, & Erdogan, 2013) and how this profile impacts the organization. Organization Overview The organization selected possesses several dynamics that contribute to an interesting cultural mix. The combination of being a publicly traded technology company along with being a regulated telephone company (TELCO) creates a very conservative yet aggressive and outcomes based culture. Additionally, organizational growth over the last several decades by way of mergers and acquisitions creates a unique blend of cultures. Telephone Companies tend to be very conservative by nature due to multiple factors. First, as a regulated entity, they are required to abide by specific local, state, and federal regulations. These regulations expose the company to civil and criminal penalties if violated. Second, because telephone companies provide services customers expect...
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...On-Campus activity to be done in Kinnaird College. Question: You interact with your college frequently as a student. Assess the culture of Kinnaird by looking at the following aspects: 1. Physical Design: Buildings, furniture, parking lot, offices, café’ etc. Where are they located and why? Where do students and employees park? What does the architecture says about college? What activities are encouraged and discouraged by the physical layout? What these things have to say about organization values? Ans. The Kinnaird College for Women is prestigiously located at jail road, Lahore. It is a prime location. The building spreads over 20 acres. The college has different blocks or buildings that are carefully separated by beautiful and well maintained gardens. The entire college is well maintained and the atmosphere is very clean. Some buildings of the college contain old furniture while others newly built blocks have new furniture. The college is facilitated with generators to avoid disruption of studies. However the availability of air conditioners is scarce. The parking lot is spacious. There are two areas of the parking lots. One is for faculty while the other is for students. The entrance has been made secure with the help of metal detectors as well as staff for personal checking and guards at the main gates. The college café offers a variety of food for students and the staff. It goes beyond healthy fresh juices, lemonades and salads to the more popular pizzas, French...
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...creating a comprehensive workplace environment in the organization. Although majority of the analysts state that a diverse workforce is a good move for the company, cultural diversity can lead to increase of ethical issues that can be problematic for managers and employees to resolve. Issues that arise include cultural diversity consists of religious differences, gender issues, hiring decisions and lastly business practices. A culturally diverse workforce in an organization may have individuals with different religious beliefs. There will be times when employees' religious beliefs conflict with the organization's diversity policies. For example, a diverse organization welcomes vendors, employees and customers of different genders. This may create an ethical dilemma for employees who have a religion based belief that only accepts heterosexuality as the right sexual orientation. Women nowadays tend to have the same opportunities for promotion as men. This gender issues can ignite several ethical problems. While in some countries, women are legally subordinate to men. Male and female workers from these countries may find it difficult to adapt to a diverse work environment where men report to women, and women occupy top executive positions. In addition some cultures consider this as immoral when women and men who are unknown to each other to look each other in the eye during social or work interaction. An organization who wants to have a culturally diverse workforce must...
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... DILLEMAS ON ORGANISATION CULTURE * Culture is a belief, yet the forces that are created in social and the organisational situations that derive from that culture are powerful. * Organisational Culture in other words the corporate culture is the collective behaviour of people which is a part of the organisation. This culture is quite dependant on the values, norms, visions, work ethos an organisation follows. * To start with culture as a whole is a very undefined ,ambiguous, and abstract. Hence in organisation ,settling in that culture is a huge task for an individual * For an effective performance of the organisation the culture has to have a strong and well defined culture to the employees to avoid discrepancies of any sort. * Many usages of the word culture display not only the superficial and incorrect view of culture, but also a dangerous tendency to evaluate particular cultures in a particular way. * Personality is to an individual and culture is to a group. Hence if a leader tries to impose certain culture which has been embedded by him may or may not be liked by some of the group members which could lead to conflict, difference in opinion, etc. * Culture is an ever changing phenomenon as and when we change our group may it be peer group, family etc culture changes accordingly eventually creating a new culture. * We must avoid complex models of culture and build on deeper and more complex anthropological models...
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...Corporate culture of the organization Corporate culture — set of models of behavior which are acquired by the organization in the course of adaptation to environment and the internal integration, shown the efficiency and divided by the majority of members of the organization. Components of corporate culture are: * the accepted system of leadership; * styles of a resolution of conflicts; * operating system of communication; * position of the individual in the organization; * features of gender and international relationship; * the accepted symbolics: slogans, organizational taboos, rituals. The term "corporate culture" appeared in the XIX century. It was formulated and applied by the German field marshal Moltke who applied it, characterizing relationship in the officer environment. At that time relationship was regulated not only charters, courts of honor, but also duels: the saber scar was obligatory attribute of belonging to officer "corporation". Rules of behavior, both written, and unwritten, developed in professional communities in medieval guilds, and violations of these rules could lead to an exception of their members of communities. Corporate culture usually existing in the organizations — a difficult complex of the assumptions which are unsubstantially accepted by all members of collective and setting the general framework of behavior. Modern heads and managing directors consider culture of the organization as the powerful strategic tool, allowing...
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...So I want to talk about the organizational culture. We know the culture of the organization is an unique organization form with their own characteristics by adopting a long-term, members of accreditation and is accepted as a code of conduct, ideas. Organization culture is the deep-set value and belief system which their members broadly share. If the new one tries to integrate into an organization culture to carry out her work successfully and obtain approval , she needs to think and work with criterion of the organization consistent manner. These are the impact of organization cultures. In the film, we can figure out that the runway magazine is bound to many cultural value and fashion closely together . Previously the actress Andy wants to seek an editor in NYC, and she believes that the inherent idea is important, no matter what to wear, so early to runway magazine rarely pay attention to fashion their own learning and deepen the understanding of culture in this field. Until she personifies frustration and fidget for her job, her colleague comes to know herself by working attitude in fashion fields are optional, just according to her style of doing things. Therefore she is considered to be a person of not enough to do her best. After the change in the film, she changes her appearance, wear style and learned to make herself more fashion and does her best what she can do to complete the assignments by her boss. In fact, this change on Andy is not only from her appearance...
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...Section 1 Organizational Culture: set of artifacts, values and assumption that emerge from the interaction of organizational members Open social system operating a dynamic environment. CRITERIA to identify something as culture: 1. Deeply felt or held 2. Commonly intelligible 1. Accessible to a cultural group Organization = Ordered and purposeful interaction among people. Purposeful, because its members produce (supero-rdinative) goal-directed activities. Organizational communication is a continuous process through which organizational members create, maintain and change the organization. (it includes business communication) N.B. All organizational members take place in it; messages are produced to create a shared meaning of messages, but it is not always achieved. Those messages vary in form according to various factors (power distances, roles, goal, method, non-verbal), and to be fully understood have to be considered in their contexts Culture: "the collective programming if the mind that DISTINGUISHES the members of one group tor category of people from another" (Hofstede 2001) Is both a process and a product; is confining (imitates groups) and facilitating (gives us a way to better understand what is happening) Cultural Symbol = physical indicators of organizational life (Rafaeli & Worline 2000) ARTIFACTS: visible/tangible, are also part of them norms, standards, customs and social convention. Norms: pattern of behaviors or communication...
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...ANALYSIS OF THE CULTURE OF AN ORGANIZATION The Student’s Name The Name of the Class Professor The Name of the University The city and State where it is Located The Date Contents 1.0 Background to the Organization...........................................................................................4 2.0 Theoretical Framework.........................................................................................................5 3.0 Discussion of Central Topic..................................................................................................8 4.0 Conclusions and Recommendations.....................................................................................13 References..................................................................................................................................14 List of Figures Fig: 2.0 Diagrammatic representations of Hofstede’s cultural dimensions...............................7 AN ANALYSIS OF THE CULTURE OF AN ORGANIZATION 1.0 Background to the Organization Organization culture is a predominant aspect of an organization’s internal environment Azhar (2003). Culture, to some extent, influences performance and efficiency in an organization Rousseau (2000). Every organization has its unique culture that differs from that of other corporate Schein (2004). For purposes of this report I chose IKEA group, I will conduct an in-depth analysis of its culture using the appropriate...
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...Organization Culture Analysis Elizabeth Keenan BUS610: Organizational Behavior (MOC1451B) Shawna Wentlandt December 22, 2014 Observable artifacts, espoused values, and enacted values analysis discovers a great measure of units to the look which unite to establish total organizational culture. It mentions the broad culture inside a company or organization, and is frequently as well related to for corporate culture (Gimenez-Espin, Jiménez-Jiménez, & Martínez-Costa, 2013). Organizational cultures is the arrangement of the set of beliefs, values, and norms, conjoined with symbols as adopted consequences and personalities, that symbolizes the specific role of an organization, and allows the circumstance for process within them and through them. In this assignment, I will be discuss an organizational culture analysis of observable artifacts, espoused values, and enacted values of my past or present employment. The observable artifacts of a culture are the visible organization linked on them. It consisted of symbolic representation, observances, philology, and interpersonal specs which characterized a sort of living that admits captions, stories, and jargon. Stories are one method of channelizing cultural artifacts through explicating dichotomies, equations, bias and ancient issues. They produce individuality, form firm structures, and apply a feel of belonging (Baack, 2012). Two striking illustrations of observable artifacts that ascend Birch Tree Nursing Home in Clinton...
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...Summary: Organizational Culture: Corporate Culture in Organizations Leadership and Management in Nursing September 3, 2013 Summary: Organizational Culture: Corporate Culture in Organizations Summarize your perception of the article content? This article discusses how difficult it is to define culture in the work environment. Culture encompasses everyone’s life at all times and is a commanding unit that shapes the, “work enjoyment, work relationships and work processes.” (Heathfield, S.M., 2013). Culture consists of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a specific group and is characterized within the group through language, decision making, symbols, folk lore, and work ethics. Within this article seven characteristics of culture are discussed. These characteristics of culture include: * Culture = Behavior – This shows us how culture should not be described as positive or negative but merely signifies the overall functional customs in a particular environment. * Culture is Learned - Various activities are learned by a positive or negative consequences subsequent to their behavior. * Culture is Learned Through Interaction - Personnel absorb culture by interacting with each other at the work place. * Sub-cultures Form Through Rewards – This occurs with value rewards that are not related with the behaviors anticipated by managers but by social reward from coworkers, project teams, and work units. * People...
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...different cultures is becoming the norm. Although this brings many rewards it also introduces challenges for both workers and management alike. All managers know that motivating their staff is the key to a successful business. To do this, they must understand what drives their staff. But what if their staff, seem to think and behave in unexpected ways? This can happen when people from very different cultures work together. Organizations are beginning to realize the importance of training their managers to become intercultural competent in order to ensure their staff continue to be motivated and productive. 1. Managing culture / making culture work for you An understanding of culture in organizations can offer insights into individual and group behavior, and leadership. It can help to explain not...
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...Culture of Xerox Organization BUS520 11 February 2014 Culture of Xerox Organization Xerox is an American multinational company with its headquarters based in Norwalk, Connecticut. Along came Joseph C. Wilson, who bet his family’s business on Carlson’s invention. As the company’s founder and the first chairman of Xerox, he was a man of deep social consciousness long before the phrase was part of the language of business, to promote a health environment. Xerox's rich heritage is based on customer-focused and employee-centered values that help deliver profitability and growth. Because of their commitment to customer-focused it has cause a diversity of culture to sustain the greater good of the company. The company does not look at the person it looks at what the person has to offer is why the company has thrives. Company Overview The company was established in 1906 as a photographic paper and related equipment company under the name The Haloid Photographic Company. In 1958, the company changed its name to Haloid Xenon and later to Xerox in 1961 (Hoover's, 2013). Joseph C. Wilson communicated a set of core values in 1960, less than a year after he launched the modern-day Xerox that focused on customers, our people, excellence, innovation and, behaving responsibly as a corporate citizen. Xenon was derived from xerography, which refers to the technology of dry printing. Through the world's leading technology and, services in business process and document management...
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...Birmingham Business School An investigation into whether organisational culture is directly linked to motivation and performance through looking at Google Inc. David Towers Supervised by Suzana Rodrigues Word count: 7359 Extended Essay 2005-2006 (07 14747 & 07 14748) 0 of 31 Abstract This article examines the relationship that exists between organisational culture and performance, and how these factors influence employee motivation. The issues are discussed at length, firstly through a review of the current literature relating to the topic, and secondly by means of investigating the organisational culture of Google. Through examining the work of Denison (1990) and Truskie (1999) it is shown that some authors believe certain cultural aspects are important for organisational cultures to be successful. The frameworks of Martin (1992) and Goffee and Jones (1996) show that strong cultures exist where employees’ values are aligned to the values of the organisation. Though looking at the empirical evidence of Kotter and Heskett (1992), it is shown that there is indeed a link between strong organisational cultures and performance, but only strategically appropriate cultures are successful. Finally, it is suggested that there has been a trivialisation of organisational culture, (Alvesson, 2002) and culture is a facet of an organisation not an object of an organisation. Consequently, the manifestations of Google’s culture is analysed by evaluating the artefacts at Google (Gagliardi, 1992)...
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...Keller Graduate School of Management HR587 Managing Organization Change Course Project Draft - Prepared By: Preferred Organization: Apple Inc. - Organization Culture and Change Introduction/Organization: In this draft, we would like to discuss about Apple Inc.’s organization culture and major organization change happened in the organization and analysis of a successful organization change. Every organization has a culture of its own. And every organization undergoes organization change depending on the situation, change process is implemented by the organization for the benefits of employees, or change process may be implemented to satisfy customers or for the organization growth. The Apple Inc. story starts in 1976 with the birth of a company called Apple Computer around the creation of a system called the ‘Apple 1’ by Steven Wozniak and Steven Jobs. Apple Inc. went through a variety of dramatic changes to the company’s structure along with its performance and losses remained a continuing consistency. This project, we will discuss about organization change in Apple Inc., i.e. Restructuring of Apple Inc., implementing new technologies and shifting strategy. We believe this organization is a perfect example of undergoing major organizational change and it was a company where it started from nothing to become one of the top companies in computer and technological world. In near future we can only see rapid reaction of Apple Inc.’s growing tremendously...
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...Case 2.1: Organizational Culture: Life or Death Organizational Behavior MNGT 5590 Summary of Organizational Culture: Life or Death Organizational Culture is a pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that have worked well enough to be considered valid. Nevertheless, to be taught to new members as the correct way to perceive, think and feel in relation to those problems. Proceeding with Life or Death situation, individuals such as employees with the medical field, conduce to work with other employees where there is repetitive activities, strategies and rituals appearing on the job. Everyone must comprehend and know with certainty of their performance when dealing with Life or Death situations. Patients put their lives into the hands of these doctors, nurses, administrators, etc. It has been revealed that for employees to have success in the workplace is how closely an individual’s work habits match the culture in which different genders is employed. This case exemplifies success on the productivity and longevity. A research study was conducted on many top notch hospitals to see success of the hospitals that were involved in Life and Death aspects. The rapid, efficient and top quality treatment of heart attacks for survival consistently delivered therapy to restore blood flow to heart attack patients 90 min. or less, so researchers wanted...
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