...MOTIVATION Teamwork and Motivation Debbie Brown Dr. Keith A. Graves Leadership and Organizational Behavior - BUS 520 May 20, 2014 Google Company Google is a search engine composed of billons of websites. The corporation specializes in internet related services and products which include cloud computing, advertising programs in text ads, and media ads (Page, 2014). The organization was founded by Larry and Sergey Brin and employs more than 40,000 (Page, 2014). Their corporate culture reflects a philosophy that you can “take money without doing evil” and that work should be challenging and the challenge should be fun” (Page, 2014). Their mission is to organize the world’s information and make it universally accessible and useful (Page, 2014). The company is high- energy, and has a fast pace work environment; however, they are known to be one of the best places to work at. Google Organization Culture The organization culture is revealed through their hiring practices, communication processes, leadership behavior translated into their daily habits throughout the workplace. Google principle is “trust” Their business is premises on the fact that “if we trust the people (who search the internet), they will lead us to the relevant stuff” (Page, 2014). The company is primarily organized to drive innovation. Google embodies the team orientation primary characteristic of organizational culture. Employees are allowed the freedom to be creative in problem solving which occasionally...
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...sixteen percent of the company’s totals shares after its initial public offer held in 2004 (Schawbel, 2013). From the onset, the company’s mission statement was to gather and make information universally accessible to all people around the globe. Over the years, Google has become very popular for its insistence on identifying the best technological minds in the market as well as valuing its employees. Google culture The organizational culture at Google can represented in several ways including public transparency, management structure, and how it handles its employees. According to the Business Insider, Google offers free food to its employees, and uses a flat management structure. This type of management reduces middle level hierarchy in the company’s management, therefore ensuring that there is a direct contact between the top management and lower rank employees. This is evidenced by the fact that the founders still work in the company in various positions including serving other employees in the cafeteria. Although this type of organizational structure is considered exceptionally wide, it has brought Google many advantages. The company also keeps its core values open to the public for judgment based on the same. Since its inception, the company has adopted a policy of encouraging its employees to air their views using a tool known as Google-O-Meter. When there is an issue to be discussed in the company, all employees are given a chance to air their views. The...
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...Organizational Culture of Ann, Inc. An Organizational Culture Profile (OCP) can be used as a tool to measure the culture of an organization through seven distinct values. Those values include detail-oriented, team-oriented, people-oriented, outcome-oriented, stable, aggressive and innovative. The sum of these values characterizes an organization’s culture. By identifying values that make up a company’s culture, managers can steer the principles, values and beliefs of the company more effectively. At Ann, Inc., the parent corporation of Ann Taylor and Loft stores, the culture of the corporation is described as follows, “our high-performance culture offers rewarding possibilities that fit perfectly into your own version of success.” (Ann, Inc., 2013). More specifically, the culture of Ann, Inc. can be discovered by delving into some of the specific dimensional values of the OCP framework. According to Carpenter, Bauer and Erdogan (2013, p. 210), “companies that have innovative cultures are flexible, adaptable and experiment with new ideas.” Customers that shop at Ann Taylor and Loft stores on a frequent basis notice that new clothing is introduced when the seasons change and when trends change. As further evidence of this cultural value, Ann Inc.’s website mentions “innovation is constant” (Ann, Inc., 2013). In fact, in 2010, Ann, Inc. launched a move to replace its outdated large Ann Taylor stores with smaller stores that make women feel like they are at home, walking...
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...BUS 520 The CEO and Organizational Culture Profile To Buy this Class Copy & paste below link in your Brower http://www.homeworkregency.com/downloads/bus-520-ceo-organizational-culture-profile/ Or Visit Our Website Visit : http://www.homeworkregency.com Email Us : homeworkregency@gmail.com BUS 520 The CEO and Organizational Culture Profile To Buy this Class Copy & paste below link in your Brower http://www.homeworkregency.com/downloads/bus-520-ceo-organizational-culture-profile/ Or Visit Our Website Visit : http://www.homeworkregency.com Email Us : homeworkregency@gmail.com BUS 520 The CEO and Organizational Culture Profile To Buy this Class Copy & paste below link in your Brower http://www.homeworkregency.com/downloads/bus-520-ceo-organizational-culture-profile/ Or Visit Our Website Visit : http://www.homeworkregency.com Email Us : homeworkregency@gmail.com BUS 520 The CEO and Organizational Culture Profile To Buy this Class Copy & paste below link in your Brower http://www.homeworkregency.com/downloads/bus-520-ceo-organizational-culture-profile/ Or Visit Our Website Visit : http://www.homeworkregency.com Email Us : homeworkregency@gmail.com BUS 520 The CEO and Organizational Culture Profile To Buy this Class Copy & paste below link in your Brower http://www.homeworkregency.com/downloads/bus-520-ceo-organizational-culture-profile/ Or Visit Our Website Visit : http://www.homeworkregency.com Email Us : homeworkregency@gmail...
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... 11/589/7 Baldrige Organizational Profile is a list of critical questions provided by Baldrige Criteria. Typically, the Baldrige Organizational Profile Questions include tow parts: Organizational Description and Organizational Situation. Under organizational description, questions concerning organizational environment and organizational relationship are being asked. * Organizational Description * Organizational Environment 1. Products Offering 2. Vision and Mission 3. Workforce Profile 4. Assets 5. Regulatory Requirements * Organizational Relationships 1. Organizational Structure 2. Customers and Stakeholders 3. Suppliers and Partners * Organizational Situation * Competitive Environment: includes competitive position, competitiveness changes and comparative data * Strategy Context * Performance Improvement System The first set of questions, under the “Organizational Structure”, help to give a clear clarification of what the organization is all about. Understanding the environment is vital to making effective operational and strategic decisions. The second set of questions under the “Organizational Situation” address the competitive environment, strategic context - especially key strategic challenges and advantages, and the performance improvement system. The purpose of Baldrige Organizational Profile is to give a frame of reference to help an organization have a better...
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...Delicieux Organizational Profile Alicia Donaldson, Diane Shutt, Olu Fayinto, Sabine Kornhaber October 24, 2011 University of Phoenix MGT 216 Paul Nesbitt Delicieux Organizational Profile Delicieux (deh-lee-sye(r) is indubitably the most unique little restaurant serving the tastiest “fast food” in Paris (Speakado, 2007). This relatively small 2200 square foot American owned and supported restaurant is on the ground floor of the majestic Hotel Montpellier (figure 1 right). The beautiful River Bass and the historic La’boeuf Shopping Centre showcasing either side of Delicieux is definitely a location and exposure plus. Averaging more than 40 million satisfied customers in its first two years is a clear statement that the French expansion project was a complete success. Most clearly, the success of Delicieux is accredited to its customers, its stakeholders, the collaborative work of two very different countries, and its exceptionally unique features. This profile identifies considerations before, during, and after the Delicieux expansion project. Additionally, this profile will examine important factors such as ethical practices, legalities of working in a foreign country, and procedures that facilitate decision-making. Management believes making decisions...
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...Organizational Profile Jessica Reynolds 316: ETH June 24, 2014 Charley denton Today, many people are still unable to access adequate health services and resources. This may be due to many reasons beyond the person’s control such as: the individual may be unable to find employment or unable to afford health insurance, the individual may live in an area that does not provide these services, or the person may be homeless. Many of the diseases that are prevalent today can be prevented if the individual has access to health facilities which can have run tests to early detect disease which aids in effective treatment and increases life expectancy. Fortunately services are available to these people through free clinics or facilities offering volunteer medical assistance. Free clinics provide a range of medical, dental, pharmacy, vision and/or behavioral health services to financially impaired individuals. Although these services are limited to counseling, health insurance enrollment (with eligibility requirements), health education, and medical care for adults (including primary care, women’s health and gynecology, men’s health, disease prevention and screening, vaccinations, and more). Regardless of one’s financial or social status all people should be allowed access to heath services Funding from the government, donations and grants make it possible for these services to be usable. These services provide prevention of transmissible diseases. "The first documented free medical...
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...Integrating Culture and Diversity in Decision Making: The CEO and Organizational Culture Profile Bus 520: Leadership and Organizational Behavior April 29, 2013 Organizational culture is the essence of any company. It is the way a company separates themselves from the market and especially, from their competition. According to an article in Business Insider, “Corporate culture is the personality of a company and it can’t be faked” (Schawbel, 2013, Cultural research section, para. 1). For the purpose of this paper, I will be investigating the corporate culture of Google Incorporated. Google was founded in 1998 by Larry Page and Sergey Brin who met at Stanford University in 1995 (Google Company website). What is Google’s organizational culture? Google’s organizational culture is represented in several ways which include their management structure, and their public transparency, their treatment of employees, etc. Below is an excerpt from an article in Business Insider: Employees are offered free cafeteria food and there’s a flat management structure. They have also made their company’s core values public. The company founders still do busy work, including keeping the cereal fresh in the cafeteria. Google is constantly getting feedback from employees and even has their own tool called Google-O-Meter to gauge the popularity of employee suggestions. In addition, they have “culture clubs”, which are groups of employees who come together...
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...Realities For Children was incorporated in 1995 and has been funding the unmet needs of abused and neglected children in Larimer County since 1996. Currently, RFC supports the services of 19 local youth agencies and represents over 150 business Member invested in making it there business to make a difference. After years of frustration in seeing children slipping through the ‘cracks’ of the system he dedicate his efforts to create a safety net of service and funding for abused children so that no child would be forgotten. The agencies that would utilize and implement these resources were in direct competition with one another for the very finite resources they had to provide their services. This competitive design created a lack of collaboration and inefficient provision of services. To address these issues and create a resource that could unite both agencies and community, Realities for Children would have to create a program that would be non-competitive to the agencies it provided for. Additionally, 100% of all funds raised by Realities for Children would need to be available directly to the agencies and the children they serve. It was this extra effort and interest in creating a collaborative alliance of youth agencies, programs, and services that lead to the innovative design of Realities for Children that has redefined the concept of fiscal efficiency and gained National attention. In essence, Realities for Children is a hybrid of two entities working together...
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...Integrating Culture and Diversity in Decision Making: The CEO and Organizational Culture Profile John Daniels Bus 520 Dr. McGrath November 30, 2014 1. Provide a brief (one [1] paragraph) description of the organization you chose to research. Southwest airlines is a North American airline that is head quartered at Loves Field in Dallas Texas that started flights in June 18, 1971. Since its inception it has been a low cost, customer focused airlines, that offers leather seating and full size cabins. Southwest have 46,000 employees that handle more the 3,600 flights daily, throughout 93 destinations in 40 states, the District of Columbia, the Common Wealth of Puerto Rico and five near-international countries. http://www.swamedia.com/channels/Corporate-Fact-Sheet/pages/corporate-fact-sheet. 2. Examine the culture of the selected organization. Southwest has three main values that motivate all of its employees. They are a warrior spirit, a servant heart, and a fun-luving attitude (the way Southwest spells “love”). A warrior spirit is in reference to an employee to “take the initiative” or “care about your customers” This spirit means being fearless in terms of delivering the product. The servant heart refers to the aspect of treating others with respect provide what the customer needs in a cost efficient manner. The fun-luving attitude is that the employee should not take themselves to seriously. These cultural values start from the interview and last throughout...
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...Organizational Profile: Wal-Mart Team ABC Ethics 316 June 11, 2012 Week Four Dr. Done It All Organizational Profile: Wal-Mart The following paper will examine the community organization of Wal-Mart. Specifically, insight into the organization’s involvement and responsibility to the community it serves will be shown. Additionally insight into factors influencing Wal-Mart’s social responsibility strategies and identifying the organization’s social initiative will give a better understanding of contributions to the local community. Finally the paper will present the potential ethical and moral effects of the organization’s social initiatives. “Wal-Mart is the largest retailer in the world” (Datamonitor, 2011, p. 5). The position Wal-Mart holds gives the company a large responsibility to contribute to the community that supports the stores. As an organization Wal-Mart owes its success to the stake holders of their business. Wal-Mart requires the community to continue business operations, Trevino and Nelson state that “a major stakeholder in business must be the communities of which corporations and other organizations are a part” (2007, p. 244). Wal-Mart must consider the community happiness with their business decisions to remain profitable. Wal-Mart gives back to the community in several ways including donations to charitable foundations...
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...Organizational Profile Sylvania Harrod, Tom Levitt and Ashleigh You University of Phoenix ETH/316 Darin Jones October 15, 2013 Introduction Nike, like any other company or organization, strives to make their community a better place. As Nike is a globally known brand, Nike not only reaches out to help the communities in our own nation, but communities all across the world as well. It is an effort to help the communities around the world as a whole and not just one particular community. Community Responsibility One way Nike is reaching out is through the Nike Foundation. The Nike Foundation was organized to “help support developing countries across the world by investing in what they see as a greatest source for untapped human potential in the world: adolescent girls.” (Nike, 2013). The Nike Foundation is funded by Nike, Inc, but is also collaborates with United Nations Foundation, Coalition for Adolescent Girls and the NoVo Foundation. This foundation helps girls receive support and resources to overcome poverty and help guide them in establishing goals and dreams. Another way Nike gives back is by focusing on their long-term goals that can change and help support communities. Nike’s approach focuses on four key areas. 1. Expanding access to sports to break and prevent intergenerational cycles of inactivity. 2. Engaging employees and consumers to aid in creating innovative solutions to social and environmental issues. 3. Investing in the influence...
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...Organizational Profile: Green Flash Brewery ETH/316 November 22, 2013 Organizational Profile: Green Flash Brewery In the beautiful city of San Diego there is massive growth there for the beer industry. San Diego has become one of the leaders in craft beer in the entire world with nearly 100 breweries with many of those breweries containing highly sought after beer from connoisseurs all over the world. (San Diego Reader, 2013) One brewery in particular, Green Flash Brewery, places a very large focus on giving back to the community and the community has responded with an outpouring – pun intended – of support to the growing brewery. Green Flash Brewery was established in 2002 by former pub owners Mike and Lisa Hinkley and when a world renowned brewmaster Chuck Silva joined the company in 2004 the company grew exponentially and is now one of the largest breweries in San Diego. Green Flash Brewery specializes in bold beer that regularly wins awards and many beer festivals and competitions. The brewery didn’t really start to focus on giving back to the community until 2011 when their Director of Marketing was diagnosed with breast cancer. With the support of her family, co-workers, and surprisingly the beer community she was able to beat the cancer and the support from the community was not lost on Mike and Lisa Hinkley so they started their own beer festival called “Treasure Chest”. (KPBS, 2013) The brewery would reach out and create partnerships with other local...
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...Alyssa Miller MKTG 320 SWOT Analysis Las Vegas The LVCVA has a strength with predicting trends and for the most part has been on top of changing their marketing techniques to suit those trends. Las Vegas is one of the most famous cities in the world and it is known for a great and crazy time. Las Vegas also has an enormous customer base. Las Vegas’s image is weak in the fact that it only appeals to some customers. The smaller audience it attracts and that there are almost no options for any other age group besides 21-50 year olds also weakens it. Las Vegas has an opportunity to expand and make it’s business and experience even bigger because almost no one is competing with them. There is also an opportunity to improve hotels, casinos, resorts, and other main attraction buildings with all the new technology that comes out every year. Las Vegas has an opportunity to expand their customer base and try to reach different and new demographics. The business also has an opportunity to try and make its large industry greener. They could find ways to save electricity and water at hotels and casinos and be sure that all public bathrooms in the city have automatic air hand dryers. A threat in Las Vegas’s microenvironment is that since they virtually have no competitors, it could eventually become a boring trend or a place that everyone’s already been to. On the other hand, places like Dubai are becoming trendy with new modern infrastructure and many opportunities to attract...
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...SURVEY Please read each of the following questions carefully. Please select the letter that most closely reflects your actual response to that question. Please just highlight your response and then UNDERLINE it. Please be honest with your responses. These responses will be held confidential and will not identify you in any way. Thank you for responding to these questions. You will note your responses can be from Strongly Disagree (SD), Disagree (D), Neutral (N), Agree (A), or Strongly Agree (SA). If you have no opinion, please select the N for Neutral. Again, please just highlight your response and then UNDERLINE it. Q1: I like a boss who watches my every move. SD D N A SA Q2. I like a boss who is there when I need them but allows me freedom to perform my duties independently. SD D N A SA Q3. I prefer a boss who allows me to be involved in the decision making process on issues that affect me directly. SD D N A SA Q4. I prefer a boss who inspires confidence and is charismatic. SD D N A SA Q5. I like a boss that has a passion for the work. SD D N A SA Q6. I prefer a boss who gives credit where credit is due. SD D N A SA Q7. I like a boss who feels that the company has a responsibility to society. SD D N A SA Q8. I prefer a boss that expects his or her orders to be carried out immediately. SD D N A SA Please...
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