...effort to deal with diversity. A possible missing vinculum (link) between how an organization deals with diversity and its impact on the bottomline is a corporate diversity strategy that is executed using a planned change approach to systemically manage diversity. While many organizations have implemented a corporate diversity strategy, most have not used a “planned change-corporate diversity strategy”. The lack of a “planned change-corporate diversity strategy” is quite likely to inhibit managing diversity from becoming systemic to an organization’s culture and its way of doing business, thus tending to disallow the potential benefits of diversity to be maximized diversity is a phenomenon that has a wide array of affects within the workplace, and society in general (Koonce, 2001; Stark, 2001; Williams and O’Reilly, 1997). In this paper, diversity refers to any attribute that happens to be salient to an individual that makes him/her perceive that he/she is different from another individual (Williams and O’Reilly, 1997). Some widely accepted differentiating attributes include racioethnicity (which encompasses race and ethnicity), gender, nationality, religion, functional expertise, and age. Even though racioethnic and gender diversity tend to receive the majority of the attention in the organizational diversity literature (Stark, 2001; Williams and O’Reilly, 1997), this definition allows for the frameworks offered to be applied to any type of organizational ...
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...Park Leadership is important in managing and organizing the structure of the organization while trying to maintain a profitable company that takes into consideration employees, shareholders, customers and board of directors, etc. Another attribute of a great leader is managing diversity in the workplace. However, diversity includes many different issues and needs to be managed and if done properly can lead to competitive advantages for the company. Thomas A. Kochan, professor at MIT, stated “Diversity can enhance business performance only if the proper training is provided and the organizational culture supports diversity (Dubrin, 2010). Managing Cultural Diversity: Managing cultural diversity is not an easy task, however, when incorporated into the organizations core values, is makes it easier to incorporate (Dubrin, 2010). Below is a diagram that provides a breakdown of areas or issues that may need to be looked at to evaluate the possibility of creating and leading a culturally diverse organization. These areas may help to identify areas where a competitive advantage may be available in the organization. In such a culturally diverse world and as the organization makes decisions that will impact them globally, these discussions are vital for the success of the company. Whether not decisions are made to implement or not to implement decisions based on diversity within the organization, these ideas, may identify some of the organizations strengths and weaknesses. ...
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...Leadership is important in managing and organizing the structure of the organization while trying to maintain a profitable company that takes into consideration employees, shareholders, customers and board of directors, etc. Another attribute of a great leader is managing diversity in the workplace. However, diversity includes many different issues and needs to be managed and if done properly can lead to competitive advantages for the company. Thomas A. Kochan, professor at MIT, stated “Diversity can enhance business performance only if the proper training is provided and the organizational culture supports diversity (Dubrin, 2010). Managing Cultural Diversity: Managing cultural diversity is not an easy task, however, when incorporated into the organizations core values, is makes it easier to incorporate (Dubrin, 2010). Below is a diagram that provides a breakdown of areas or issues that may need to be looked at to evaluate the possibility of creating and leading a culturally diverse organization. These areas may help to identify areas where a competitive advantage may be available in the organization. In such a culturally diverse world and as the organization makes decisions that will impact them globally, these discussions are vital for the success of the company. Whether not decisions are made to implement or not to implement decisions based on diversity within the organization, these ideas, may identify some of the organizations strengths and weaknesses. (Cox...
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...DIFFERENT CULTURES - HOTEL LEICESTER MARRIOTT, UK http://issuu.com/sanjaykumarguptaa/docs/project-report-recruitment-and-selection-process Table of Contents Introduction 1 Introduction to subject area 1 Background of the study 1 Literature Review 3 Critical evaluation of leadership theories 3 Compare and contrast of leadership style across different cultures 6 Critical evaluation of motivational theories 7 Compare and contrast motivational techniques across different cultures 8 Critical evaluation of theories for managing cultural diversity 9 Secondary research method 10 Primary research method 10 Interview 10 Findings and Discussion 11 Findings from secondary research 11 Managing diversified customers 11 Recommendations and Conclusion 13 Conclusion 13 Recommendations 13 References (Harvard Style) 17 Introduction Introduction to subject area It is a well known fact that success of the hospitality industry depends on the high quality services provided to the customer. It is the responsibility of the leaders to motivate and inspire employees to deliver a higher quality services for the success of the organization. With the increasing globalization, the leaders in the hospitality industry also come across through different challenges. Employees from diverse background, culture, and beliefs work in a hospitality industry. In this regard, it is necessary for leaders in the organization to understand...
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...through Corporate culture Topic 2: Corporate Culture is the attempt to manage the values and emotions of employees so as to align them with the goals of the organisation. What might be difficult and questionable about such an attempt to manage employees? Introduction As it is realized by more and more people, especially executive managers and researchers, corporate culture plays a crucial role in the success of an organization. For many companies that have gained exclusively high fame, exposure and wealth, organizational culture is moreover an invisible property owned by the company. From 1970s, people began to understand the high competition from Japanese industry with unique corporate cultural background. Companies in America were found to behave very much like what happened in Japan (Parker 2000). It is usually known that a strong and positive corporate culture is a true asset under the perspective of economic and accounting. Although its advantages have been identified for decades, difficulties in how to utilize, develop and manage corporate culture remain to be uncertain. In this essay, the argument will be illustrated in three sections. The definition and significance of corporate culture will be introduced in the first section in detail. After that, deficiency of managing corporate culture will be discussed in separated two sections. The first section will talk about difficulties in developing and defining an appropriate organizational culture. The second section...
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...Innovative changes and Managing Evolving Generations Wayland Baptist University Management 5305 Organizational Theory Course Instructor: Dr. William Cojocar, Ph.D. Herlinda Sifuentes (January 31, 2012) Abstract Building a culture for Innovation, creativity, smart technology, non-traditional work environment, business management and new strategies sum up the focus of innovation in todays’ competitive changing world . Todays’ economy brings opportunities, moves quickly, and marks innovation as the only way to stay ahead of fast-moving developments and increasing competitive pressures. In their book “Innovation, The Five Disciplines for Creating What Customers Want” Curtis Carlson and William Wilmot (2006) provide a developed disciplined process of innovation. This paper will analyze challenges the business environment faces in developing new ways to lead, inspire creativity, innovation, and challenges in managing the evolving generational gaps in the workplace. Introduction For organization be successful in the current business world is not an easy task. A strong Corporate culture and efficient leadership is essential to face challenges that are presented by competitors and the changing environment. Todays’ organizations must keep themselves open to creativity and continuous innovation, not only to prosper but merely to survive in a world of disruptive change and increasingly stiff competition. These challenges usually make an organization engage itself...
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...implementation in the context of national culture Prof. Taina Savolainen School of Business, Management and Leadership, University of Joensuu, Finland taina.savolainen@joensuu.fi ABSTRACT This keynote address considers change implementation in the globalizing business environment in the context of culture. Organizations seek ways to cope with new situations in order to survive and be competitive. The primary strategic challenge in multicultural change processes is managing and implementing change successfully. The paper discusses the means of creating readiness for change and challenges they present to intercultural management. Keywords: Change, coping, culture, intercultural, implementation, middle management, readiness 1.0 Introduction Sustaining competitiveness force business organizations to adapt major changes and seek strategies that may be realized in varying, different cultural environments. This presents challenges to multicultural management, in general, and change implementation processes, specifically. Change implementation does no more concern organizational culture only. It is also dependent on understanding different national cultures and having behavioural skills accordingly. Organizations face, thus, constant challenge of change in management (Ascari, Rock & Dutta, 1995). Economic and social forces create a necessity for internal changes in organizations. Globalizing marketplace and fast technological changes force organizations to be superior and be proactive...
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...BRAVE Framework for Thinking About Culture | PrimeGenesis NEWS BLOG CONTACT HOME ABOUT US EXECUTIVE ONBOARDING BEFORE DAY ONE OUR BOOKS THE NEW LEADER’S PLAYBOOK TOOLS BRAVE FRAMEWORK FOR THINKING ABOUT CULTURE DECEMBER 7, 2010 BY GEORGE BRADT 16 COMMENTS ORGANIZATIONAL CULTURE: SO IMPORTANT – SO MISUNDERSTOOD We created some new frameworks for the 3rd edition of our book The New Leader's 100-Day Action Plan. One of those is the BRAVE cultural framework. At some level, everyone knows culture is important, but people struggle to define, understand, and influence it. Since we originally created this framework, many have found BRAVE helpful in building shared cultural understanding and action. BRAVE CULTURAL FRAMEWORK BRAVE encapsulates components of culture including the way people Behave, Relate, their Attitude, Values, and the work Environment they create: Behave: The way people act, make decisions, control the business, etc. Relate: The way people communicate with each other (including mode, manner, frequency, and disagreement), engage in intellectual debate, manage conflict, credit and blame, etc. (1) Attitude: How people feel about and identify with the organization, its purpose, and its stakeholders, etc. A big part of this comes through in individual and organizations' sense of commitment to what they are doing. Values: People's underlying beliefs, principles, approach to learning, risk, time horizons, etc. Environment: The way people...
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...Managing cross cultural communication Introduction Globalization is a phenomenon that is in vogue nowadays. In this rapidly changing world to succeed it’s imperative for an organization to adopt the phenomenon of globalization. On one hand globalization cultivates scores of benefits for the organization. On the other hand, it also generates various dilemmas for management. One of these dilemmas is of effective communication management. This phenomenon of globalization presents challenges of understanding and managing cross-cultural communications. According to Stephen Roberts: “Culture is the framework in which we communicate” This suggests that various factors give rise to the problem of cross-cultural communication. These factors include: language, environment, technology, social organization, the perception of authority and non-verbal communications. Having the ability to assess these variables is vital in ensuring for managers to convey messages and conduct business across a wide range of cultures. This paper addresses communication within multicultural project teams and the significance of leadership style in managing cross-cultural communications. The aim of this paper is to reveal different ways or skills that managers need to adopt to make the process of communication effective. Furthermore, this paper sheds lights on variegated barriers that may exist in effective communication process in a cross-culture environment. Literature review Zapf...
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...of HR Running Head: Importance of HRM in International Business Importance of HRM in International Business [Name of Author] [Name of Institution] 1- Outline Importance of human resource management is now globally recognized and business growth is related to better management of human capital of a company. The present research proposal, henceforth, sets ground to investigate the importance of managing, running, and stabilizing human resource in order for the growth of business. It aims to contribute to the existing research of human resource management (HRM) by organizing secondary sources and relating it specially to the expansion of business across borders that has come to be known as multinational companies operating in a number of different countries (INVESTOR, 2008). The paper also examines various facets and implications of across border business activities that aim to take place majorly due to HR issues such as mergers, acquisition, and so on (Chapman, 2001). Another important aspect of HR and business spreading over the international boundaries is cultural aspects of a specific region, country, or state that a business venture must come to recognized as a valid component. It is important to realize that in the flourishing of withering of a business local culture plays a decisive role. Related to this is the issue of workplace culture where, as in today’s global workplace, workers come from different cultures and backgrounds to work together. Hence it is...
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...INTERNATIONAL JOURNAL OF KNOWLEDGE, CULTURE AND CHANGE MANAGEMENT Madrid, Spain Diversity Assessment Tools: A Comparison Abstract: Much has been written about how to address diversity in the human resources function (recruitment, retention, professional development etc.) but less has been written about how to develop strategies to leverage diversity in other areas. This study proposes an approach to exploring diversity through the value chain and a tool to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity. Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which: Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it Value diversity both within the organization and outside of it Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture Emphasize individual accountability at all levels of the organization Constantly communicate...
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...Write Up On Behavioral Perspective In The Modern Management Has Started Assuming Importance At Times More Than Technical Skills To Ensure Managerial Success Submitted to Prof. Subhash C. Kapor Jagan Institute Of Management Studies Rohini, Delhi By Dipika Negi (FA140) Harsh Bansal (FA140) Karan Talwar (FA140) Priyanka Chodhary (FA140) Shivam Nath (FA140) Vithika Misra (FA14058) Index 1. Acknowledgement 2. Introduction 3. Management 4. Classical and modern management 5. Organizational behavior 6. Importance of organization behavior 7. Challenges and opportunity for organizational behavior 8. Cases and examples 9. Conclusion Acknowledgement It gives us a great pleasure to present the write up on the organizational behavior completed during the first trimester of PGDM. We owe a special debt of gratitude to Prof. Subhash C. Kapor for his constant support and guidance. His sincerity, thoroughness and preservance have been a constant source of inspiration for us. It is only his cognizant that our endeavors have seen light of the day. We also take the opportunity to acknowledge Dr. J.K. Goyal, Director JIMS and Dr. Somesh Raizada, Dean JIMS for their constant support. Last but not the least we would also like to acknowledge the contribution of all the team members of Lakshya for their kind assistance and cooperation during the development of our write up. Introduction Have you ever got up in the morning and thought, "I really don't want to go...
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...ORGANISATIONAL BEHAVIOUR - Managing Organisational Change Essay Topic: One set of authors state that “An organisation’s ability to manage change will have a significant effect on its performance and prosperity” (Graetz. F., et al, 2006, p2 in Grates F. et al, 2006, Managing Organisational Change, John Wiley & Sons, Australia), whereas another author claims that few corporate change efforts have ever been successful (Kotter, J.P., 2005, ‘Why Transformational Change Efforts Fail’, Harvard Business Review, March-April 1995, pp 59-67). Discuss these two statements and build an argument that explains this apparent contradiction with regard to relevant organizational behavioural theory. In my opinion, the statements presented above do not contradict one another, in fact the two statements presented support the need for successful organizational change and the need for concerted effort in implementing the change. In almost every case, the basic goal has been has been the same: to make fundamental changes in how business is conducted in order to help cope with a new, more challenging market environment. Change is an organizational need, at one time or other and management needs rigorous support in achieving positive change outcomes. I want to look in detail the change management theory and practice including Transformational Change, The Tools and Techniques used for Change Management, Transforming Organisations for Organic Growth, Cultural Revitalisation and Behavioural Responses...
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...Managing Conflict in the Workplace Professional Development, MBA 525 Managing Conflict in the Workplace Introduction Conflict is something we all have experienced or will experience sometime in our lives; one could say conflict is inevitable. Conflict can sometimes get out of hand and can cause havoc in a person’s work life and family life. Conflict is perceived incompatible differences that result in interference or opposition (Robbins, Coutler, 2011). Whether the differences are real or not is irrelevant (Robbins, Coutler, 2011). If people in a group perceive that differences exist, then there is conflict (Robbins, Coutler, 2011). Because of the environment we live in, the strategic alignment of organization’s expanding their workforce globally, the strategic business goals alignment of workplace diversity initiatives, and companies expanding more into work teams and workgroups; conflict in the workplace has become inevitable. There will always be differences in opinions among work groups; however; effectively managing conflict is the key to balancing conflict resolution in the workplace. Recognizing Conflict Being able to recognize the causes of conflict is an important part of preventing conflict (Pace, 2006). When conflict can be recognized a solution can be created to limit conflict in the workplace. There will be varies opinions in the workplace and work teams; however, when conflict...
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...Running Head: Diversity in Organizations Diversity in Organizations Angela Alexander Organizational Behavior/BUS610 Professor Dwight Reimer May 2, 2011 Abstract Often times there are barriers within an organization. These barriers can block the advancement of organizational diversity. In order for a business to become more diverse in their market, an implementation of diversity should be done. The management team must realize the importance of the dimensions related to diversity. In an effort to make sure that a break-down does not occur, the team will need to analyze issues such as personality and organizational factors and ability. Furthermore, they will need to look into internal and external dimensions such as income, habits, status, background and experience. Several methods can be used within organizations to prevent these barriers from taken place. This paper will explore the varies methods and procedures for the analyzation of said barriers of management as it relates to diversity within an organization. In California and the Nation at large, we have a vast mixture of cultures. These cultures influence the development of our Nation’s prosperity. Most would agree that cultural diversity helps utilize our Country’s skills and growth. Although we are coming out of the mist of economic hardship, we are now in the beginnings of economic growth. Still there remains a disparity between those that have and those that don’t have. This is directly in part to the...
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