...evidenced by the vast expanse of information available in bookstores, libraries, blogs, and corporate leadership schools. For the purposes of this paper, the focus is on the highest-profile trends embraced by thought leaders in the leadership arena. Specifically, this work centers on the similarities – and differences – in the way the different major sectors view and define the important competencies of their leaders. Questions prompting this research include the following: 1. What are the most valued concepts delivered in training sessions to leaders of non-profits versus leaders in the military? 2. How do governmental nuances determine the areas in which leaders must excel? 3. Do leaders in different types of business view the concepts of leadership differently, or do the trends relate to the same basic tenets? 4. Is the area of ethics limited to Fortune 500 CEOs or non-profit directors? The following outlines the key principles that appear to be the most valued leadership concepts and the most significant concepts imparted to each sector’s leaders. Four Sectors Explored For the purpose of this research, the focus is on 4 major working sectors: 1. Corporate business GE, Enron, AIG, Coca-Cola, Nike, and Wal-Mart all have one thing in common: They are all recognizable corporate business names. Some in the list no longer exist, and others prosper today. Leadership cultures in these businesses have helped to shape their...
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...Background……………………………………………………………………. .4 Analysis………………………………………………………………………….6 Conclusion……………………………………………………………………….8 References……………………………………………………………………….9 Introduction “Culture” has become a common way of thinking about and describing an organization’s internal world--a way of differentiating one organization’s “personality” from another (Trevino, P-256)). Employees are brought into the organization’s culture through a process called socialization. Through socialization, employees are taught the ropes. Socialization can take place through formal training or mentoring, or through more informal transmission of norms by peers and managers. When effectively socialized, employees behave in ways that are consistent with cultural expectations. Organizational culture is created and maintained through a multifaceted of formal and informal organizational systems. Formally, organizational structure, selection systems, orientation and training programs, rules and policies, and performance management processes all contribute to culture creation and management. Informally, the culture’s norms of daily behavior keep the culture alive and indicate to both insiders and outsiders whether the formal systems represent fact or façade. Culture defines us and reflects the corporate public image. Ethics is an integral part of that organization’s overall culture. Kinicki’s Organization Behavior (OB) 8th Edition states OB is interdisciplinary field dedicated to better understanding and managing people at work…...
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...be them. The film has long reflected common trends and contradictions in current society’s myths and values. One of the most common patterns seen in movies is the character being able to possess opposite traits that enable to the character to overcome binary oppositions (Ray 342). In this particular movie, Jake Sully is identified as the main character, who was formerly military personnel who ironically protested against his military organization’s missions. Because Jake Sully shares these diametrically opposite traits and identities, he represents both the image of an “Official Hero” and an “Outlaw Hero.” He is an Official Hero in the sense that he follows the mundane standards of rules the military has him carry out. In the military, orders are meant to be followed with no questioned asked; this limits the creativity and the ability to make personal decisions leading him down the path of an “Official Hero.” Amazingly, at the same time, he is also identified with the characteristics of an “Outlaw Hero” because he values self-determination and frees himself from entanglements such as military protocols in order to stand up for what he believes is right regardless of what society thinks near the end of the movie. The introduction of Jake Sully begins when he arrives to the...
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...Today journal homepage: www.elsevier.com/nedt Organisational culture and learning: A case study Elaine Bell ⁎ Women and Children's Health Network, Adelaide, South Australia, Australia a r t i c l e i n f o s u m m a r y Objectives: To explore the impact organisational cultures have on the learning experience of student nurses and identify the influencing factors. Methods: A case study approach was used. The single case being a Defence School of Health Care Studies (DSHCS) and the multiple units of analysis: student nurses, the lecturers and Student Standing Orders. An in depth three dimensional picture was achieved using multiple data collection methods: interview, survey, observation and document analysis. Findings: The findings suggest that the DSHCS is perceived to be a sub-culture within a dominant civilian learning culture. Generally, the students and staff believed that the DSHCS is an excellent learning environment and that the defence students overall are high achievers. The common themes that appeared from the data were image, ethos, environment, discipline, support, welfare and a civilian versus military way of thinking. Conclusion: The learning experience of defence student nurses is very positive and enhanced by the positive learning culture of the civilian Higher Educational Institution. The factors influencing a positive learning experience that can be impacted by the overarching culture are discipline, image, ethos of adult learning, support and welfare...
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...to learn the different behaviors, cultures, diversity, communications, effectiveness, and the learning styles that make up the organization and its environment. This paper will define and explain the terminology and concepts of organization behavior through research and examples used within the military. What is Organizational Behavior? Organizational behavior (OB) is the study of individuals and groups in organizations (Schermerhorn, 2005). The primary concern of OB is with people, what they do and how their behavior affects individual, group and organizational performance. Learning about OB will help you develop a better work-related understanding about yourself and other people (Shermerhorn, 2005). “People are the organization’s most important assets” are the words of Shermerhorn and should be taken seriously in an organization. Organizations must learn to value their employees so that when the time comes, employees will do the same for the organization. The military uses a unique organizational behavior, which is, governed by a set of rules and regulations (ex. Uniform Code of Military Justice). This gives the military or perhaps all military branches the authority to imprison an employee for disobeying military orders. Military orders can be as simple as no racial comments or be as complicated as keeping a secret from everyone. On the other hand, a civilian organization will just fire an employee without any legal ramifications. Military personnel...
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...From a Human Resource Management perspective there are several things to consider when taking a company Global. There are cultural implications and workforce integration training, local laws and the required changes in policy, and the financial implications created by the aforementioned. Being able to balance these different influencers will help to generate a Global presence. Whenever a company expands into a global market there are always cultural differences. Understanding that there is a significant workforce expectation from each employee and the ramifications of the employee decisions. One source for cultural integration planning is the military. Due to the constant training, research and development, and involvement of military leadership...
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................................................................................................................. 3 What is Economic War and what are its practices? .............................................................. 3 Pre-technological Era ........................................................................................................... 3 Technological Era ................................................................................................................. 3 How Competitive Intelligence translates into companies’ life? ............................................ 6 As a tool of Corporate Strategy ........................................................................................... 6 As a part of the Corporate Culture ..................................................................................... 6 Economic War and Corporate Culture .................................................................................. 7 Organizational Leadership....................................................................................................... 7 Where Economic War becomes a problem: advocating ethical behaviour ..................... 7 Where Economic War benefits: crisis leadership .............................................................. 8 Team Leadership ...................................................................................................................... 8 Communication and Economic War ..............................
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...success even though they are going globally (locally) if they don’t follow ethics and legitimate values. Our research paper reflects that true and ethical business can sustain for longer time and even can survive at toughest time. ethical training ,policies procedures will help any organization to manage their work place very well .we have shown that how ethics will help to enhance reputation of business and generate loyalty from staff members. Our research paper will open new avenues to the ethical dilemmas 2 Table of Contents Particulars What is Business Ethics Ethics and military Overview of issues in Business Ethics Ethics in Indian context: Scope of business ethics Approaches to Business ethics. Importance of Ethics in Business. Ethics and legality (code of ethics) Issues in business ethics(Types of Morally Questionable acts) Problems in its follow up Ethical considerations in Corporate Entrepreneurship Ethics and teaching field List of Most Ethical Companies in the world Unethical Companies Conclusion Page No. 4 4 6 6 8 9 10 12 12 13 15 15 18 22 WHAT IS BUSINESS ETHICS?...
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...leadership, HomeDepot.com sales grew 50 percent and accounted for $900 million of the company’s total sales growth of $5 billion. The Home Depot has a functional structure which maintains a CEO with a small corporate staff along with managers in organizational areas such as production, accounting, marketing, R&D, engineering and human resources. Separating the organizational areas of a company allows for specialization in each functional area. However, this separation can have a negative effect as it makes communication between these areas more difficult. The multidivisional structure consists of different divisions which represent separate businesses which corporate officers that dictate responsibilities to lower level personal. This allows officers to monitor each businesses performance more effectively. Officers can easily compare divisions and help improve the performance of a poorly performing division (Celinski, 2014). The Home Depot typically promotes from within the company. Managers start in local store departments and move up the ranks from there. The organizational structure is built from individuals that have knowledge learned from the ground up. The Home Depot uses a “staffing follows strategy” approach and promotes managers that fit the relaxed corporate culture environment. They also match managers to strategies (Wheelen, 2013). For example,...
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...operating until the structure is corrected. A corporation's structure gets its strength from its foundation. If the company is structured correctly, following one of the three above mentioned structures will help it operate efficiently and support some of the corporations strategies. If it is the wrong structure, then the corporation may crumble because individuals may not know their particular role within the organization. Corporate culture is where organization's reflect the values instilled on passing generations from the founders. A strength of culture would be the organization's ability to relate to each other and follow the beliefs, expectations, and values of the founders (Wheelen & Hunger, 2010). A weakness is the exact opposite. If employees don't understand the culture they may not be able to respond appropriately to supervisors. The organization's culture may dictate how information is communicated, feedback is given, and performance is managed (The Sergay Group, Ltd, 2012). The military, as an organization, has a very large corporate structure. A structure weakness within the Army could relate to individual Soldiers not understanding the structure and where they fit into it. Through knowledge and training, Soldiers will see how they fit into the structure and become a part of it instead of an individual. The same holds...
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...Defense Corporate Fellows Program FINAL REPORT UNITED TECHNOLOGIES CORPORATION Lt Col Clyde M. Woltman, USMC June 2002 TABLE OF CONTENTS Table of Contents I Introduction ii Chapter 1…United Technologies Corporation The Sectors…Corporation Overview 1 Corporate Strategy, Culture, Environment 2 “Most Admired”…A UTC Legacy 2 Chapter 2…Pratt & Whitney Organization 3 Strategic Planning Process 3 Road Maps 4 Transformation 5 “The Great Engine War” 6 Leaness 7 ACE 8 Competition…Lessons Learned? 10 Chapter 3…Maintaining the Edge Leadership Challenge…Transforming Culture 14 Growth…The Key to the Future 14 “Re-inventing the Business” 15 Enterprise Resource Planning Initiative 16 Strategic Approach to Managing Human Resources 19 Employee Services 20 Chapter 4…For DoD Lean Thinking in DoD 22 Achieving Competitive Excellence in DoD 22 Outsourcing…”Keeping Our Core Competencies in House 23 Employee Education 23 Life After the Military Service…Improving the Odds 25 Adages of Human Resources 25 Bibliography 26 INTRODUCTION Assignment Overview I was assigned as a Secretary of Defense Corporate Fellow to Pratt & Whitney Corporation, one of the six principal Sectors of United Technologies Corporation (UTC). My initial assignment with Pratt was to the F135 Joint Strike Fighter (JSF) Engine Program at the Military Engines Division...
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...been used since long time by the government planners, corporate managers and military analysts, as important tool to help them in making decision to face the uncertainty. The idea of scenario planning is to establish about possible future where it can minimise surprises and broaden the span of managers. Today the scenarios planning they have become extremely popular. ( Chermack, T. J. 2003). Scenario planning is a group‐based decision making tool, which has its roots in post‐ WWII military planning and the petroleum industry of the 1970s such as Royal Dutch Company. Unlike its cousins, forecasting and prediction, scenario planning does not attempt to project future outcomes based on data from the past. These methods can often lead to “tunnel vision”, due to their preference of one outcome over another. Scenario planning, as described by Peter Schwartz, Chairman of Global Business Network (GBN), “…is a tool for better decision making…Business and governments employ this tool because it helps them to make better strategic decisions.” (Schlegel, G. L., & Murray, P. 2010) The History of Scenario Planning Scenario planning arose out of a need to plan for futures filled with much uncertainty. This uncertainty is particularly magnified in military operations, which is why scenario‐type planning can be traced back to 19‐century military planners. Military operations, by their very nature, are fraught with all kinds of uncertainties...
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...Modern Military Leadership Oliver Maddox Baker College This essay will journey through the never ending evolution of military leadership and how it has evolved into what is used to lead the world’s best fighting force. Areas such as wartime, peacetime and the global war on terrorism leadership will be explored. Why has leadership changed over the years and what were the lessons learned in during the development of this modern day leadership, will be answered in this essay. They will hopefully take away a better understanding how and why military leaders lead the way that they do. According to (Laurence, 2011) Today’s military leaders, more so than political leaders and corporate executives, face overwhelming volatility, uncertainty, complexity, and ambiguity. In addition to the leadership demands posed by the in extremis conditions of warfare, the wars in Iraq and Afghanistan require cultural competencies as well. In the military one does not simply sign up to be a leader. For an officer, they have to first get a degree from a college and be accepted into a military officer program or graduate one of the vigorous military academies. The enlisted side of the military also has to attend and successfully graduate various leadership schools as they progress in rank. These schools are designed to prepare the enlisted member as they embark on the levels of Non-Commissioned Officer and Senior Enlisted Non-Commissioned Officer. From the first day of basic training, leadership...
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...gambling, tobacco and alcohol, have unreasonably been excluded from corporate social responsibility (CSR) research, Halpern and Snider (2011) conduct a study on US defence firms’ CSR. In accordance with the overall academic view that industry’s CSR is a result of managers’ CSR orientation (Carroll and Shabana, 2010), they evaluate US managers’ views and find their orientations to be predominantly similar to nondefense counterparties. Therefore, Halpern et al. (2011) suggest that weapons manufacturers ought to be included in the pool of CSR research and practice. Primarily, the article presents the underlying controversy and ideological bias against defence firms and points to the anecdotal arguments presented by researchers and mainly by Byrne (2007) in his publishing ‘Assessing Arms Makers’. Following this discussion, the four-domain model and its background is introduced, together with Aupperle’s (2008) CSR orientation research on chief executives of Forbes Directory. When discussing CSR and defence firms, Halpern et al. present their main argument that CSR should be empirically assessed and consistently with nondefense industries, i.e. using people’s orientations rather than subjective moral assessments. They pose the rhetoric question as to beyond what extent or purpose a product becomes harmful and thus socially irresponsible. What is more, they touch on the idea that rationale for a particular military gear might have an effect on the perceived CSR, pointing to the fact...
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...in an organization. OB can create a healthier working relationship by including organizational culture, organizational behavior, diversity, and communication into the organization. Organizational Culture “Organizational culture is a shared set of beliefs and values within an organization” (Schermerhorn, Hunt & Osborn, 2008, Organizational Cultures, p. 11). Culture consists of the beliefs, standards, rules, and physical signs of organization associates and their behaviors. An organization culture can be determined by the display of equipment and what employees wear. Corporate cultures are coming to grasp that the greatest plans need organizational change to include structures and processes. According to McNamara (2000), organizational change efforts are rumored to fail the majority of the time. Usually this failure is credited to a lack of understanding about the strong role of culture and the role it plays in organizations. This is one reason that tactical planners stress on the important of recognizing values, mission, and vision. Strong culture exists because of the configuration to the organizational values. Weak culture occurs when there is little configuration with organizational values and control. Studies have shown strong cultures have clear values that give employees a reason to accept the culture of the organization. Four major ways to influence culture of an organization is: emphasize what is important, reward employees, discourage behavior that...
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