...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...
Words: 917 - Pages: 4
...Organizational Culture on Internal Corporate Communication and Team Dynamics – A Case Study Analysis [Student Name] [Student ID] [Submission Date] Table of Contents Organizational Culture 3 The Impact of Culture 3 Group Dynamics 4 Tuckman's Teamwork Theory 4 Phases of Tuckman’s Teamwork Theory 5 The 4 Phases of Tuckman's Teamwork Theory 5 Belbin Team Role Theory - The Eight Team Roles 7 Theoroes of Motivation 11 Link 18 Conclusion 19 Recommendations 19 Organizational Culture Organizational culture is a is a group of values shared by a group of people, mostly silent between the members and, obviously, unique to the group, which are passed on to new group members. Organizational culture is a mechanism of knowhow, standards of perception, thinking, evaluation and action. Cultural Impact The culture of an organization is evolving to survive with their surroundings. Organizational culture helps managers to set standards and believes in which each member to work in a single standardized template. Organizational culture can enhance the effectiveness of the organization. The effects of organizational culture are multidimensional. A robust organization will always focus on the environment it creates for its employees, because it helps attract a company which is efficient. They focus on creating and maintaining an organizational culture that shows employees...
Words: 3028 - Pages: 13
...What do managers do? How do their actions influence the corporate culture and current employees of the organization? Most managers would probably claim to be able to exercise leadership in some form or another. A manager can be regarded as someone who, by definition, is assigned a position of leadership in the enterprise. What do managers do will influence the corporate culture and current employees of the organizations? The basic thing that manager should do is planning. Planning involves selecting objectives, and the strategies, policies, programs and procedures for achieving the objectives either for the organization as a whole or for a part of it. For example, manager should planning before, while and after to make a contract with other organization. Effective planning will affect the profit and loss of the organization with successful profit will prevent conflict in corporate culture and motivate current employees. It is also important a manager to organize the organization. Organizing involves the establishment of a structure of tasks which need to be performed to achieve the goals of the organization, grouping these tasks into jobs for an individual, creating groups of jobs within sections and departments, delegating authority to carry out the jobs, and providing systems of information and communication, and for the co-ordination of activities within the organization. Other thing that important for manager to do is commanding...
Words: 283 - Pages: 2
...method 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...
Words: 2521 - Pages: 11
...Corporate Culture By: Joanne Mowat, The Herridge Group {Insert Date} Corporate Culture Abstract As an executive, identifying, understanding, and influencing the organizational culture can ensure corporate agility and financial success. As a potential employee, catching a glimpse of the true culture of an organization will help one decide if the company is a place where one can contribute and flourish. In both cases, misunderstanding the culture can lead to disaster. Corporate cultures have both gross and subtle manifestations that provide clues to the underlying norms and beliefs. Paying attention to the work practices, environment, communication paths, and even the level of humour in a company, will give one a hint of the dominant organizational culture. Identification and understanding the culture is necessary to affect any minute or large scale changes in response to market imperatives. If one does not have a clear picture of the culture one cannot effectively modify it. This paper touches on four key questions in relation to corporate culture: • • • • What is corporate culture? Why is it important to understand the corporate culture? How can one identify the corporate culture? Can corporate cultures be changed? 09/03/2002 2 Corporate Culture What is Corporate Culture? Corporate culture is the personality of the organization: the shared beliefs, values and behaviours of the group. It is symbolic, holistic, and unifying, stable, and difficult to...
Words: 3684 - Pages: 15
...Chapter 04 The Corporate Culture -Impact and Implications True / False Questions 1.Due to diverse employee groups and management styles, the work culture of a large global firm in one country will differ significantly from the work culture of the same firm halfway around the world. FALSE Despite the fact that corporations have many locations, with diverse employee groups and management styles, an individual working for a large global firm in one country will share various aspects of her or his working culture with someone working for the same firm halfway around the world. 2. Corporate culture shapes, and is shaped, by the people who are members of the organization. TRUE While culture shapes the people who are members of the organization, it is also shaped by the people who comprise it. 3. Differing individual perception of culture makes it easier to define the specific culture within an organization. FALSE Defining the specific culture within an organization is not an easy task since it is partially based on each participant's perception of the culture. 4. In situations where an organization lacks strong leadership for ethical decision making despite the clarity of law, the business culture is likely to be the determining factor in the decision. FALSE In situations where the law provides an incomplete answer for ethical decision making, the business culture is likely to be the determining factor in the decision. 5. Organizations with similar missions...
Words: 4352 - Pages: 18
... Page 2 of 5 I. Synthesis Locked in an inward looking, closed culture that was proven effective for quite some time, Apple operated in a double agent corporate environment that eventually turned catastrophic to the organization. The founders, Steven Jobs and Stephen Wozniak, relied on their guiding principles: “Do your own thing, defy the pessimists and ignore the Establishment.” Such custom gave birth to what would be Apple’s “insanely great” Mac, largely patronized and loved by users. When the shortcomings of the existing renegade corporate culture started to surface, Apple’s doomsday was inevitable causing changes in the leadership for a few times. At the time of the case, one of America’s celebrated CEOs, Gilbert Amelio, was invited to take the helm of the organization and was tasked to steer the company away from the imminent crisis it was then facing. Tasked with such great responsibilities of turning the sour crisis into sweet profitability, Amelio had to stand for what he believes would be beneficial to Apple even if he had to breakdown an existing grand old corporate system. Will his successful “chartreuse strategy” for the National Semiconductor Corporation be a duplicable victory story in the case of Apple? II. Point of View Gilbert Amelio, Apple’s New Chief III. Statement of the Problem How would Amelio change the pitch of Apple’s existing corporate culture while laying out a robust corporate operational structure that would enable the company to last for long...
Words: 1636 - Pages: 7
...Organizational Culture Types as Predictors of Corporate Social Responsibility* Ülle Übius, Ruth Alas Estonian Business School, Estonia, Tallinn 10114, Lauteri 3 The purpose of this paper is to investigate connections between corporate social responsibility and organizational culture types. The survey was conducted in Estonian, Chinese, Japanese, Russian, Czech, Finnish, German and Slovakian electric-electronic machine, retail store and machine-building enterprises. The main aim of the study is to find connections between corporate social responsibility and different organizational culture types. According to Cameron and Quinn (1998), culture defines the core values, assumptions, interpretations and approaches that characterise an organization. Competing Values Framework is extremely useful in helping to organize and interpret a wide variety of organizational phenomena. The four dominant culture types – hierarchy, market, clan and adhocracy emerge from the framework. According to Strautmanis (2007), social responsibility is part of organizational culture and a value in the organizational culture environment. Development of social responsibility is a change in values orientation, whose task is shaping the attitudes, transformation of the personal position so that it matches individual and public interests. Different organizations have framed different definitions about corporate social responsibility - although there is considerable common ground between them. Nowadays corporate social...
Words: 7939 - Pages: 32
...Table of Content 1.0 Executive Summary 2.0 Introduction 3.0 Mission Statement 4.0 Core Values 5.0 Corporate Values 6.0 Corporate Culture 7.0 Corporate Culture Affect Managers 8.0 Levels of Culture 9.0 Assessing Organisational Culture 9.1 Innovation and Risk-taking 9.2 Attention to Details 9.3 Outcome Orientation 9.4 People Orientation 9.5 Team Orientation 9.6 Aggressiveness 9.7 Stability 10.0 Cultural Web 11.0 Right Culture and right values 12.0 Disadvantage of an Organisation with the Wrong Culture and Wrong Values 13.0 “Right Culture with the Right Values will always produce the best organizational performance” 14.0 Conclusion References 1.0 Executive Summary In this business report, Singapore International Airlines (“SIA”) is the company has been chosen to be the topic for discussion. There will be a few factors that will be discussed. Examples like different culture changes an organization’s competitiveness in the market. We will also be evaluating various objective and methods on how an organization can improve, develop and influence to build a stronger management process. The objective of this report is to analyse and explain how SIA, a Singapore company changes its culture to suit a dynamic changing environment and became a successful company with its corporate values and cultures. 2.0 Introduction Singapore Airlines’ history can be traced back to 1st May 1947. That was when a Malayan Airways Limited Airspeed Consul flew from Singapore...
Words: 2924 - Pages: 12
...Assessment Task 2 : Group Report Organisational Culture Prepared for: Prepared by: Han Qiyong Jimmy Jin Jin Afiq Kerox Alex 28/2/14 Table of contents: Executive Summary Current Approach to Corporate Culture * Managers * Class Ceiling * Asdasd * Asdad * Asdasd Key Topic Concepts of Corporate Culture in ANZ Bank * Ethical Culture * Asdasd * Asdasd * Asdasdad Conclusion Scholarly Articles Appendix References Executive Summary The aim of this report is to discover, analyse and offer suggestions on the current Corporate Culture of ANZ and the bank industry. Through the report we will uncover how Corporate Culture is formed and how it affects the managers and employees of the organisation. Key elements that might affect corporate culture will be discussed and analysed in detail. Introduction to Organisational Culture Organisational Culture is a set of guidelines designed by the management to educate new employees and keep old employees aligned with the organisation’s goals. Corporate Culture is usually determined by the top management and briefed to the employees by the managers. The managers in turn need to become role models by practicing in theory and action the organizational values. The commitment in senior management to the culture is of utmost importance with rewards given out to employees who reinforce the organization’s values. However, Organizational Culture is like a double edged sword and can be used in...
Words: 2156 - Pages: 9
...C H A P T E R Organizational Culture Learning Objectives After reading this chapter, you should be able to: • Describe the elements of organizational culture. • Discuss the importance of organizational subcultures. • List four categories of artifacts through which corporate culture is communicated. • Identify three functions of organizational culture. • Discuss the conditions under which cultural strength improves corporate performance. • Discuss the effect of organizational culture on business ethics. • Compare and contrast four strategies for merging organizational cultures. • Identify five strategies to strengthen an organization’s culture. 16 S I X T E E N 496 T o an outsider, PeopleSoft is one of the loopiest places on the planet. The Pleasanton, California, business management software company has nerf ball shootouts and minigolf tournaments in the hallways. Dress-down day is every day of the week. A white collar is usually a T-shirt. The bagels and gourmet coffee are free. Having fun is so ingrained that many employees—called PeoplePeople—say it’s the best place to have a bad day. PeopleSoft also values egalitarianism— treating everyone with respect and minimal status differences. Executives don’t have secretaries, special perks, or grandiose offices. “Don’t kiss up and slap down,” PeopleSoft cofounder Dave Duffield reminds everyone. In other words, give the bagel delivery guy the same respect as the company president. PeopleSoft is also extreme on...
Words: 12145 - Pages: 49
...theorists are increasing interest in organizational culture as a category, which determines the effectiveness of the organization. This sort of "molecular level" of the latter, on the one hand, gives it a unique, on the other - allowing it to adapt to the environment, and employees - to the existence within it, but at the same time inspiring them to solve common problems. It is this circumstance had in mind a Swedish scientist Iesper Kunde, who in his book "Corporate Religion" suggests that all the famous brands owe their success above all a clear and strong integration of ideology and values in the consciousness of its employees. The concept of organizational culture as a form of process management emerged in the late 70's and 80's of the XX century in the period of institutionalization of the organization, when from a producer of goods and services it has become a social unit. Until that time, the functions of management were reduced to coordinating and controlling the activities of groups, ensuring the interaction of units to achieve the goals, etc. However, the concept of organizational culture was not something totally new. This phenomenon is considered in M. Weber, K. Levin, T. Parsons, F. Selonika. A C. Bernard and G. Simon introduced the concept of "organizational morale", in essence similar to the definition of organizational culture. Many Western researchers have linked the fact of handling the organizational culture as well as management functions and the need to find...
Words: 2299 - Pages: 10
...Influencing Corporate Culture Change Keywords Corporate culture, organizational culture, culture change, factors of organizational culture change Introduction The main reason in reviewing this article, Factors of Organizational Culture Change, by Kulvinskienė and Šeimienė is to understand how the authors have clearly explored the factors that play the biggest role in influencing change in corporate culture. Without understanding the reasons behind successful or unsuccessful corporate culture change, the management of an organization cannot properly understand the role played by the culture in creating and sustaining acceptable performance Abstract In overall, the article argues that corporate culture is an important factor towards any strategy implementation in an organization. The need to have a comprehensive organizational culture is, therefore, imperative to all companies. In support of this argument, the article primarily provides factors that have large impact on cultural change in organizations. Based on research on a furniture manufacturing company, Kulvinskienė and Šeimienė (2009) identify the main contributing factors to be incorporation of new technology and inclusion of outside persons in an organization. Reflections From a personal perspective, the article makes plausible arguments on the factors that drive cultural change in companies; hence, I agree with the article’s findings. Firstly, based on the furniture manufacturer, change in corporate culture depends...
Words: 644 - Pages: 3
...In the past decade, many corporations are using Corporate Culture as the key selling point in attracting and retaining talented employees. Corporate culture defines a corporation’s personality, its’ values, attitudes, and behaviors that are shared across the whole organization (Chatman &; Cha, 2003). Employees are the backbones of any successful corporations and high productivity is result of satisfied employees. A good match between an employee and employer is important; hence a clearly defined corporate culture is vital during the recruiting process. Corporate culture also plays a crucial role in retaining talented employees by providing an environment that encourages interests, growth, and opportunities. Smooth daily operation of any business relies on a strong corporate culture. A poorly defined work culture is one of the biggest causes of business organization failure because it results in mismatched recruitment, low retention rates, and unsatisfied employees that lead to poor performances and productivity. A well-defined corporate culture consists of six common attributes that define the corporate culture. These six attributes: Vision, Values, People, Place, Narrative/history and Practices (Coleman, 2013) help to create the organization uniqueness. It also let key stakeholders such as customers, shareholders, employees and the public to understand the core of the business. A clear definition of each characteristic is essential to avoid any misinterpretation. Vision...
Words: 1678 - Pages: 7
...Managing Culture and Change An academic essay: "What is a 'successful corporate culture'? Do successful cultures invariably contain seeds of their own destruction?" Introduction This essay aims to critically analyze and explain the phenomenon of 'successful corporate cultures'. We will first define what corporate cultures are and how they align the values of employees with that of an organization and its goals, vision and mission. We will be then discussing the key elements of successful corporate cultures and what practices businesses can adopt in order to achieve that. This essay will highlight the necessary cultural traits which positively contribute towards achieving organization goals and targets and cultural effectiveness. We will then proceed to examine the different types of cultures and relate them to specific market conditions . Also, how organizational cultures can help corporations gain a competitive advantage by improving financial performance, improving productivity and increasing job satisfaction of its employees. Finally, we will discuss limitations faced by successful corporate cultures and how they can hinder creativity in some cases. The role of changing environmental (social, political and economic) conditions in making good cultures become obsolete will be discussed before reaching a conclusion. Defining corporate culture Culture is a broad and complicated term with a number of possible definitions and meanings. No one term can be used...
Words: 2862 - Pages: 12
