...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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...Organisational culture or the corporate culture is the main game of an organisation. Culture defines an organisation from every action it takes which includes the ways the association directs its business, treats its representatives, clients, and the more extensive group, the degree to which flexibility is allowed in choice making, growing new thoughts, and individual expression, how power and data move through its chain of command, and how dedicated representatives are towards aggregate targets. It influences the organisation's profitability and execution, and gives rules on client care and administration, item quality and security, participation and promptness, and sympathy toward the earth. It likewise stretches out to generation systems,...
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...Organizational culture Many researchers and practitioners have been interested in organization culture. Although much confusion and discussion about the concept still exists, organization culture has not disappeared from literature and practice. De Witte, Van Muijen. (1999). To shed light on the basic idea of culture and culture being widely used in the context of organizations, Culture is relatively stable set of beliefs and values that are generally held by a society (Lim, 2008). Considering this view of culture, Organization culture can be defined as “a pattern of basic assumptions – that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel.” (Schein, 1985). The basic assumptions guide decision makers in dealing with problems of the external environment and integrating the behaviours of organizational members. Considering the relationship of culture with performance Considering what makes culture strong, According to Chatman and Eunyoung (2003) “strong cultures are based on two characteristics which are high levels of agreement about what is been valued and high intensity about these values”. If both are high a strong culture exists and if both are low the culture is not that strong at all. Though strong organizational cultures have been considered as critical to bottom-line performance of larger organizations (Collins, Porras,2002)., newer evidence suggests that developing a strong and...
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...Recommendations 5 Conclusion References Executive summary Organization culture are powerful forces that drives a organization towards succes. In this report we will be discussing about the cultural and critical approaches that we see in Organization behaviour. In recent years due to globalization they have been may Multinational companies that have set by office around the world. They employee various people from different background, culture, Society to work in there companies. This report tries to understand how the organization culture and power of an organization impact there employees. For this report Deloitte Australia is take and its organization culture and power are studied and its observations are reported in this report. 1. Introduction 1.1 Purpose and Scope “Organization culture is not just another piece of the puzzle, it is the puzzle. Culture is not something an organization has; a culture is something an organization is.”( Pancnowsky & O’Donnell-Trujillo, cited in Brown 1995) The purpose of this report is to study the cultural and critical approach of Deloitte Australia. The first step is to examine the Cultural Approach of Deloitte by applying the theories of Deal and Kennedy’s “Strong Culture”, Peter and Waterman’s “Excellent Culture” and Schein’s Model of Organizational Culture by interpreting them and gain a subjective understanding of the...
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...the organisation culture actually influence the ability of a business in getting good outcomes by motivating the employees. INTRODUCTION TO ORGANISTION'S CULTURE It can be noticed that now organisation's culture have great importance in the management of human resources for having a growth in corporation or organisations performance and for the better achievements. In many developed countries organisation's culture has been recognised as main source of difference in performance practices. organisation's culture helps us to identify the organisation's beliefs, meanings, values, norms and rituals in which things are done in the organisation. The concept of culture is the environment and executions that organisation develop around their employees working, or to promoted values and statement of beliefs of an organisation (Schein, 2004). In short organisation's culture contains what it has been good at and what has worked in past. these executions and practices are easily accepted by the long term employees often called legends of organisation. these legends helps to new employees to learn things. apart from practices, norms have its own importance within organisation. A norm is a expected behaviour pattern that is part of culture. employees worked according these norms under a organisation. As personality and character shows a person's behaviour similarly, behaviour of a group through the shared norms of organisation shows its culture. The two types of cultures that...
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...An Analysis of the Culture of an Organization Student’s Name University Contents 1.0 Background to the Organization...........................................................................................3 2.0 Theoretical Framework.........................................................................................................4 3.0 Discussion of Central Topic..................................................................................................6 4.0 Conclusions..........................................................................................................................13 References..................................................................................................................................15 An Analysis of the Culture of an Organization 1.0 Background to the Organization Every organization has a personality that is unique, that individual character in the society is its culture (Barker, 2010). My company of choice for analysis is The Hongkong and Shanghai Banking Corporation (HSBC). I have used this bank to discuss the central topic in my report.As I have found it to have a strong corporate culture that has continued to improve its efficiency, value, performance and ratings over the years. HSBBC is a privately based organization; it was incorporated in 1865 with a primary objective of increasing trade and commerce between Europe and China. The headquarters of HSBC are located in London...
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...Analysis of the structure and culture of Thanda Forestry Company (TFC). 1. BUSINESS PROFILE OF THANDA FORESTRY COMPANY (TFC) TFC is a forestry parastatal which manages 175 000 hectors of State-owned commercial plantations. The Group consists of two main operating subsidiaries: Matanda Forests (“MF”) operating in South Africa’s 3 provinces (Limpopo, Mpumalanga and KwaZulu-Natal), and Florestais Mozambucus (“FM”) located in the Manica province of Mozambique. TFC was established in 1990 and has a total of 3000 employees with three main offices, two in South Africa and one in Mozambique. 2. EXECUTIVE SUMMARY I conducted the analysis of TFC’s internal and external environments and factors affecting its business for the Chief Executive officer of TFC. I reflected on gaps in its organisational design and culture and recommendations. TFC employees have not adopted a corporate culture of “growth through partnerships” as shaped by its new vision, mission and co-values. Its organisational structures are designed with an internal focus. The current economic meltdown has not made things easy for TFC, it has lost 50% of its long-term customers, sales volumes and revenue has dropped significantly. A need exist for TFC to implement change if they wish to survive in the next five year. The OECD report reflects undue political interference on SOE’s that distract them from achieving agreed objectives (OECD, 2005). TFC should consider trading as a private entity if it is to survive...
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...Discuss the potential influence of an organization’s culture on the ability of organizations to obtain positive HRM outcomes in the area of employee motivation and engagement and consider how such outcomes may be potentially improved. Name Institution Date Executive summary Organizational culture is increasing becoming important in achieving positive outcomes in the HRM function and particularly in the areas of employee motivation and engagement. The organizations are coming to the realization that the organizational culture and the HRM functions cannot be taken in isolations as the culture plays a big role when it comes to the implementation of the Human resource management policies. This paper discusses the potential influences of the organization’s culture on the ability of the organization to obtain HRM outcomes drawing on theoretical and practical examples of the contemporary organizations (Gerhart & Fang, 2005). The paper discusses how these outcomes can be potentially improved by the organization through ensuring they adopt the organizational culture that engages employees and motivates them in undertaking their duties and responsibilities. Introduction The human resource management functions is one of the most important in the organization as it is tasked with attracting, retaining, motivating developing as well as using human capital in a company. Of the many functions of the HR the employee motivation and engagement are important as they can determine how best...
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...The culture of an organization consists of beliefs, feelings, behaviors, and symbols that forms characteristic of an organisation (Lunenburg 2015). It also defines as what to be or not to be concern crucially in the company, consequently, this guides everyone in the organisation to handle any tasks or objective in the right way. Organisational culture work as the DNA of the company, it is intangible but yet a powerful template that shapes the contents in the workplace. The following 4 perspective of organisational behaviours, MARS model and leadership discussed the considerations, impact and effect on the organisation success when having an adaptive culture. Wesfarmers is a good example of having successful organizational culture and brings a significantly strong performance culture to Coles. They understand stability keeps their staff in permanent employment status. They also aligned its work processes and external environment in their diverse businesses with the input of robust financial capacity, superior human capital and strong corporate infrastructure and achieve the output of superior long term financial performance and become the most admired company. In the open system perspective, organisation likes Wesfarmers is an effective organisation to maintain high correlation with their external changing environment. Wesfarmers highly focuses on discipline and business culture with the values of integrity, openness, boldness and accountability which shared among people within...
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... Guy Durand septembre 2007 Identité québécoise et accommodements raisonnables RÉSUMÉ (2 pages) L'histoire, la culture et l'identité du Québec sont marquées, non seulement par la langue française, mais aussi par la tradition et la culture chrétiennes. Le respect et la promotion de cette identité remet en cause la pratique actuelle des "accommodements raisonnables". Cette thèse repose sur l'analyse de trois notions: la laïcité, l'intégration citoyenne et les droits de la personne. I - La culture et l'identité du Québec La notion de culture et d'identité Au sens social, par opposition à la culture personnelle (humaniste ou/et scientifique), la culture est cet ensemble de valeurs, de normes, de symboles, d'institutions et d'artéfacts qui caractérisent un groupe ou un peuple. Elle comprend donc de multiples aspects qu'il est opportun de détailler: langue, institutions, valeurs, paysage architectural, paysage artistique, toponymie, rythme du temps. La culture chrétienne Au Québec, cette culture et cette identité ont été forgées et restent largement marquées par la tradition judéo-chrétienne. Le fait est indéniable, en dépit des critiques que l'on peut faire à l'Église catholique. Les valeurs chrétiennes (ou les valeurs développées par le christianisme) sont devenues les valeurs communes dont on a oublié l'origine. C'est dire que tous les aspects de la culture, signalés précédemment, en portent la marque. L'ouverture au monde n'amoindrit nullement le besoin d'une identité nationale...
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...M´moire de stage de recherche e Vision et Audition Etude des processus cognitifs de reconnaissance et de diff´renciation e dans les domaines visuel et sonore Nicolas Esposito nik@niksnews.com www.niksnews.com ` Universit´ de Technologie de Compiegne e — Printemps 1998 Parce que chacune des douze notes a une position, un titre, une fonction propre, l’œuvre que nous entendons est plus qu’une simple masse sonore : elle d´veloppe devant nous une action. e (Milan Kundera, [13], p. 272) Ce m´moire a ´t´ r´alis´ a l’UTC1 dans le cadre du mineur PHITECO2 e ee e e` pour l’obtention de l’unit´ de valeur SC023 suite au s´minaire JIOSC 974 . e e Il est aussi disponible en version ´lectronique ` l’adresse suivante : e a www.niksnews.com/sc02/ Je tiens a remercier cordialement Bruno BACHIMONT, Charles LENAY, ` Fran¸ois SEBBAH et V´ronique HAVELANGE pour leurs pr´cieux enseignements. c e e ´ Je remercie ´galement Renaud SIRDEY, Andr´ GOASDOUE et Nicolas SALZMANN e e pour l’aide qu’ils m’ont apport´e, et toutes les personnes qui ont eu la e gentillesse de r´pondre ` mon enquˆte. e a e 1 Universit´ de Technologique de Compi`gne e e PHIlosophie, TEchnologie, COgnition 3 Stage de recherche 4 Journ´es Interdisciplinaires d’Orsay sur les Sciences Cognitives e 2 R´sum´ e e Le monde visuel et le monde sonore peuvent chacun ˆtre ´tudi´s en tant e e e que signal avec les mˆmes outils math´matiques5 (s´ries de Fourier...
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...Was hat Ihnen am Werk /an den Werken des von Ihnen gewählten Dramatikers / Dichters besonders gut gefallen? Aus welchen Gründen? Ich habe viele Filme gesehen, die von Tom Tykwer inszeniert wurden. Sie sind nicht die Art Filme, die ich normalerweise mag, aber sie gefallen mir. Sie haben sehr interessante Charaktere und Tykwer nutzt viele Techniken. Mein Lieblingsfilm ist „der Krieger und die Kaiserin“ und der seltsamste Film, den ich gesehen habe, ist „die tödliche Maria“. Normalerweise mag ich Filme, die dem typischen Erfolgskonzept eines Hollywoodfilms folgen. Ich würde sagen, dass Tom Tykwer Filme nicht zu dieser Kategorie gehören. Stattdessen haben sie sehr interessante Geschichten und komplizierte Charaktere, aber sie haben meisten glückliches Ende, aber die Reise dahin ist bizarr und schwierig. Ich war überrascht, wie viel ich sie genossen habe. Die Charaktere, die er geschaffen hat, sind Leute, die am Rande der Gesellschaft leben. In „der Krieger und die Kaiserin“ ist die Heldin Sissi. Sie wird in einem psychiatrischen Austalt geboren. Ihre Mutter war eine Krankenschwester und ihr Vater ist ein Insasse. Sie ist in dem Irrenhaus aufgewachsen. Deshalb ist es alles, das sie kennt. Sie wird auch eine Krankenschwester und wir sehen Sissi, wie sie weit über ihre Pflichten hinausgeht, als sie einen Insasse sexuell begriedigt. Maria in „die tödliche Maria“ hat eine ebenso merkwürdige Kindheit. Ihre Mutter ist gestorben, als Maria geboren wurde. Ihr Vater hat einen Herzinfarkt...
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...BONJOUR TRISTESSE – Une Version Le roman ‘Bonjour Tristesse’, écrit par Françoise Sagan quand elle était elle-même adolescente, a lieu pendant les années cinquante. L’action de l’histoire se déroule dans le sud de la France à la côte méditerrannéenne, en été, quand il fait vraiment chaud tous les jours. En fait la chaleur joue un rôle important dans l’histoire, d’une part érotique quand les personnages s’abandonnent aux plaisirs de l’amour, et d’autre part pour peut-être expliquer la lassitude qui sert d’excuse pour des pensées déraisonnables et des actions égoïstes. En général il s’agit de cinq personnages. Cécile, la narratrice, a dix-sept ans. Elle est fille unique de son père, qui s’appelle Raymond et qui est veuf. Cécile a passé sa jeunesse dans un couvent et à l’âge de quinze ans elle est allée à Paris avec son père afin de goûter la vie, puisque Raymond aime vivre, a plusieurs maîtresses et, en fin de compte, est libertin et homme de femmes. On va passer des grandes vacances près de Cannes dans une villa, que son père avait louée pour quelques mois, avec une de ses maîtresses, qui s’appelle Elsa. Mais cette situation idéale et insouciante est bouleversée quand une ancienne amie de son père, qui s’appelle Anne, arrive. Anne est une femme de classe, une dame plus âgée, respectable et intelligente. Sa confiance et froideur déconcertante attire la jeune Cécile qui, comme adolescent typique, est toujours à la recherche d’un sens d’identité et de comprendre qui...
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...HOFSTEDE: Cultures And Organizations - Software of the Mind Culture as mental programming In Western languages 'culture' commonly means 'civilization' or 'refinement of the mind' and in particular the results of such refinement, like education, art, and literature. This is 'culture in the narrow sense; 'culture one' Culture as mental software, however, corresponds to a much broader use of the word which is common among social anthropologists: this is ‘culture two’. In social anthropology, 'culture' is a catchword for all those patterns of thinking, feeling, and acting referred to in the previous paragraphs. Not only those activities supposed to refine the mind are included in 'culture two', but also the ordinary and menial things in life: greeting, eating, showing or not showing feelings, keeping a certain physical distance from others, making love, or maintaining body hygiene. CULTURE It is the collective programming of the mind which distinguishes the members of one group or category of people from another. It is a collective phenomenon, because it is at least partly shared with people who live or lived within the same social environment, which is where it was learned. Culture is learned, not inherited. It derives from one's social environment, not from one's genes. Culture should be distinguished from human nature on one side, and from an individual's personality on the other: 1 Cultural relativism there are no scientific standards for considering one group...
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...Erläuterungen zum Perspektivenschema der kritisch-konstruktiven Didaktik nach Wolfgang Klafki 1. Aspekte der Planung und Gestaltung von Unterricht 1. Voraussetzungen eines Konzepts von Unterricht Als allgemeine Voraussetzungen eines Unterrichtskonzepts gelten hierbei ( Klafki 1987 ) ➢ Die generelle Zielbestimmung des Unterrichts ist, Hilfe zu geben bei der Ent-wicklung von Selbstbestimmungs- und Solidaritätsfähigkeit. Hierzu zählen auch die rationale Diskursfähigkeit ( = Fähigkeit zur Begründung und Reflexion ) sowie die entwickelte Rationalität und die Handlungsfähigkeit. ➢ Der Zusammenhang von Lehren und Lernen wird als Interaktionsprozess verstanden, in dem Lernende mit Unterstützung von Lehrenden zunehmend selbstständig werden in der Aneignung und Verarbeitung von Kenntnissen und hierbei auch die Fähigkeit zu weiterem Lernen gewinnen. ➢ Unterrichtliches Lernen muss in seinem Kern entdeckendes, sinnhaftes und ver- stehendes Lernen sein, dem die reproduktive Übernahme und das Üben sowie Trainieren nachgeordnet sind. ➢ Lehren muss als Vollzug für den Lernenden und mit ihm gerechtfertigt und geplant werden, d.h. Mitplanung und Mitgestaltung des Unterrichts durch Schüler ( offener und schülerorientierter Unterricht ). ➢ Unterricht ist ein sozialer Prozess, in den Biografien von Lehrern und Schülern einfließen. Soziales Lernen steht im Mittelpunkt und sollte funktional und intentional...
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