...Cultural Assessment of General Electric Learning Team A Human Relations and Organizational Behavior March 14, 2005 Cultural Assessment of General Electric The corporate culture of General Electric (GE) is a composite of its people, leadership, organization, structure, and processes from past to present. This paper will provide an assessment of the corporate culture of GE, and provide an insight into the dynamics, which have made it one of the world’s premier companies. The aspects of General Electric’s culture begin with its leadership, and progress through its management, workforce, policies, and objectives. GE leadership provides corporate direction with a formalized set of values and action verbs, which guide the organization (GE, 2005). In lieu of a corporate mission statement, GE identifies its key strategies and initiatives in its annual Letter to Stakeholders (GE, 2004). The corporate office maintains a distinct presence among its sprawling empire. This empire is composed of a worldwide workforce, which is involved in a myriad of activities. To lead this powerful organization, management is trained and indoctrinated into the GE culture. The myths, and legends, surrounding General Electric, lend to the cultural identity shared by the entire workforce. Training, organization, and structure are established and maintained through several processes, and programs, which contribute to GE’s cultural identity. General Electric’s leadership...
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...Keishla M. Del Valle Marrero University of Phoenix CJA/394 - Contemporary Issues and Futures in Criminal Justice Week 2 December 22, 2014 Prof. Hector Garcia An organizational structure determines how the roles, power and responsibilities, controlled and coordinated, and how information flows between different levels of management are assigned. A structure depends on the objectives and strategy of the organization. In a centralized structure, the top layer of management has the most power of decision and has tight control over the departments and divisions, is where he takes the situation as a last resort for one last final word. In a decentralized structure, decision-making power is distributed and departments and divisions may have different degrees of independence. A company like Procter & Gamble sells multiple products can organize their structure so that the groups are divided according to each product and depending on the geographical area as well. Police organizations respond to the crime after it happens and in an organized manner starting with a routine patrol called in by radio where they visit the location reported for a possible intervention or arrest. In the division of tasks for the police first start with the patrol, then a call to action, intervention or arrest, investigation and then share the information which can all throw by one or more agents as simultaneously if it would be customer service outside the police offered by an agent according to...
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...Black Nationalism: UNIA The UNIA was a Black Nationalist movement led by Marcus Garvey. The movement made up a unique gender hierarchy and poor class membership that grew to extend all across the world’s geography. With the criticism of opponents, and the help of allies, the UNIA would come to stand as one of the most significant Black Nationalist movements. The UNIA maintained a hierarchal gender system that enforced female domesticity and male breadwinning. The female domesticity included caretaking and homemaking tasks, such as nursing and clothing production. One of the nursing programs, the Black Cross Nurses, “once a week learnt first aid and Medicare under the tutelage of a registered nurse who was a UNIA member (Lewis 68)”. For clothing production, women manufactured and designed various materials for the organization. Martin notes, “Women’s Manufacturing Department and Bazaar, which made Black Cross Nurses’ uniforms, Panama hats, and other millinery, shirts and ties” (Martin 34). Given the military culture of the UNIA, women also found themselves engaging in more soldierly activities. For instance, “Another uniformed auxiliary was the Motor Corps for females, both adult and teenage. These women met once a week to practice military drills as well as learn to drive” (Lewis 68). The gender structure of the UNIA was frequently met with criticism and examination through debate forums. Topics might include, “Is the intellect of woman as highly developed as that of man’s...
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...customers or for the organization growth. The Apple Inc. story starts in 1976 with the birth of a company called Apple Computer around the creation of a system called the ‘Apple 1’ by Steven Wozniak and Steven Jobs. Apple Inc. went through a variety of dramatic changes to the company’s structure along with its performance and losses remained a continuing consistency. This project, we will discuss about organization change in Apple Inc., i.e. Restructuring of Apple Inc., implementing new technologies and shifting strategy. We believe this organization is a perfect example of undergoing major organizational change and it was a company where it started from nothing to become one of the top companies in computer and technological world. In near future we can only see rapid reaction of Apple Inc.’s growing tremendously. Approach: In this section we will discuss organizational culture and performance of Apple Inc. From the sleek design of it’s personal computers to the clever intuitiveness of its software to the ubiquity of the iPod to the genius of the iPhone. Apple has built its management system so that it's optimized to create distinctive products. Although technology can be duplicated, structure...
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...ILLUSTRATIONS.......................................................................................... iv PREFACE....................................................................................................................... v ABSTRACT................................................................................................................... vi INTRODUCTION .......................................................................................................... 1 FROM GRUDGING ACKNOWLEDGMENT TO MANAGING DIVERSITY .............. 3 IMPACT OF DIVERSITY ON INDIVIDUALS AND ORGANIZATIONS.................... 9 Diversity Climate Factors.......................................................................................... 12 Identity Structures................................................................................................ 12 Prejudice and Discrimination ................................................................................ 13 Stereotyping......................................................................................................... 16 Ethnocentrism ...................................................................................................... 18 Informal Integration...
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...Functional Organization Structure Functional organizations are structured around job functions. This type of business structure is suitable for small to medium-sized businesses that do not have a wide range of products or production requirements. Product Organization Structure Product organization structures lend well to organizations such as department stores and supermarkets. When these organizations operate in multiple regions, a hybrid between geographical and product organization structures is suitable. Matrix Organization Structure Geographical structures are organized, as the name implies, by geographic area or region. Each region is its own complete entity; its goals tied to the overall goals of the business. There is usually a regional manager overseeing the entire operation, who will report to head office, but will otherwise have complete responsibility for the regional unit. The above chart gives an example of a North American geographical structure. The same can be applied internationally, where regions are split up by continents or subcontinents. Automobile manufacturers and multinational fast-food chains often follow this business organization structure. In some cases, products will remain the same across all regions, while in other cases, a product may be slightly modified or a new product introduced to meet local needs. The matrix organizational structure is one of the newer methods for running a company and is based more on teams than on individual...
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...company starts out to be very informal. Some companies still take out that certain aspect in their growth but have structure. Achieva has not dealt with its growth and development appropriately and thus needs to address the need for better managerial structure. They need to have effective business plan in place that encompasses organization as a whole to set up their goal and mission statement to which can be the assurance of the firm’s continued success. They should assign managerial and technical roles to employees as well and also develop such an equitable performance appraisal and reward system for all employees so that there will be equity and discipline among employees and most importantly recognition of innovative ideas should always be justified and based on merit. The Human resources of the company need to be restructured in such a way that more attention is drawn to towards making sure that the right and only mission-oriented people are employed since the firm is on a fast track of growth. Finally, good incentive package should be put in place to encourage hard work and great ideas towards the Achieva’s organizational goal. Q2. What kinds of management changes need to be made to solve them? Ans. The founders too have their roles to play in all of these, they should recognize that management of the firm is now essential by developing some sort of organizational chart, assign all those with managerial roles either a title or some acknowledgement of their duties and...
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...Management Control System CHAPTER 1 : THE NATURE OF MANAGEMENT CONTROL SYSTEMS By: Amirul Affan (115020305121001) Maria Dias Ika S (115020307121009) FACULTY OF ECONOMICS AND BUSINESS BRAWIJAYA UNIVERSITY 2014 A. Basic Concepts Management control system (MCS) is a system which gathers and uses information to evaluate the performance of different organizational resources like human, physical, financial and also the organization as a whole considering the organizational strategies. MCS influences the behavior of organizational resources to implement organizational strategies. MCS might be formal or informal. Control An organization must be controlled to ensure that is strategic intentions are achieved. But controlling an organization is much more complicated than controlling devices. Every control system has at least four elements: 1. Detector or sensor Device that measures what is actually happening in the process being controlled. 2. Assessor Device that determines the significance of what is actually happening by comparing it with some standard or expectation of what should happen. 3. Effector Device that alters behavior if the assessor indicates the need to do so 4. Communications network Device that transmit information between the detector and the assessor and between the assessor and the effector. Management An organization consists of a group of people who work together to achieve certain common goals (in business...
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...of Race and Sex Similarity Effects in Interviews: A Multilevel Approach to Relational Demography Joshua M. Sacco Aon Consulting Christine R. Scheu, Ann Marie Ryan, and Neal Schmitt Michigan State University This research studied the effects of race and sex similarity on ratings in one-on-one highly structured college recruiting interviews (N 708 interviewers and 12,203 applicants for 7 different job families). A series of hierarchical linear models provided no evidence for similarity effects, although the commonly used D-score and analysis-of-variance– based interaction approaches conducted at the individual level of analysis yielded different results. The disparate results demonstrate the importance of attending to nested data structures and levels of analysis issues more broadly. Practically, the results suggest that organizations using carefully administered highly structured interviews may not need to be concerned about bias due to the mismatch between interviewer and applicant race or sex. There is a large body of literature supporting the notion that demographic similarity affects important outcomes at work (see Riordan, 2000; Williams & O’Reilly, 1998, for a review). For instance, researchers have reported that demographic similarity is positively related to communication, the probability of remaining on the job, and job satisfaction (Tsui & O’Reilly, 1989; Vecchio & Bullis, 2001; Wagner, Pfeffer, & O’Reilly, 1984; Wesolowski & Mossholder, 1997). One key limitation...
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...Black and Decker This case exemplifies the challenges, decisions, and intricacies involved when a company dives into mergers and acquisitions operations. The emergence of a global economy is no secret to anyone. Globalization offers outstanding opportunities for those companies that take advantage. Of course, globalization offers many challenges for companies to compete both domestically and globally. Black & Decker’s (B&D) global endeavor exemplifies this statement completely. The purchase of Emhart could provide for lucrative product diversification opportunism. For Power Tools, Black and Decker has become an international linchpin. This acquisition provides opportune to achieve a similar status with door locking products. If successful, this integration could be used as a standard model for future global endeavors. Emhart is spread out widely, independently among many countries. The case focuses on the high level strategy and restructuring devoted to integrating and consolidating these separate companies’ operations under B&D’s global marketing umbrella. B&D is a global company, but this acquisition of Emhart Corporation seems to have perhaps morphed the company into the transnational type with a set of loosely bound, mostly inwardly focused hardware companies. This isn’t necessarily where the company wants to go. Grunewald’s initiatives seem to be building a strategy to collapse these transnational, distinct companies into a tighter marketing umbrella. Integrating...
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...immigration. Individual issues at work are seen as being apart of broader societal problems which they seek to address. Unlike trade unions, community union membership is not based on the workplace- it is based on common identities and issues.[3] Alliances forged between unions and other groups may have a primary identity based on affiliations of religion, ethnic group, gender, disability, environmentalism, neighborhood residence, or sexuality.[4] Community unionism has many definitions and practices.[5][6] It varies according to country,institutional and political contexts,internal organization, leadership, scale, organizing style, sources of funding, and communication structure.[7] In all, there is no "universal" community union;[8] they take on many different forms.[9] In order to simplify the complex structures of community unions, 4 categories have been established(although in practice community unions may blur the boundaries of these classifications):[10] Community organization/ no union partner:[11] This consists of community based efforts to organize around workplaces. It may also include new initiatives created by already established community organizations.[12] Labour union(s)/ no community partner:[13] This category is composed of new union locals or new initiatives undertaken as part of a labour union organizing strategy. These organizations seek the support of community institutions but do not form a joint effort with them.[14] Community/labour partnership but...
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...Organizational Transformation of Black & Decker Ishita Aditya 11BM60074 Black & Decker Corporation is a corporation based in Towson, Maryland, United States, that designs and imports power tools and accessories, hardware and home improvement products, and technology based fastening systems. In 1843, Frederick Stanley started a small shop in New Britain, Connecticut, to manufacture bolts, hinges, and other hardware from wrought iron. With superior quality, consistent innovation, and rigorous operational improvement, Stanley’s company defined excellence, and so did his products. In 1910, S. Duncan Black and Alonzo G. Decker started their shop, similar in size at first, in Baltimore, Maryland. Six years later they changed the world by obtaining the world’s first patent for a portable power tool, and the company they built has been changing the world ever since. Both companies grew in parallel over the ensuing decades, amassing an unparalleled family of brands and products and an even more impressive wealth of industry expertise. In 2010, the two companies combined to form Stanley Black & Decker, to deliver the tools and solutions that industrial companies, professionals, and consumers count on to be successful when it really matters. Just as it was in 1843, the company’s passion for excellence is seen around the world in disciplined operations, purposeful business growth, and loyal customer relationships. Transformations in Black...
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...1. Introduction Organizational effectiveness is paramount to the success of any company, whether this relates to a Small or Medium Enterprise (SME) or a much larger global organization. Therefore it is essential that business leaders have a firm understanding of all aspects that contribute to organizational effectiveness; this includes an understanding of how individual differences contribute to this. This paper considers how organizational effectiveness can be enhanced by organizations having a thorough understanding of individual (employee) differences and how these differences affect the contribution of the individual on the business. Additionally this paper considers how organizations may exploit this knowledge and gives consideration to the most significant barrier to such exploitation. 2. Organizational Effectiveness All organizations strive to be effective and much effort is expended in achieving and measuring organization effectiveness. Whilst the definition of ‘organization’ does not necessarily have to relate to a business or company in every instance, for the purpose of this paper the term will relate to a ‘business organization’ and therefore organizational effectiveness will relate to achievement of organizational goals or business objectives. “From the perspective of an employee, the extent to which an organization can provide satisfaction of the needs associated with the following range of variables is a major consideration in...
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...standards or status on the international scale. While thousand of Americans are medical issues that affects the health care arena. These issues have results in a gap in quality of care, allegations of fraud, cultural issues, patient abuse, or neglect. A recent research has show the number of patients victims in the health care arena is considerable such kinds of new laws should be contemplated. Heath system in many countries is influenced by social and economic structure that determines the quality of care provided to each individual. According to Lambert, almost every poll showed that a majority of American are insured and appear to be happy with their health insurance to a large extent, “The bill still passed”. This paper analyzes how quality of care is affected by organizational, culture, structure, governance, and social responsibility. Health news situation Brook Dale hospital, a hospital located in Brooklyn, New York, has been the subject of media scandal in November 2007. The scandal began when a hold man, black, 70 years old came to the emergency room alone for a pathology dominated by: dull pain near the navel or the upper abdomen (right ileac fossa), loss of appetite, vomiting, abdominal swelling, fever 102 degree. 24 hours after his arrival in the emergency room no physician neither medical staff did help out the patient. His color, age, and his loneliness do not play in his favor. A report of House Select Committee on Aging has suggested between one million and two...
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...Essay Title: ‘Assess the state of the evidence in favour of HRM’s impact on organisational performance. Do the supporters of HRM’s strategic contribution have enough of a case?’ Word Count: 3,105 Abstract The evidence in favor of HRM’s impact on organizational performance is growing, however some doubt has cast on these studies. Thus, this essay suggests that the evidence of HRM-performance linkage is weak because theoretical and methodological issues remain among most of these studies. So, this essay will mainly analyze theories concerning on HRM and firm performance relationships and methodological problems in empirical studies. As there are flaws in both theories and the process of studying the relationships, this essay concludes that the evidence in favor of HRM’s impact on organisatioanl performance is weak. It seems that it is better to pay more attention to the HRM’s theories and methodologies in order to further the understanding the correlation between HRM and firm performance. TABLE OF CONTENTS 1. Introduction 4 2. Evidence of previous studies 5 3. Theoretical evidence 8 3.1 Categorizing theories 9 3.1.1 Strategic theories 9 3.1.2 Descriptive theories 11 3.1.3 Normative theories 11 3.2 Conceptual theories 13 4. Methodological issue 15 4.1 Measurement of HRM 16 4.2 Measurement of performance 17 5. Conclusion 18 1. Introduction Human resource managers have been worrying about the inability to prove their contribution...
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