Related Essays
Southwest Airlines
The Southwest Airlines culture is one of the more celebrated organizational cultures in business. The company is based around \" A warrior spirit, a servant\'s heart and a fun-loving attitude.\" A focus on fun-loving is more to the day-to-day, as the servant emphasis, but the warrior heart showcases that employees at Southwest are expected to rise to the challenges that they face, and overcome obstacles in their service (Makovsky, 2013).
These values are even reflected on the company website. For example, this month the Star of the Month is a pilot, and the quote in the feature story is \"his… Continue Reading...
there is no indication of where the multinational organization is based, which would impact its core organizational culture and vision. Second, the question assumes homogeneity among people considered "Eastern" and "Western." These are value-laden as well as outmoded binaries. Moreover, an Eastern person can be Indian or Chinese, or Korean, or any number of other Asian cultures with completely different attitudes and practices regarding power, influence, authority, and leadership styles.
For example, Indian leaders and American leaders both tend to be "hard drivers," but one is technically "Eastern" and one is "Western," according to this binary (Bersin, 2012). The "Western" person could be from an "Eastern"… Continue Reading...
view with coworkers, superiors, and subordinates.
Key leadership skills required to create an inclusive organizational culture
Foster Self-Awareness
Ascertain personal fortes and shortcomings. A global leader must perform self-awareness evaluations or examinations for determining their personal fortes and shortcomings.
Respect individual differences. A global leader is faced with a highly complex and diverse universe that necessitates respect for, and understanding of, individuality (Holt & Seki, 2012).
Bridge the cultural divide by seeking commonalities. Concentrating only on how one differs from others does not form the absolute way to resolve interpersonal issues.
Recognize Cultural Stereotypes
Refrain from engaging in stereotyping and prejudices. A global leader… Continue Reading...
Organizational Culture
While reading the Cheney (2011) text, there are many themes and ideas relevant to organizational culture that are very important to absorb and consider. As noted by the assignment, the best and most relevant portion of the book comes in the fourth chapter, which starts on the 75th page. Within that sliver of the book, there is a wealth of information that could not and should not be missed by anyone that reviews it properly and fully. The important topics of that portion of the book and how… Continue Reading...
continue to operate. The progressive tech companies of today have learned that the organizational culture and leadership styles exhibited in Office Space are detrimental to employee satisfaction, productivity, and ultimately to the success of the organization.
The environment at Initech is bureaucratic and hierarchical, leading to a stifling organizational culture. Employees are undervalued. Because of the chain of command, they have no opportunities to contribute their ideas to the organization. Employees like Peter are restricted to their interactions with their immediate supervisor. Moreover, subordinates do not learn about big picture issues: the reasons why things like the TPS report are important. Given the… Continue Reading...
a more unified front that leads to a cohesive organizational culture. With a team whose new members are from Germany, Greece, Iran and Singapore there are considerable differences to be expected. As the GLOBE data indicates, the German and Greek members are more likely to be assertive than the Iranian and Singaporean members, while the member from Singapore is most likely to be the most future oriented. Gender equality is not likely to be especially high as an ideal among any of the four new members but other issues like a sense of individualism vs. collectivism is more likely… Continue Reading...
Organizational Leadership
Part 1
It is important to note, from the onset, that organizational culture can be a rather difficult concept to comprehend for most. This is more so the case given that it has got to do with the interactions between individuals in an organizational setting and how these interactions and behaviors are governed by the prevailing beliefs, values, as well as shared assumptions. In an attempt to help in the evaluation as well as assessment of the relevant organizational culture elements, Edgan Schein came up with a model that we could utilize to assess organizational leadership effectiveness. According to Edgar, the… Continue Reading...
merging organization hold dissimilar perspectives, beliefs and points of view of the organizational culture (Graen, 2006). Therefore, by getting into a joint venture, merger or acquisition devoid of comprehensively integrating the differing cultural views, then the chances of having a successful merger or acquisition become minimal (Denison et al., 2011).
This consideration will help me as the CEO of the company in selecting the most ideal model for the situation. This is in the sense that in instances where there is minimal cultural dissimilarity amongst the two organizations, the model utilized in the course of the cross-cultural joint venture, merger, or acquisition… Continue Reading...
Interviewing Project
Introduction
Organizational culture and communication happen to be closely connected as they are interdependent and have a major impact on the operation and performance of the organization. According to Kayworth & Leidner (2014) organizational culture influences the kinds of communication within the organization and the communication within an organization also helps to shape the culture. This paper seeks to determine identify the kinds of communication that shape the organizational culture and how culture shapes communication within Prima Community College. This is done through the use of face-to-face interview with a non-freshman… Continue Reading...
reap the rewards only when change occurs at the level of the individual employee." Most significant change transforms organizational culture on a meaningful level. Employees need to be made aware of the big picture issues as early as possible, because those big picture issues invariably affect their daily lives, their workflow processes, and the methods by which they achieve their own goals. Even when employees are relatively removed from the change process, they will be affected in other ways, such as through alterations in organizational structure that can make the workplace either more or less pleasant for some workers. In some situations, employees can be empowered to lead… Continue Reading...
prediction of how change impacts the entity. The dimensions highlighted include; “external environment, mission and strategy, leadership, organizational culture, structure, management practices, systems, work unit climate, task requirement and individual skills, motivation, individual needs and values, and individual and organizational performance” (Falletta, 2005). The design and nature of this particular model makes it a useful and key tool in the management of organizational change. However, the model overlooks the fact that external factors are not the only triggers of organizational changes. Factors internal to the organization could also set change in motion.
Leavitt’s Model
According to Leavitt, the designer of this model, there are four interactive components… Continue Reading...
beliefs that dictate any organization. The leadership culture of an organization is a distinctive and potent aspect of its organizational culture. Leaders can be considered to be the cultural designers and planners of any organization. In the end, an entity embraces and espouses the individualities and priorities of its leaders. Forming a culture of leadership is a fundamental constituent of an organization's capacity to grow and progress year over year. This is not an element that can be executed at once. Instead, a culture of leadership advances gradually by undertaking the essential steps and investing time and resources that are needed to form leaders not just at the highest… Continue Reading...
Organizational Culture of NYU Langone Medical Center
As a non-traditional volunteer intern at NYU Langone Medical Center from September to December 2016, I obtained a first-hand look at the organization's culture. My objective as a student intern was to develop my communication and problem-solving skills by shadowing various employees at the center and performing tasks appropriate to my skill-level and background. What I discerned in terms of workplace culture came by way of conversations with employees at Langone, observations of interactions among staff and supervisors, documents like the employee hand… Continue Reading...
Honeywell's organizational culture emphasizes attention to detail as part of the firm's commitment to excellence, growth, and consumer satisfaction. There are four pillars to Honeywell's organizational culture and the first and foremost is the one that focuses squarely on the employee's need to pay close attention to everything that he or she is expected to do. This includes having leaders who are able to adapt across cultures and be responsive to the complex needs of others who live and work outside the immediate circumference in which the director, leader, manager or… Continue Reading...
organization’s structure, policies, culture and leadership. The relationship between organizational behavior and organizational culture, however, is two-way: the latter is influenced by the former but also can reinforce or undermine what the workplace leaders are aiming to achieve. The goal for leadership when focusing on organizational behavior is to ensure that behavior aligns with the organization’s aims, vision, and objectives.
Communication, collaboration, and support are variables that will determine the extent to which organizational behavior is effective or ineffective—or, worse, detrimental. In a healthcare organization, identifying how nurses communicate with one another to guarantee that patient safety is a number one priority… Continue Reading...
organizational culture that supports its employees, refrains from micromanagement, and offers a combination of role clarity and flexibility that refrains from limiting the scope of each person's contributions to the organization. When employees are empowered, they can make decisions that fit in with the big picture of the organization, or at least the big picture of its department's goals.
One example of how empowerment can help an organization is when the organization is facing external pressures and strains. Forced to change or adapt to the situation, the organization can suddenly… Continue Reading...
exist to serve the needs of the public. They have different accountability structures and often have very different organizational cultures.
In fact, according to Stupak & Moore (1987), one of the first challenges of any organizational development practitioner dealing with a public entity is the cultural obstacles they will encounter, namely that public sector organizations do not have continuous improvement and OD theory as part of their inherent worldviews. Bureaucracy rather than what will be more efficient often dictates policy. Government regulations may limit what practitioners can accomplishment, which can frustrate OD specialists.
The ability to use a wide array of rewards to motivate employees, including increases in… Continue Reading...
TAL Global is similarly structured. A hierarchical organizational culture enables secure communications via chains of command systems, also effectively enabling project management and consultation services. Because both TAL Global and Wexford Group offer such a broad range of services related to security and risk management, they both rely on subcontractors as well as employees with specialized skills and competencies in analytics, intelligence, surveillance and other sectors. Yet all operations fall under the rubric of the primary leadership structures of the parent organization. For example, the investigative solutions that TAL Global offers combine expertise in surveillance, litigation and… Continue Reading...
Organizational culture is defined as the personality of an organization since it comprises the norms, values, and assumptions that govern work practices in an organization (McNamara (2000). Therefore, organizational structure determines how work is divided, coordinated, and categorized in an organization. Organizational structure is one of the most influential factors on the success and profitability of an organization since it affects members and influences how organizational strategy is executed. This paper examines the organizational culture of Zappos and how it compares to the various types of organizational cultures described by… Continue Reading...
a trust environment, and motivating employees to incessantly grow and reinvest themselves. Basically, this means that it is an organizational culture that impels a high-performance organization, which is an entity that accomplishes better financial and non-financial outcomes compared to its peers in the market over a long time period (Den Hartog and Verbug, 2004). Jones et al. (2009) defines high-performance culture to encompass four key constituents including leadership, performance enablers, people and sub-components such as attainment, well-being, innovation, and internal processes. Finney (2008) asserts that a high-performance culture is centered on three components. First, there is a clear and compelling corporate mission, which is inspirational and clear enough to… Continue Reading...
