Organizational Culture Values Alignment

Organizational Culture Values
An essay on Organizational Culture Values Alignment between different values It is very important
in any professional organization that the values of workers are aligned with that of the organization.
In this reference the values of nurses hold a specific importance since it serves humanity and
therefore its alignment with its organization is crucial for patient outcomes. Usually the values of
any firm depends on things such as networking, educational opportunities provided to its
employees, professional and personal growth and so on. Similarly, the values of nursing depend on
things such as its technical skills, scientific knowledge and specific human values. It has been
commonly seen that nurses who are working under any organization are helped by it so that they can
perform a better duty, a great nurse is known to be compassionate, empathetic, selfless, self–aware
and someone who is technically strong having a thirst for knowledge. All of this can be achieved if
the resources of the organization such as networking and educational opportunities are wisely
organized according to the requirements of the nurses. The result would be better healthcare for all,
better communication which is key to finding out roots of many problems and the overall increase in
a patient's trust in the nurse itself. Effective communication techniques There are many techniques
of communication which can be used to overcome different challenges at workplaces such as the
promotion of
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Organizational Behavior : Motivation, Values,...
Throughout the decades, organizational Behaviour has played a very important role in the
organization's success. It is a diagnostic study that focuses on teams, motivation, values,
relationships and individual goals. As society has been rapidly changing, organizations have had to
adapt its own culture for its survival. I believe understanding organizational behaviour has helped a
lot of companies to stay successful in their respective market and helped them to evolve the way
they approach and treat their employees. As an organization, realizing the employees are integral to
the success of the company as well as communicating the success they achieved will help the
organization to build employee's motivation, and loyalty which have a ... Show more content on
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When a manager empowers an employee, it helps the employee stay engaged in the job, and
developing the future leader of the organization. As a leader, creating an environment where
employees feel comfortable, productive, empowered, and happy should be one of the most
important goals to achieve. Empowering an employee may sound simple, but it is not easy to do.
Many neuroscience experiments have been done over the last decade and they all have similar
patterns of approaching employee empowerment. As long as managers understand how important
open communication, supporting employee's independence, setting clear expectations, encouraging
failure and providing feedback, I strongly believe any managers can empower their employees
which will bring the success both individually and organizationally. I also strongly believe
empowering the employees will enhance employee's sense of self–sufficiency, happiness and
motivation (Waytz ). Furthermore, the organizations can improve productivity through this
motivation by creating an environment of accomplishment and inclusiveness, in addition to that, it
can increase productivity through better decision making by identifying the problems. (Kleiman)
First of all, any managers can empower their direct reports through having an open communication
(Daum). This is a start point of building the relationship and trust.

Avoiding Cross Cultural Miscommunication
Subject: Avoiding Cross–Cultural Miscommunication
It has been brought to our attention in Human Resources that our organization will begin
international business at the beginning of the new year, which is just less than five months away.
There are several negative situations that can occur within our organization due to cross–cultural
miscommunication. When cross–cultural communications do not translate as intended, people can
take with them a complete different message which can cause costly mistakes. Sometimes the wrong
choice of words will be used and can cause severe embarrassment. If our organization uses poor
translators, we could experience some tragic consequences in our business (Daniels, Radebaugh, &
Sullivan, 2007). I would ... Show more content on Helpwriting.net ...
The other attitudes toward leisure, time, change, family, social mobility and religion will be
important to shape our culture, also. For example, we can form a recreation committee to start
planning activities and outings for our employees on a quarterly basis. This could help increase
attitudes toward leisure, family, and social mobility. At the same time, we should think about
developing a flex time schedule for all employees allowing a flexible start and end work time.
Corporate/personal verbal and non–verbal communication has an influence on cultural
understanding. If our organization continues to promote that we are an English only speaking
organization, we must strive to walk the talk and speak and write in English only. At the same time,
I recommend our training and developmet department to conduct training classes in verbal and non–
verbal communication. We need to ensure that employees understand the different meanings of the
words used from each country. This will help with any embarrassments that might be caused by
using the wrong words during conversations and presentations.At the same time, training can be
provided in the styles of communication we want our organization to practice. If our organization
continues the culture of a closed communication style, I believe that senior leadership will lose out
on what employees are accomplishing and feeling. How else will they hear the voices of their most
valuable assets? (Whiley & Sons,

Personal Statement : Organizational Values Framework
In this season of my life, I find myself residing in the most opportune time to reflect on my
managerial competencies, as my surrounding environment in which I now lead and manage, has
taken a dramatic shift. The eight roles identified by the Competing Values Framework that are
essential for effective management, do not make the smoothest transition from a multi until store
manager in a retail environment, to a Director of Children's Ministry in a religious institution. The
competencies in which I excelled in Corporate America, I find are not the strengths I need to tap
into to find success in my new role. Therefore, in order to achieve the vision of what comparable
success is in my new role, I need to build on my competencies that display weakness in regards to
the Competing Values Framework that will be the defining factor of my success or failure.
When analyzing the Values Framework, the culture in my middle management position could be
identified as both market and hierarchy. My leadership strengths and skill sets fit the needs of both
these cultures. In a very competitive and ever changing environment where corporate goals were
specific and direct, the ability to produce, direct, monitor and coordinate were strengths that were
continually developed to maintain successful metrics and results. I struggled and still struggle with
innovation and being resource orientated, however, by understanding and identifying peers whom
possessed these strengths I was then able to

Essay on Edward Jones: Values and Goals
Edward Jones: Values and Goals A fourteen year veteran of Edward Jones counted one of the perks
of her job as reading client "thank you" notes penned when children went to college, or when
retirements were launched a little bit early (Wolfe, 22 Feb 2002). This veteran could have counted
many other types of perks such as salary, career advancement, etc., but she did not. She stated the
intangible, intrinsic benefits like "thank you" notes and personal greetings. Many other employees
stated similar things like "all we do is help people obtain goals", clients are just as likely to come in
to tell of good news or show off their new car as they are to sign business paperwork, and "everyone
is focused around a single mission" (Wolfe, 22 Feb ... Show more content on Helpwriting.net ...
brokerages. Employees and customers alike observed what a value driven company with a keen
strategy this was, a strategy that acted like permanent glue in Edward Jones' professional
relationships. The key values of conservatism and service of the steadfast investor are just
scratching the surface of what makes Edward Jones a truly fascinating company.
CHARACTERISTICS OF MOTIVATION Looking from the outside in, there are some distinct
reasons why Edward Jones kept its employees finely motivated. Using the Job Characteristics
Model as a template to analyze how it was done, it is apparent that Edward Jones harnessed for its
employees job meaningfulness, responsibility, and demonstrated knowledge of results; which
ultimately guided top–notch work outcomes (Louis, Notes on the Job Characteristics Model).
Analyzing the 'job characteristics' section of the model, it is evident that Edward Jones mastered the
concept of autonomy. Evidence presented itself when Jones' employees were encouraged to grow
roots and stay in one branch office without having to relocate in order to advance careers. This
autonomy allowed for another characteristic to prevail, task significance. Through their autonomy,
the individual branches reached out to connect with their clientele and clearly were able to perceive
the impact that their

Laws Of The Fifth Discipline And The Value Of Systems...
Systems Thinking for Organizational Improvement "Systems thinking is the art and science of
making reliable inferences about behavior by developing an increasingly deep understanding of
underlying structure" (THWink.org, 2014). It is a way of understanding the relationships that shape
the behavior of systems. It helps us see how changes can be more effective. Specifically, this paper
will discuss the following: Laws of the Fifth Discipline and the Value of Systems Thinking 2. Gap
Analysis Using the 5–Whys 3. Gap Analysis With Causal Loop Modeling 4. Robust Causal Loop
Modeling Laws of the Fifth Discipline and the Value of Systems Thinking Three challenges to
managing complex organizations include: Slow decision making Conflicts Silo mentalities Effective
systems thinking can help improve complex organizations and meet the three above challenges.
According to the Laws of the Fifth Discipline, systems thinking can help speed up decision making
by giving insight on problems (Cathon, 2000). Specifically, personal mastery is honest reflection
and evaluation that identifies needs that contribute to the achievement of organizational goals. This
can also help with conflicts by being honest with ourselves and having a shared vision with the
organization. Next, conflicts can be resolved better because systems thinking allows a network of
groups and individuals to work as a family (Meadows, 2008). Finally, competitive organizations
know how to learn and understand all

Transformational Leaders : Organizational Values,...
Transformational leaders set the organizational values, aspirations, and ethical measurements
required. Additionally, the result of the transformational leader concerns them with creating growth
of the follower. Developing the followers into leaders through coaching, directing, and raising their
awareness levels to know or expect the unexpected and the overall issues of consequences. This
development builds a collective future through the shared values of the leadership and the
followership. The developments further drive the followership to accomplish the necessary right and
appropriate good that falls within the vision and mission of the organization. Believing in the core
organizational values, the transformational leader expects high performance from the followers. The
followers enter the process of being a transformational leader by adding increasing influence,
inspiration, and intellectual stimulation from the leader. This leadership style engages the follower
and increases the expectation and set in motion a value that projects future achievements
(McCloskey, 2015). All three styles complement the current leadership genres.
Leadership Genre Analysis The need for the organization to encompass distant control over
followers has not only become necessary but, it is an obligation to both the organization and the
employees. Having followers in remote locations call for remote leadership. This remote leadership
relies on the technological advances in

Organizational Values At The Centre Of All Human Decision...
Is it important to focus on organisational values and engaging stakeholders, including patients when
working to improve care quality and patient experience? Values stand at the centre of all human
decision making. John Kerry describes values as not just being words; values are what we live by
.Every individual has a set of personal values which shape who we are and guide the way we live
our lives. They form unspoken rules which support our decision making both consciously and
unconsciously. When we work for an organisation that aligns with our own personal values we feel
empowered and liberated. In the public sector the key to success whether in terms of employee or
customer satisfaction begins with the values of the organisation. When discussing values we are
identifying the deeply held principles, ideals or beliefs that an individual holds or adheres to when
making decisions. An individual expresses their values through their personal behaviours whereas
an organisation expresses their values through their cultural behaviours. Barrett R 2006 identify that
value driven organisations are the most successful organisations on the planet. They continue to
discuss that: Values and behaviours drive culture Culture drives employee fulfilment Employee
fulfilment drives mission assurance Mission assurance drives customer satisfaction The values that
underpin an organisation are either a reflection of the underlying beliefs of the present leaders or the

Key Values Of The Organizational Structure Of Aircel Company
3.2 ORGANISATIONAL STRUCTURE
Aircel's organizational structure is based on some key values which they need to keep up. These key
values include delivering superior value to the customer s, encourages feedback from the customers.
Aircel need to increase the efficiency. They concentrate on ease and flexibility in decision making.
They always promote the development of the potential of their team member s around the
company's goals and values. They need to respond quickly according to the market forces. Based on
these key drivers which they intend to keep in the organization Aircel has made a flat organizational
structure. The span of control inside the organization is not too large. This gives an ease of
management of the subordinates. And the reporting structure is also small, which has not more than
4 or 5 ... Show more content on Helpwriting.net ...
As an integrated telecom service provider, ABS leverages its rich pedigree of best–in–class
solutions, partnerships and domain expertise to address service providers, enterprises, PSUs, and
consumers. Its range of services includes networking, data centers, managed services, collaboration
services, SaaS (Software–as–a–Service) and mobility solutions.
ABS is the pioneer of data connectivity solutions and it has demonstrated the same by being the first
operator in India to launch WiMAX technology. ABS is also a registered member of WiMAX forum
– both in the Indian and International Chapters.
With a pan India rollout of over dual core optical fiber backbone, over 100 IP MPLS PoPs and
leveraging integrated wire line and wireless data solutions, ABS is ideally suited to provide high
speed, secure, and reliable managed networking solutions across

Organizational Culture And Values On Strategic Leadership
STRATEGIC LEADERSHIP
Name
Institution
Course
Date
Organization's Ethical and Value–Based Approach to Leadership
Impact of the Organization's Culture and Values on Strategic Leadership
Organizational leadership and culture has been a major issue in today's highly structured
organizations. This has necessitated that organizations understand in depth the inter–relation
between culture and organization on strategic leadership. Is it that the leadership determines culture
or the culture determines leadership behaviors? While many argue that the leaders have absolute
control and influence the direction of organizational culture, research actually shows that leaders
themselves are greatly influenced by variables and situational setting in any organization, implying
that it is valid to say that leadership itself receives significant influence from organizational culture
(Waldner & Weeks, 2006).
Due to this, the effort to identify and understand how trends and traits making up organizational
culture have been a priority amongst most organizations seeking to improve the effectiveness of
strategic leadership. According to Schein (2004), the reason why such issues as culture and
leadership is important stems from one of the critical factors, that is the fact that certain trends and
traits are shared among a group hence forming a shared culture. Schein also explains other critical
elements of the culture, such as structural stability. The definition of a culture within an

Role Of A Leader 's Top Responsibilities
Seagram was challenged with maintaining a good image to their employees as well as the public.
Much of the challenge involved the lack of communication. According to Tay, Ang, and Hegney
(2012), effective communication is defined as "a two–way process – sending the right message that
is also being correctly received and understood by the other person" (p.2648). In order to
communicate effectively, leaders must be active listeners, understand how perception influences
actions, and understand the impacts of the lack of communication. In addition, communication is an
essential element in enhancing value change in companies. The values must be well presented,
understood for the implementation to be a success. One of a leader's top responsibilities is to
communicate expectations clearly and accurately to followers. Seagram had to change every aspect
of the way that it was managed. They had to unlearn their old culture and new values had to be
reinforced.
Diagnosis of current situation: Unfortunately, the company is configured in a hierarchical style,
which does not allow innovation, effective communication, or customer focus. Seagram was faced
with several challenges in the 1990's such as; increased liquor taxes, a recession, and increased
regulations. Nonetheless, they set out to become the best managed company. The needed an
effective plan to implement for cultural differences and to change the behaviors at Seagram. The
leaders of the organization desired to create a climate

Explicit Organizational Values: The Volkswagen Company
VOLKSWAGEN ORGANIZATIONAL VALUES IN PRACTICE Explicit Organizational Values
The Volkswagen Company maintains a 130–page expression of its organizational values titled One
Plus One Equals Three Corporate Social Responsibility at Volkswagen: Combining Value with
Values (Volkswagen, 2006). It presents a detailed corporate philosophy that emphasizes corporate
responsibility as one that is equal in importance to the traditional vision of modern business:
economic success. It provides a commitment to the community at the local, regional, national,
international, and global levels. More specifically, according to the Volkswagen values, the act of
doing business in the human community entails myriad corresponding ethical responsibilities within
the framework of contributing to society beyond self aggrandizement. According to the Volkswagen
organizational values, a for–profit business organization must "legitimize" their operations and their
membership in society by respecting social concerns beyond just technical legal compliance; it must
consider how its operations affect society economically and socially, and how they affect the global
biosphere ecologically, and most of all, how the business operations of the organization contribute
positively to the broadest global concerns. In principle, Volkswagen company values suggest that
large business organizations inherit ethical obligations by virtue of their sixe and their economic
power. At Volkswagen, the company

Organization Culture: The Value Of Organizational Culture
The value of organization culture is every organization has its own culture. Seeing that many
employees expend forty–five or more hours at their workplace, their business culture plainly
influences both their work lives and their personal lives. Organizational culture makes reference to
the beliefs, ideologies, principles and values that the individuals of the corporation with a business
with a corporation share. This culture is a deciding aspect in the achievement of the business. And
show their importance through some things in place work. To begin with, Unanimity a shared
organizational culture helps to unite employees of various demographics. Many employees during
an organization come from differing backgrounds, households, and traditions and still have their
own cultures. Creating a distributed culture at businesses provides them a sense of unity and
understanding towards the other person, promoting better communication and fewer conflict. In
addition, a shared company culture promotes equality making sure the project no employee is
neglected at the workplace and that they are all solved equally. Also, Loyalty Company culture
helps to keep employees motivated and dedicated to the management of the organization. If
employees view themselves as part ... Show more content on Helpwriting.net ...
Oftentimes, employees work harder to reach company goals if they consider themselves to be part
of the organization culture. Different cultures within one company can also impact employee
performance. For illustration, if the organization goes on a reserved "talk when necessary" culture,
employees may work accordingly; however, if the organization permits one area, say the sales team,
to be blunt and socially active, the organization may experience competitive events among areas.
Thus, allowing an area to establish up their own culture can affect the performance of the employees
implemented away in the

Disadvantages: Outsourcing The Advantages And Disadvantages?
Outsourcing
The advantages vs disadvantages
ISBP
Vadim Bucur
Introduction to outsourcing
With great attention to the health and well–being of employees, it is likely that service providers
will offer new organizational solutions in the field of wellness. In general, service providers should
be prepared to meet these new requirements and emerging service areas or be willing to cooperate
with those who can provide solutions. For example, it will require new specialists in the field, such
as therapists, coaches, trainers and doctors, for example, as personnel or FM functions.
By 2020, outsourcing is changing in three main ways:
Outsourcing is becoming more strategic and less focused on reducing transportation costs.
Relations between firms and outsourcing providers will evolve from a transactional relationship to a
spectrum of relationships based ... Show more content on Helpwriting.net ...
Outsourcing will increasingly be used to stimulate the creation of value and innovation in
organizations. Enterprises will use outsourcing as a tool to consistently position themselves at the
forefront of their industries, turning to the best talents, resources and opportunities, and sometimes
using outsourcing to access new markets.
The need for innovation, dexterity and progressive ideas will lead to a shift in the creation of value
in new areas. An emphasis will be placed on the development of improved processes, with a focus
on core competencies and market differentiation. Outsourcing will serve as a mechanism for
allocating risks and costs associated with specific efforts. This entails the creation of strategic
mechanisms and the construction of value networks to increase organizational flexibility and
become market leaders, allowing enterprises to continuously and smoothly use the best talents,
opportunities and best

Organizational Culture As A Guide Of Values And Rituals
Organisational culture in an organisation is a guide of values and rituals followed by the members of
the organisation to solve the issues, people orientation and to maintain the stability of the
organisation. The organisational culture encourages the employees or the members of the
organisation to be innovative and also in taking risks for the bright future of the organisation and
members as well. Culture is nothing but the way of doing things by the organisation. A crisis is any
kind of issue that could cause an impact on the organisation. Crisis results in loss of money and
mainly reputation. Crisis happens beyond the expectations. Crisis management is the process of
steps taken in response of crisis in an effective way to reduce the effect of crisis and reputation of
the organisation. Crisis management involves in identifying the crisis and response to it in a timely
manner and puzzle out the crisis. I understood the real meaning of organisational culture with the
examples of PWC and the warehouse videos in the YouTube. The group presentation on the
warehouse made me to think much deeper into the concept of organisational culture. Issues occur in
every organisation but those issues are to be solved as early as possible to prevent its severity which
may result in the crisis.
Crisis management was so interesting and made me to think out of the box. The first challenge of
crisis management given to our group is solving the issues facing by the genesis energy. We all
came

Culture: Culture, Values And Influence Of Organizational...
An organization is an entity comprising multiple people, such as an institution or association and is
linked to an external environment. Culture is a way of life of people – the values, beliefs, behaviors
and symbols they accept and practice and pass from one generation to another. Organizational
culture therefore is a system of values, beliefs, behaviors and symbols that governs how people
should behave in organizations. This is a relatively stable element of an organization that greatly
influences its members or employees on how they should act within the organization – work ethics,
habits, skilss, even up to dress codes.
Organizations create their cultures by two ways, first, because of its founders, and second, because
of the external environment it is in. The impact of the founders is the most important in creating an
organizational culture. Organizational cultures do not form suddenly or spontaneously, it starts with
a founder's idea, from which he creates a core group of founders who share the same vision and
goals for his company. It is this vision and goals that is continually taught to the other members that
will be brought ... Show more content on Helpwriting.net ...
An organization's culture is composed of relatively stable elements rooted on values. However,
cultures are bound to change with major changes in the organization, such as financial crisis,
increased competition, change of leadership. An organization must be resilient to change to be able
to continually adapt to its environment. A change in the organizational structure greatly impacts
culture. If in the past the heads impose strict rules to be followed, but the next leaders allow for a
more lax work environment, then it calls for some sort of change. If an organization undergoes some
crisis, measures must be taken to adapt to the problems. Organizations with an adaptive culture
generally persist longer than those that do not, and have a higher stability and better

Personal Reflection Of Personal Values In An...
Through this assignment, we will examine individual traits and how they integrate into
organizational behavior. This project is conveyed from the first–person based on my personal
experiences and results based on my answers from the "Project 2 Assessment" from McGraw Hill
Connect. From the information gathered we discuss in three–parts, my personality triats, working
with others, and my experience within an organizational setting. My paper will culminate by
discussing my personal reflection of my strengths and weaknesses regarding the engagement of the
Holy Spirit through them.
Step 1:
What About Me?
Considering my personality, based on the "Big 5" personality traits, extraversion, agreeableness,
conscientiousness, emotional stability, and openness to experience, I scored on the high end of the
moderate range. As for the openness to experience, I scored a 9 out of 10 ranging in the high level of
personality factor (Project 2, BMAL–500 D, McGraw Hill Connect, Liberty University, 2017). I feel
as if though this is accurate as I am generally outgoing and enjoy the company of others.
Values are of great importance to me and are reflected accurately within the assessment. Regarding
hedonism, I scored 4 points which is the low end of moderate (Project 2, BMAL–500 D, McGraw
Hill Connect, Liberty University, 2017). I must learn that it is good to want pleasure in life but I
must assure proper ethical and moral principles regarding my faith when seeking life's satisfactions.

Organizational Culture And Employee Value System
Analysis
Adopting Organizational Cultural
Coming straight from training to Cloths and Accessories (C&A) store located in Vitoria, David
clearly failed to understand organizational culture and employee value system. He should have
picked up the cue from former store manager, Douglas Fischer, "to know his team before
introducing any change". Organization, just like countries have their own culture and values (Cable
and Judge, 1996), David was apt in observing that employee were not smiling, mannequins were
always dressed without any accessories, he however should have reflected on those instances as a
symptom and should have made an attempt to probe it further. Just like self awareness, it is perhaps
was desirable for David to be aware ... Show more content on Helpwriting.net ...
Perhaps the confidence he had acquired from successful completion of training, complimented by
trust from his senior management, David is inclined towards external and control centric approach
(Investment, Be first) toward resolving the problem creatively and yield rapid results and remain
competitive. (DeGraff & Lawrence, 2002)
Lack on interest and resignation to various plans is a sharp indicator that David lacks creditability
among his management team, which is a must to be an effective leader (Kouzes and Posner, 1987,
2011). One may argue David's age (22 Years old) as one of the factor, more compulsive argument
perhaps would be that he is seen as hypocritical, whose motives appear to be personal glorification
instead of the welfare of organization. David's directive approach toward how his strategy and
vision is to be carried out perhaps is in conflict with his management team, who possesses collective
48 Years of experience with C&A. This further resonates well with General Pagonis's team where he
never told a subordinate how to carry out a specific task. Dictating terms undermine innovation and
decreases willingness to take responsibility for his or her actions. (Pagonis, 1993, p. 119) There is a
high degree of chance that David's team is feeling invalidated
Unidirectional

Organizational Culture And Values On Strategic Leadership...
Organization's Ethical and Value–Based Approach to Leadership
Impact of the Organization's Culture and Values on Strategic Leadership
Organizational leadership and culture has been a major issue in today's highly structured
organizations. This has necessitated that organizations understand in depth the inter–relation
between culture and organization on strategic leadership. Is it that the leadership determines culture
or the culture determines leadership behaviors? While many argue that the leaders have absolute
control and influence the direction of organizational culture, research actually shows that leaders
themselves are greatly influenced by variables and situational setting in any organization, implying
that it is valid to say that leadership itself receives significant influence from organizational culture
(Waldner & Weeks, 2006).
Due to this, the effort to identify and understand how trends and traits making up organizational
culture have been a priority amongst most organizations seeking to improve the effectiveness of
strategic leadership. According to Schein (2004), the reason why such issues as culture and
leadership is important stems from one of the critical factors, that is the fact that certain trends and
traits are shared among a group hence forming a shared culture. Schein also explains other critical
elements of culture such as structural stability. The definition of culture within an organization
creates some sense of stability as it defines the identity

Communication of Values and Ethics in Strategic...
Starbucks organizational structure has been rearranged to better accommodate customer satisfaction.
Schultz, CEO of Starbucks announced the expansion of their matrix organization structure. They
will operate under four U.S. divisions: Western/Pacific, Southeast/Plains, Northeast/Atlantic and
Northwest/Mountain (Schultz, 2008). There are some major advantages for this kind of
organizational structure which include maximized communication channels. Once the appropriate
adjustments are made, Schultz believes that Starbucks will be able to develop products specifically
to market appeal. The continual support in the Starbucks organizational structure support functions
operating being their own department and supporting shared visions and goals ... Show more
content on Helpwriting.net ...
Public relations are exceptional with the Starbucks Coffee Company. They have several outlets in
communicating to them any questions or concerns and a hotline phone number to be contacted. The
company responds within 24 hours most times and they answer all comments no matter how small
or large and resolves conflicts as quickly as possible.
Starbucks Mission: Our mission: to inspire and nurture the human spirit – one person, one cup and
one neighborhood at a time.
References:
Ball, D., McCulloch Jr., W., Geringer, J., Minor, M., & McNett, J. (2005) (11th ed.) International
Business: The Challenge of Global Competition. McGraw–Hill.
The Express Online. (n.d.) Corporate Report: Unilever goes all out in Tanzania. Retrieved August
18, 2012, from http://www.theexpress.com/express155/business/corporate_report.htm
Japan External Trade Organization. (2006). Starbucks' green tea success with Japanese consumers
leads to worldwide popularity. Retrieved August 19, 2012, from http://www.jetro.org/content/353
Shultz, H. (2008) Starbucks makes organizational changes to enhance customer experience.
Retrieved August 18, 2008, from, http://www.starbucks.com/aboutus/pressdesc.asp?id=831
Starbucks. (2008) Starbucks Coffee International. Retrieved August 19, 2012, from

Analysis Of The Core Values Of My Military Organizational...
My military organization culture begins with the core values "Integrity First, Service Before Self
and Excellence in All We Do". Which sets the foundation of our organization culture. We share
history and sagas from previous and current wars and fallen soldiers. In every military installation
we have daily rites and rituals that are reveille, retreat and taps music. During out door activities and
the music begins to play, you have to stop and render proper respect to the note. Then, we also have
ceremonial protocols that we have to follow and respect for example, retirement ceremonies and
enlistments. One way managers can promote in a organization culture is by reinforcing ethical
standards. In the Air Force we have core values . As supervisors

organizational behavior Essay
1. What are the observable artifacts, espoused values, and basic assumptions associated with
Chrysler's culture? Explain.
2. How is Mr. Machionne trying to improve the PE fit of his direct reports?
3. Use the competing values framework to diagnose Chrysler's culture. To what extent does it
possess characteristics associated with clan, adhocracy, market, and hierarchy cultures? Discuss.
4. Begin by looking up Chrysler's mission or vision statement on the company's website. Now
answer the following question: To what extent is the culture type you identified in question 2
consistent with the accomplishment of this mission or vision? Explain.
5. Which of the mechanisms for changing organizational culture did Mr. Marchionne use at ... Show
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Would you like to work at Chrysler? Explain your rationale.
consistent with the accomplishment of this mission or vision? Explain.
35. Which of the mechanisms for changing organizational culture did Mr. Marchionne use at
Chrysler? Explain.
36. Would you like to work at Chrysler? Explain your rationale.

Organizational Value Of The Slavery
Essay 1
Organizational value of the slavery was an essential part of the Virginia and Chesapeake during the
eighteenth century. The social practices and attitudes that accompanied the skin color based slavery
system affected fundamentally all the fields of life. The slave system originated in early seventeen
century and slowly prospers with increasing family based servitude system in African Blacks. Over
the period of hundred years this slavery system became the critical component of the Virginia
society due to obstructive legal system and social practices. The basic reasons of progression in
slavery system in Chesapeake are fast growing agriculture system and need of extensive labor in
this proliferating endeavor. The initial purpose of using slaves is the increasing demand of tobacco
for export purposes but with time as slavery system entrenched in the society; the African slaves
were used extensively in expanding farming and agriculture industry.
The Chesapeake and the Virginia were the center of interest for many colonists as this region
provide high yield of tobacco whose demand start increasing globally. The Chesapeake provided a
significant portion of financial gain through the export of tobacco. In the early seventeen century,
the land of Chesapeake started to offer number of opportunities and ventures for different nations.
Due to this reason number of English men migrated from different regions to Chesapeake and
started working on different agriculture farms and

The Dimensions Of Culture In Mexico And Mexico
Dimensions of Culture
According to Luthans and Duh culture is the acquired knowledge that people use to interpret
experience and generate social behavior. This knowledge forms values, creates attitudes, and
influences behavior (Luthans & Doh, 2015, p. 112). Culture is learned from experiences, and shared
with one another. It is passed down from one generation to another. We here in West Michigan have
our own culture that may have similarities to those in Mexico or China but some significant
differences should be documented. One example is the difference in the value of time between the
United States and Mexico. Mexicans put less value on time and therefore do not see typically have
issues when a meeting is late to start.
Universalism vs. Particularism
Cultures can be different in regards to how ideas and practices are to be applied. Universalism is the
belief that ideas and practices can be applied everywhere in the world without modification,
whereas particularism is the belief that circumstances dictate how ideas and practices should be
applied and that something cannot be done the same everywhere (Luthans & Doh, 2015, p. 129).
Our country has a culture that believes in ideas can be applied everywhere. While Mexico shares
this culture to an extent, they do find situations where there may be a need to alter how ideas are
applied. China has a more particularism culture. When doing business as a universalist culture with
those from a particularistic culture it is important to

Employee Attitude
1. INTRODUCTION
1.1 BACKGROUND OF THE STUDY An attitude is a hypothetical construct that represents an
individual's degree of like or dislike for an item. Attitudes are generally positive or negative views
of a person, place, thing, or event–– this is often referred to as the attitude object. People can also be
conflicted or ambivalent toward an object, meaning that they simultaneously possess both positive
and negative attitudes toward the item in question.
Attitude: The importance of attitude in understanding psychological phenomenon was given formal
recognition early in the history of social psychology. From the time of the concept's entry in to the
language of psychology until now, interest in attitude has been strong and growing. ... Show more
2. Ego–Defensive: The ego–defensive functions of attitude acknowledge the importance of
psychological thought. Attitude may be acquired by facing threats in the external world or becoming
aware of his own unacceptable impulses.
3. Value Orientation: The value–orientation function takes in to account attitudes that are held
because they express a person's self–image, or bycues that engage the person's values and make
them salient to him.
4. Knowledge: The knowledge function of attitude is based on a person's need to maintain a stable,
organized and meaningful structure of the world.
5. Attitude that provides a standard against which a person evaluates the aspects of his world and
serve as the knowledge function too. These functions of attitudes affect the individual's way of
interpreting the information coming to him. Since attitudes intervene between work requirements
and work responses, information about how people feel about their jobs can be quite useful in the
predication about work response. Thus, these types of attitudes can portray areas of investigation for
making the individual and the organization more compatible.
Factors in Attitude Formation: The attitudes are learned. Though there are different approaches as
how learning works and is acquired by an individual, generally it is held that individuals learn
things from the environment in which they interact. Thus, for attitude formation, all these factors
must be

The Organizational Structure Of The Adidas AG Value Chain
Abstract: The adidas AG value chain covers the entire operational system that consists of marketing,
designs, product development, sourcing, supply chain management, and sales subsidiaries. Of this
six–stage system, three stages (3 through 5) are largely operational globally in its three operational
regions (the Americas, Asia, and EMEA) and in at least 49 countries as of 2014. The complex
adidas supply chain consists of three primary supplies (direct suppliers, agents, and licensees),
which utilize their own sub–contractors and materials/services providers. Issue over perceived
quality of factory outputs should be monitored to avoid negative impact.
Introduction
Any enterprise is only as good and profitable as the speed it can provide its ... Show more content
on Helpwriting.net ...
These suppliers provide excellent competencies in producing adidas footwear, apparel, and
hardware in high volumes and cost–efficiently. As indicated in the previous section, the adidas
supply chain structure consists of three supplier categories: direct suppliers, agents, and licensees.
Not found in Figure 1 are other providers, which supply materials and other services to the primary
suppliers, whether directly or indirectly, but often through sub–contractors, as illustrated in Figure

Organizational Culture Is The Key Values, Beliefs And...
Organizational Culture:
Organizational Culture is the key values, beliefs and attitudes shared by the members of an
organization. Organizational culture includes an organization 's expectations, experiences,
philosophy, and values that hold it together, and is expressed in its self–image, inner workings,
interactions with the outside world, and expectations for the future. A key source of organizational
culture is usually its founder. It can be sustained by creating and spreading organizational stories
and organizational heroes.
London Drugs has had a strong culture since it was founded 70 years ago. Their culture was
originally focused on entrepreneurship and is very original. A big part of their culture focuses on
taking care of their people and helping out communities. London drugs does this by providing
family assistance program to its employees. An example of this family assistance program is where
employees are helped during their hard times like funerals. Keeping the environment clean is
another important element of London Drugs culture. They have created the "What's the Green
Deal?" program, which ensures everything in the company is done in a way which does not harm
the environment. According to the Vice President of London Drugs, the best part of the company's
culture is that you get a very open, familial feeling when you are working. The reason behind is that
everyone knows how to treat each other and support each other. A big part of the culture is to focus
on

Organizational Values Essay
Organizational Values Presentation (Benchmark Assessment) Describe how alignment between the
values of an organization and the values of the nurse impact nurse engagement and patient
outcomes. Discuss how an individual can use effective communication techniques to overcome
workplace challenges, encourage collaboration across groups, and promote effective problem–
solving. Identify a specific instance from your own professional experience in which the values of
the organization and the values of the individual nurses did or did not align. Describe the impact this
had on nurse engagement and patient outcomes. While GCU style format is not required for the
body of this assignment, solid academic writing is expected and in–text citations ... Show more
28.0 %Identify a specific instance from your own professional experience in which the values of the
organization and the values of individual nurses did or did not align. Describe the impact this had on
nurse engagement and patient outcomes. Identification of a specific instance from your own
professional experience in which the values of the organization and the values of the individual
nurses did or did not align is not provided. Identification of a specific instance from your own
professional experience in which the values of the organization and the values of the individual
nurses did or did not align is offered; however, relevant information is missing such as a description
of the impact this had on nurse engagement and patient outcomes. Identification of a specific
instance from your own professional experience in which the values of the organization and the
values of the individual nurses did or did not align meets the basic criteria for the assignment as
indicated in the assignment instructions. An example from your professional experience is offered in
detail. An example from your professional experience is offered in detail, while demonstrating
higher level thinking by incorporating prior learning or reflective thought. 15.0 %Organization and
Effectiveness 5.0 %Layout The layout is cluttered, confusing, and does not use spacing, headings,
and

Culture And Values And Importance Of Organizational Culture
Organizational culture is a set of shared norms and values that describes an organization (Ashworth
P., 2015). Organizational culture is the only true and unique identifier (Ashworth P., 2015). It can be
compared to finger prints, as it can be similar, but still unique compared to other organizations
(Ashworth P., 2015). Products, innovations, strategies etc. can be replicated, but not an
organization's culture (Ashworth P., 2015). For customers, suppliers, employees, and all other
stakeholders, it is culture that differentiates one organization from the other (Ashworth P., 2015).
Importance of culture Organizational culture is very important as it provides a unique identity to the
organization. It helps in creating a brand image of the ... Show more content on Helpwriting.net ...
(2017). Rober Glazer provides three approaches for managers to make sure that organizational
culture and employees fit and the approaches are to implement personality tests to discover purpose
and to assess where the employees are right now, to rethink employee development, to make good
use of employee transitions and exits and to understand that priority should be given to candidates
who have the ability to grow rather than ones who have experience and fits the company but do not
have the room to grow when the company does (Glazer, R., 2017). Concluding thoughts I believe in
order to create a strong positive culture, it is important to have a clearly communicated mission,
vision and organizational goals. Having a mission and vision statement doesn't serve the entire
purpose. It needs to be communicated and each employee should know how exactly they can
contribute to it. Employees feel motivated, if they feel that their contributions are important and
makes a difference. In a strong positive organizational culture, each employee improves
performance by coordinating their behavior towards the organizational goals. In the current situation
with continuous changes in the market and uncertainity, it is easy for employees to lose focus. But,
with a strong positive culture, employees will be able to develop flexibility to face the challenges as
their motivation to achieve the organizational goals are higher than the feeling to resist change. A
culture to

Nursing and Organizational Values
Nursing and Organizational Values
Alignment for Quality Care
The Heart of the organization
Decision making is the heart of any organization
In the healthcare industry, these decisions directly affect the lives of individuals and contribute
towards the good of society
Regardless of the theory, decisions need to operate out of the Value Orientation Model (VOM)
Organizational Values
Setting of organizational values is the starting point for any managerial operation
Values = building, sustaining and growing trust
Values define what the organization does, what it aspires to be, how it will grow, and what it
considers important
Nurses in the modern Healthcare Model
The practice of nursing is an art and science clinical competence combined with advocacy and care
Use nursing theory to integrate mission and values (e.g. Watson, etc.)
The patient is the reason for the organization's existence
Nursing engagement and Patient Outcomes
Workplace empowerment
Job satisfaction
Continuing Education
Transparency
Communication
Staff involvement
Respect for human capital
Professional
Better patient care
Fewer errors
Lower turnover
Better community relations
Fewer staff conflicts
Fewer L&I claims
Better attendance
Fewer stress related incidents
=
Effective communication for Nurses

Nurse communication with Colleagues and Staff
Considerations when communicating with others
Nurse communication with patients
Holistic and patient centered
Advocacy for patient

Organizational Leadership : The Baldrige Core Values
The Baldrige Core Values consist of concepts that I can use in my current work environment as well
as in any future environments I may find myself in. The concepts are based results within an
organization and are all interrelated. Reflecting over my business education, and taking into
consideration the Baldridge Core Values, I can see how I have applied these values and concepts to
further my educational goals and achievements. By following these values and concepts one can set
themselves, as well as their organization, up for success.
Visionary leadership
"One of the key tasks of leadership is to give an organization a sense of direction" (Hill, Jones, &
Schilling, 2015). Organization leaders need to set a clear vison for the ... Show more content on
Helpwriting.net ...
In addition, listening to customers can result in increased quality and product innovation.
Organizations need to heed what their customers are saying about their products and/or services
because, as I said in the beginning there would be no business without customers. Customer
centered excellence is a way of building a competitive advantage and growing your market share.
Organizational and personal learning
Just as students are learning at Post, organizations and the personnel within them need to continue to
learn. Organizations need to continue to refine processes and focus on innovation. Organizational
learning gives companies the ability to create, remember, and share knowledge within an
organization. In order for an organization to be an effective learner they need to make it a focus on
everyday work, practice it through all levels of the organization, create a focus on the creation,
retention and transfer of knowledge through the organization, and solve problems where they begin,
Organizational learning provides an opportunity to effect positive change throughout the
organization. A company that is an organizational learner is one that is innovative, continually
refining its processes and learns from its mistakes. Personal learning within an organization greatly
enhances the organizations core competencies. It can be done through education and training
programs. Such programs consist of schooling, training seminars, mentorships and on

Ethical Framework Paper
I hope you all had a great Thanksgiving hliday.
Research Article 1: MT490–3: Synthesize appropriate principles, concepts, and frameworks for
making ethical decisions.
Corbin, J. (2012). ETHICAL TENSIONS AND DILEMMAS EXPERIENCED IN A NORTHERN
UGANDAN SOCIAL WORK INTERNSHIP. Journal Of Social Work Education, 48(4), 817–836.
This article is based upon the ethical framework and concept of collectivism and its application to
increase the cultural competencies of intern students. This particular ethical framework was used to
address the "issues of confidentiality, autonomy, and self–determination. According to Corbin, some
of the factors contributing to ethical dilemmas are culture and socioeconomic factors based upon
"culturally based value ... Show more content on Helpwriting.net ...
Shin, Y., Sung, S., Choi, J., & Kim, M. (2015). Top Management Ethical Leadership and Firm
Performance: Mediating Role of Ethical and Procedural Justice Climate. Journal Of Business Ethics,
129(1), 43–57. doi:10.1007/s10551–014–2144–5
In this article, the journalists propose that the ethical leadership of top management contributes to
organizational performance through the promotion of ethical procedures. This theory was tested
using the data of 147 Korean companies. The analysis shows that top management's ethical
leadership significantly predicts ethical climate organizational outcomes, namely, firm level
organizational citizenship behavior and firm financial performance. They also state that "the
mediating roles of ethical and procedural justice climate are only partial rather than complete". In
addition, they also point out how the organizational structure influences the "collective perceptions
of organizational member's outcomes". Therefore, "the ethical dimension of top management's
leadership should be considered as a critical factor that affects organizational

Case Study : Value At H & H Financial Services, Llc. Mba...
Case Study –Adding Value at H & H Financial Services, LLC MBA 613 Organizational Behavior
Guangbin Cai Abstract This case is about adding value to the work environment and the work flows
of a business. Even though it is about a small but growing financial institute; but the situations
presented in this case are sometime pretty common in different kinds of organizations that affect
their work environments and the flows of work. Solving the latent issues of this organization will
not only add value to its work practices but they will function as guidelines for all the other
organizations that are going through similar kinds of situations. Adding Value at H & H Financial
Services, LLC Summary of the case H & H Financial Services, LLC is a small but growing business
organization specializing in financial, insurance, estate and retirement planning. The firm was
founded in 1997 by Mr. Christopher Blake who had had more than 20 years of experience in the
arena of financial planning and insurance. Mr. Blake opened this firm as a "One – Man" operation
but soon became overwhelmed by the need of extensive paperwork and other official procedures
that he could not wrap his head around. As a result, he hired a part – time assistant who would help
with these side works and support activities while he would concentrate more on dealing with the
clients in coming out with the best financial solutions for them according to their needs. But with
the increased client base; the

Network Theory of Internalization and Social Capital in...
It has been shown that organizations that are part of an enterprise network achieve a more solid and
competitive structure, can access specialized services technology, purchase of inputs, financing and
improvement of industrial processes, in addition to enhancing its competitive progress in terms of
processes products and innovation.
Michael Porter established a theoretical framework for enterprise application in industries which
analyzed the processes and activities that create value in the organization and dynamics with your
competition and market. However, the formulation of the Porter value chain was limited to vertical
view of organizations, making rigid implementation in non–industrial or horizontal integration
features flexible ... Show more content on Helpwriting.net ...
These interrelationships include technical and behavioural aspects based on the conditions and
components that influence your own . ( Louffat , 2009).
A business network is a coordinated group of a number of independent organizations , with flows of
resources , information and knowledge , which are grouped by bonds of trust relationships to
achieve common goals , achieving higher levels of efficiency and competitiveness that are
unattainable individually. (Gonzalez, 2010). Enterprise networks are structured with the purpose of
developing joint strategies which generate competitive advantages, together encaren the changing
market environment, implement technologies to manage knowledge and collective efficiency ,
combining culture network to minimize controversy.
The structuring of business networks seeks to enhance individual skills in the productive interaction
of its members. The Tics become this framework, a vehicle for integration of nodes and productive
capacity of knowledge and value.
However, the design of enterprise networks involves an analysis of the impact and involvement that
can produce the new dynamics between nodes, this interaction based on a systematic approach
where the inputs , processes and outputs among network members may favour or disfavour a
particular dynamics .
According to González ( 2010) network design can be analyzed under theories : the dynamics of
resources for effective optimization, dynamic

organizational values in managerial communication
ORGANIZATIONAL VALUES IN MANAGERIAL
COMMUNICATION*
Ivan Malbašić**
Ruža Brčić***
Received: 14. 3. 2012
Accepted: 14. 11. 2012
Review
UDC: 65.012.3
Organizational values have recently been regaining importance, which is reflected in the fact that
they are commonly referred to as organizational foundations.
Indeed, practice has proved that those values provide the basis for decisionmaking at all levels of
the organization – from senior management to the nonmanagerial employees. This paper addresses
the issue of communicating organizational values in managerial communication. In particular,
communicating organizational values to employees, customers and other stakeholders is discussed.
It is concluded that although the ... Show more content on Helpwriting.net ...
In the following sections, the ways of communicating organizational values to employees and
customers as well as to other stakeholders will be looked at. It should be noted that managerial
communication of organizational values can facilitate a more powerful communication and
implementation of organizational values within an organization.
2. DEFINITION OF ORGANIZATIONAL VALUES
Over two thousand years ago, in 431 B.C., "Pericles in Ancient Greece eloquently urged the
Athenians, who were at war with the Spartans, to adhere to values such as those inherent in
democracy: informality in communication, the importance of individual dignity, and promotion
based on performance.
Pericles realized that the underlying values might mean victory or defeat"
(Weihrich and Koontz, 1998; 333). Nevertheless, it was not until the 1970s that a systematic
investigation of organizational values started within the psychological approach represented by
Milton Rokeach, who defined a value as
"an enduring belief that a specific mode of conduct or end–state of existence is personally and
socially preferable to an opposite or converse mode of conduct or end–state of existence" (Rokeach,
1973; 5). He also developed the first classification of values that was based on goals and means of
their achievement, wherein he distinguished terminal from instrumental values (Rokeach, 1973; 7),

defining them in the following way:
terminal values refer to desirable

The Values Of The Importance Of Organizational Culture
Outcome 2 Assessment
A) Importance of Organizational Culture
Organizational cultures are created by people. An organization's culture is also created and
maintained by the organizations leadership. Organizational culture is important to alphabet games
because the culture of the workplace shapes the way the employees act and relate to others both
internally and externally. This can have a significant effect on the way the organization operates.
The culture is the feel we get when we walk into an organization, made up of assumptions, values
and norms. The attitude, behavior and traits that dominate the organization can affect the way we act
with other individuals. Every organizations culture varies.
There are four main elements of culture, which are:
1. Basic Assumptions – tells employees how to feel and think about things.
2. Values – what ought to be in an organization.
3. Norms – the way employees should behave.
4. Artefacts – visual demonstration of the culture.
Shared values are beliefs, concepts and ... Show more content on Helpwriting.net ...
The consequence of this is stress because of high risk and delayed feedback. By adopting this
culture Alphabet games could suffer the impact from larger companies. Alphabet games are good at
planning ahead as the case study shows, high risk provides the possibility of high reward and this
dynamic has created market opportunities for the more aggressive and creative companies and
development, but as technology advances at such a speed they need to move fast. Alphabet games
must make quick decisions based on what the customers want. The bet the organization culture
would be best for planning for the future. By factoring in expanding risk to their business plans and
projects they can ensure the right decisions are made. This may not have a positive effect on the
management approach due to feedback being slow as it can sometimes take years before knowing
whether a decision has paid

Organizational Culture : An Organization That Drives The...
Organizational culture is system within an organization that drives the values, standards, and beliefs.
Everyone within the organization should have a vested interest in the culture, as it sets a standard of
expectations throughout an organization to which everyone performs their job. Organizational
culture will influence how and when certain uniforms are worn, the level of professionalism while
on a call, doing inspections, or out in public, and what type of behavior is tolerated and not tolerated
around the station. One of the greatest attributes of organizational culture is that it is fluid. In other
words, this culture can be studied and refined for improvement which can result in a better culture.
A good example of this is the use of ... Show more content on Helpwriting.net ...
Lets look at a cultural change that a department may want to implement, such as no tobacco use
while on duty. The department can draft up a policy but this alone will not create a cultural change,
in order to make the change, everyone needs to support and enforce this change. In order to make
this change, it is critical that supervisors lead by example, in other words, if they use tobacco they
need to stop using it while on duty. Second, individuals at all levels should be able to correct
anybody not following policy without the feeling that a repercussion could happen. Finally
supervisors need to address any offenses as soon as they become aware of them. This will help set
the example and expectations that need to be followed. Affecting cultural change also comes from a
company knowing what the end result is going to be. To get this, there would need to be a series of
backwards planning. If we use the example of no tobacco use while on duty as our end result, the
question needs to be asked, what needs to happen to get there? There will need to be action taken,
such as implementing a policy. Before the action of a policy, there might need to be a visit with
beliefs within the organization. The personnel within the district might believe they want to live and
portray a healthy life style and tobacco use

The Cultural Values Of Organizational Design
Do you think it is possible for an outsider to accurately discern about the underlying cultural values
of an organization by analyzing symbols, ceremonies, dress, or other observable aspects of culture
in comparison to an insider with several years of work experience? Select a percentage (e.g., 10%,
70%, etc.) and explain your reasoning. Corporate culture is an element of organizational design that
is very difficult to define. Culture is described as the "unwritten, feeling part of the organization"
(Daft, 2016, p. 386) and can be formal, informal and intangible. Daft explains that "the visible
elements of culture...reflect deeper values in the minds of organization members" (2016, p. 387).
The deeper values that Daft is referring to are the essence of culture and are therefore difficult to
qualify and quantify. Large or global companies additionally and frequently develop subcultures,
and this further complicates an outsider's perspective and ability to discern a culture accurately
(Daft, 2016). Culture is often studied, perhaps due in part, to the difficulty researchers and
organizational leaders have in impacting and capturing the essence of what makes some companies
have a positive culture while others do not. This is because "culture exists at two levels – the
underlying values and assumptions and the visible artifacts and observable behaviors" (Daft, 2016,
p. 393). I believe that a maximum of 50% of the observable, cultural behaviors can be reported upon
versus an

Walmart And Target Corporation Case Study
The purpose here is to seek out what the existing values for two famous retailers in the US, Walmart
and Target Corporations, and then determine the similarities and differences between them.
Organizational values are critical for organizations' success, thus, organizations use values in order
to inspire their employees as well as costumers. Organizational value system is a set of value that
has adopted or evolved by an organization to be as a guide to everyone's behavior in workplace.
The first retailer, Walmart Corp., has many values in its systems, and they are one of major keys
behind Walmart's success. Since the company has started its operation, the founder Sam Walton had
set valuable corporate values to be the beliefs of Walmart's culture. The first value that they
emphasize on is respecting for the individual, which means that even if everyone has different
backgrounds and beliefs, everyone should deserve to be treated with dignity, and value their
contributions. Second, serving their customers and trying to provide the greatest possible level of
service ... Show more content on Helpwriting.net ...
Starting from the company mission which represents the concentrating on customer–oriented, which
means that that Target focuses on fulfill the customers' needs. The second value can be educed form
"Expect More. Pay Less" which means Target seeks to provide a great value–oriented shopping
experience that includes loyalty, devotion, friendly, and fun. Supporting the community by giving
some business strengths to the community in order to make it healthy and safety, is the third value
for Target. Forth, Target always encourages for diversity through building teams with different
backgrounds and distinct experiences as well as everyone feels welcome, valued and respected.
Additionally, the company keens for community engagement and assisting with sponsorships or
volunteer

Organizational Culture Values Alignment

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