This document discusses organizational culture and its impact on communication within organizations. It defines organizational culture and provides examples of how culture can be described using a metaphor of sharks versus whales. A whale culture emphasizes cooperation while a shark culture is ultra-competitive. The summary discusses how organizational culture can impact employee morale, cooperation, conflict resolution, leadership, decision-making, and communication processes. Effective leaders shape culture by exemplifying values, communicating vision and strategy, and balancing warmth with strength in their approach.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Leadership, Culture, Communication, and Diversity3Chapt.docxDIPESH30
Leadership, Culture,
Communication, and Diversity3
Chapter 3 Outline
3.1 Leading and Influencing Organizational
Culture
Dimensions of Organizational Culture
Different Types of Cultures
3.2 Competing Values Framework:
A Cultural Perspective
Adaptive Culture
Clan Culture
Achievement Culture
Bureaucratic Culture
Leading and Shaping Culture
3.3 Leadership and Strategic Communication
The Communication Process Defined
Newer Forms of Communication
How to Use the Communication Process
3.4 Leaders as Champions of Strategic
Communication
Create an Open Climate for Dialogue
Emphasize Strategic Topics
Focus on the Customer
Share Responsibility
Give and Receive Feedback
3.5 Leadership Skills in Persuasion
Four Steps of Persuasion
Four Traps that lead to Persuasion Failure
wei6626X_03_c03_p089-138.indd 89 8/5/11 8:45 AM
CHAPTER 3Leadership, Culture, Communication, and Diversity
The word culture can mean different things to different people: Perhaps it conjures up images of fine art, museums, and orchestras. Or perhaps it is the word you use to
describe the shared patterns, behaviors, and artifacts of a country, region, or society. In
fact, culture does have different “layers” that interact. For example, macrocultures include
national, religious, ethnic, and occupational cultures that exist globally; organizational
cultures exist in private, public, nonprofit, and government arenas; subcultures are found
in occupational groups within organizations; and microcultures exist within occupations
inside and outside organizations (Schein, 2010).
In this chapter, we focus on organizational culture before examining how culture more
generally—in terms of countries, nationalities, ethnicities, and so on—can have broad
implications for leadership efficacy and success. While the first two chapters laid the
foundation for understanding the nature of leadership, these final three chapters show
how leaders influence and shape organizations to achieve goals through communication,
strategy, and teamwork. We begin this discussion with organizational culture because
it shares a mutually dependent relationship with these three dimensions: An organiza-
tion’s culture affects how people communicate, how strategy is developed and imple-
mented, and how people work in teams. Culture can also be defined in terms of these
three dimensions. It is arguably the most important internal organizational dimension.
This chapter will also cover what is perhaps the more common usage of culture—interna-
tional cultures—and how different cultures and globalization present opportunities and
challenges for leadership. Since organizational and national cultures are influenced by
global trends—for example, technology innovations, mergers and acquisitions, influx of
international workers, and a mix of diverse values—leaders and followers must be able to
accommodate such changes in their organizations and teams. Understanding culture has
a substantial payoff ...
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Leadership, Culture, Communication, and Diversity3Chapt.docxDIPESH30
Leadership, Culture,
Communication, and Diversity3
Chapter 3 Outline
3.1 Leading and Influencing Organizational
Culture
Dimensions of Organizational Culture
Different Types of Cultures
3.2 Competing Values Framework:
A Cultural Perspective
Adaptive Culture
Clan Culture
Achievement Culture
Bureaucratic Culture
Leading and Shaping Culture
3.3 Leadership and Strategic Communication
The Communication Process Defined
Newer Forms of Communication
How to Use the Communication Process
3.4 Leaders as Champions of Strategic
Communication
Create an Open Climate for Dialogue
Emphasize Strategic Topics
Focus on the Customer
Share Responsibility
Give and Receive Feedback
3.5 Leadership Skills in Persuasion
Four Steps of Persuasion
Four Traps that lead to Persuasion Failure
wei6626X_03_c03_p089-138.indd 89 8/5/11 8:45 AM
CHAPTER 3Leadership, Culture, Communication, and Diversity
The word culture can mean different things to different people: Perhaps it conjures up images of fine art, museums, and orchestras. Or perhaps it is the word you use to
describe the shared patterns, behaviors, and artifacts of a country, region, or society. In
fact, culture does have different “layers” that interact. For example, macrocultures include
national, religious, ethnic, and occupational cultures that exist globally; organizational
cultures exist in private, public, nonprofit, and government arenas; subcultures are found
in occupational groups within organizations; and microcultures exist within occupations
inside and outside organizations (Schein, 2010).
In this chapter, we focus on organizational culture before examining how culture more
generally—in terms of countries, nationalities, ethnicities, and so on—can have broad
implications for leadership efficacy and success. While the first two chapters laid the
foundation for understanding the nature of leadership, these final three chapters show
how leaders influence and shape organizations to achieve goals through communication,
strategy, and teamwork. We begin this discussion with organizational culture because
it shares a mutually dependent relationship with these three dimensions: An organiza-
tion’s culture affects how people communicate, how strategy is developed and imple-
mented, and how people work in teams. Culture can also be defined in terms of these
three dimensions. It is arguably the most important internal organizational dimension.
This chapter will also cover what is perhaps the more common usage of culture—interna-
tional cultures—and how different cultures and globalization present opportunities and
challenges for leadership. Since organizational and national cultures are influenced by
global trends—for example, technology innovations, mergers and acquisitions, influx of
international workers, and a mix of diverse values—leaders and followers must be able to
accommodate such changes in their organizations and teams. Understanding culture has
a substantial payoff ...
Organisational culture as a Determinant of organisational developmentinventionjournals
International Journal of Engineering and Science Invention (IJESI) is an international journal intended for professionals and researchers in all fields of computer science and electronics. IJESI publishes research articles and reviews within the whole field Engineering Science and Technology, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Organizational Foundations
Please answer these
1.
A description of your selected organization’s mission, vision, and values.
2.
Describe relevant data, or artifacts, words, and actions of leaders and others in the organization that support, or perhaps appear to contradict the organization’s mission, vision, and values statement.
3.
In addition, discuss the organization’s culture and its climate, differentiating between the two.
4.
Explain why examining these matters is significant to your role as a nurse leader.
5.
Summary/Conclusion about Organizational Foundations.
*Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016.
*Make heading each question, so I need 5 headings that address the 5 questions above.
Organizational Foundations
As you strive to grow in your leadership skills and abilities, you will find that the context in which you work influences your motivation and areas of focus. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness.
To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this week’s Learning Resources, you may consider several questions: How do an organization’s mission, vision, and values relate to its culture? What is the difference between culture and climate? Moreover, how are culture and climate manifested within the organization?
For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider decisions and day-to-day practices and the way they relate to the organization’s mission, vision, and values.
To prepare:
·
Review the information related to planning and decision making in health care organizations presented in the textbook,
Leadership Roles and Management Functions in Nursing: Theory and Application.
Consider how planning and decision making relate to an organization’s mission, vision, and values, as well as its culture and its climate.
·
Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how the statements and actions of leaders and others within the organization support or demonstrate the organizational mission, vision, and values. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values.
·
Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ?
·
Why is it important for you, as a master’s-prepared nurse leader, to be cognizant of these matters?
Required Resources
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theo.
A Study on the Impact of Organizational Culture on Intention to Quit Among Wo...ijtsrd
Organisational culture has become a crucial element for organisational change and impacts the organisational performance. A company’s culture is a reflection of the company’s core value. The paper aims to understand the impact of organisational culture on intention to leave among working women in the education sector in Bangalore city. Education is recognized as a powerful means to create a sustainable society. Organizational culture operates on many layers the whole organization, departmental or team, as well as the individual. organizational culture is recognized primarily during times of crisis management instead of leveraging it to improve institutional and management performance. Quantitative primary data was collected using a questionnaire. 100 questionnaires were distributed to working women in certain parts of Bangalore city in the Educational sector out of which 70 usable questionnaires were returned with complete information. The data was analysed using Microsoft Excel and interpreted in the form of graphs and charts for presenting the results. Secondary data from existing articles, journals was also collected. The findings indicate that creating a conducive work environment is imperative so that employees can reach their full potential. Things like Better job role, working environment, work timings, reduce work pressure transportation facility staff support, salary with timely bonus, maternity benefits work from home option, appreciation and recognition for their work and income cases even provide mentoring were Suggestions given by the working women to improve the organisational culture. The benefits of having a good work environment benefits both the organisation and the employees. This ensures that the free environment make employees feel more relaxed without any burden of pressure. Organizational culture should reflect the company’s core value and bring success to the organisation. Ahana Ruth Pinto | Dr. Shubhra Rahul "A Study on the Impact of Organizational Culture on Intention to Quit Among Working Women in Educational Sector in Bangalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33677.pdf Paper Url: https://www.ijtsrd.com/management/organizational-behaviour/33677/a-study-on-the-impact-of-organizational-culture-on-intention-to-quit-among-working-women-in-educational-sector-in-bangalore/ahana-ruth-pinto
FALL 2016 WORK & Society Discussion assignment SECTION A Part .docxssuser454af01
FALL 2016 WORK & Society Discussion assignment
SECTION A Part 1 of 2
You will discuss your recommendations for a change in organizational culture in one of two organizations: you have been assigned to discuss the Secret Service (SS) READ the
Secret Service article: http://www.nytimes.com/2015/01/15/us/politics/secret-service-reshuffling-follows-scandals.html?_r=0
Directions: Answer questions 1 & 2. Be specific paying particular attention to pp. 116 & 117 in the Schein article (below). Label answers 1&2 with SS on the subject line, as you are assigned.
1) Select a level of culture (either artifacts, espoused values or basic assumptions) and briefly describe how it is currently manifested in the organization. What should this level look like after a culture change?
2) Using either socialization by a dominant subculture or leader intervention, what steps should be used to change the culture? In other words, selecting one of these two methods, what would you recommendation happen to change the culture?
{pp. 116 & 117} of Schein Article (Organizational Culture by Edgar H. Schein
nsions have been made, and some preliminary support for the above hypotheses has been forthcoming (Feldman, 1976, 1988; G. R. Jones, 1986). Insofar as cultural evolution is a function of innovative and creative efforts on the part of new members, this line of investigation is especially important. Cultural Dynamics: Natural Evolution Every group and organization is an open system that exists in multiple environments. Changes in the environment will produce stresses and strains inside the group, forcing new learning and adaptation. At the same time, new members coming into the group will bring in new beliefs and assumptions that will influence currently held as- sumptions. To some degree, then, there is constant pres- sure on any given culture to evolve and grow. But just as individuals do not easily give up the elements of their identity or their defense mechanisms, so groups do not easily give up some of their basic underlying assumptions merely because external events or new members discon- firm them. An illustration of "forced" evolution can be seen in the case of the aerospace company that prided itself on its high level of trust in its employees, which was reflected in flexible working hours, systems of self-monitoring and self-control, and the absence of time clocks. When a number of other companies in the industry were discov- ered to have overcharged their government clients, the government legislated a system of controls for all of its contractors, forcing this company to install time clocks and other control mechanisms that undermined the cli- mate of trust that had been built up over 30 years. It remains to be seen whether the company's basic assump- tion that people can be trusted will gradually change or whether the company will find a way to discount the el- 116 February 1990 • American Psychologist
fects of an artifact that is in fundamental c ...
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
Organizational culture has a powerful effect on the performance and the long-term effectiveness of organizations. Organizational culture has the power to influence employee behaviors and increase employee commitment and productivity. Therefore, a clear understanding of organizational culture and how to effect its change is important for business leaders because it influences the way that organizations react to the changing demands of the business environment. The goal of this paper is to explore what is meant by organizational culture, why it is important, and how to change an established culture so that it is better aligned with the organization’s strategy.
Entrepreneurial culture is a catchy concept fronted by scholars and several governments in their bid to promote entrepreneurship for unemployment reduction via job creation. The concept of “entrepreneurial culture” has existed for decades, described as an organizational culture embodying and championing entrepreneurial characteristics and attributes. These have included risk taking, innovation, and creativity the elements one would expect to see among entrepreneurs as individuals. The literature suggests that entrepreneurial culture is related to a number of positive organizational outcomes, such as generating new business and improving firm performance. However, the conceptualization of entrepreneurial culture is an issue that is not addressed in the entrepreneurship literature. Entrepreneurial culture is an organizational culture construct centrally concerned with opportunities. Opportunities encapsulate the core connection between entrepreneurial culture and entrepreneurship more generally. Opportunities are what distinguish an entrepreneurial culture from any other cultural subtype. The five dimensions of entrepreneurial culture discussed were organizational enthusiasm, stakeholder alignment, learning and development support, opportunity driven change and cohesiveness. Lawrence Usoro Bassey | Obibhunun Lucky "Entrepreneurial Culture: A Literature Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd61323.pdf Paper Url: https://www.ijtsrd.com/management/marketing/61323/entrepreneurial-culture-a-literature-review/lawrence-usoro-bassey
organizational culture beginnings of an hei through the leadership of a visio...INFOGAIN PUBLICATION
This research aims to document how founders or leaders of organizations create organizational cultures. It takes one educational institution as its unit of analysis since, as this founder himself articulated, “Schools have a peculiar culture; and that all organizations develop their own culture and each one manifests unique characteristics which are either supportive of, or resistive of change.” An organization’s culture is usually the result of the leader’s initiatives geared towards realizing its vision. Schein’s seminal work on the primary embedding mechanisms of organizational culture shall serve as the theoretical model of this research. Utilizing the qualitative research design that relied on in-depth interviews, the researcher found out that the leader (in the person of Br. Rafael Donato) had adopted the six primary embedding mechanisms of Schein namely: what leaders pay attention to, measure, and control on a regular basis; how leaders react to critical incidents and organizational crises; how leaders allocate resources; deliberate role modeling, teaching, and coaching; how leaders allocate rewards and status; and how leaders recruit, select, promote, and excommunicate people. Interview results revealed the various approaches and strategies of this leader in forming, shaping, and developing an organizational culture that transformed this entity from a seemingly lethargic college to a dynamic and progressive institution that has achieved national accreditation. All throughout his administrative stint, he invested largely on people development that was sustained by his successors.`
According to the NASW Code of Ethics section 6.04 (NASW, 2008), .docxaryan532920
According to the NASW Code of Ethics section 6.04 (NASW, 2008), social workers are ethically bound to work for policies that support the healthy development of individuals, guarantee equal access to services, and promote social and economic justice.
For this Discussion
, review this week’s resources, including
Working with Survivors of Sexual Abuse and Trauma: The Case of Rita
and “The Johnson Family”. Consider what change you might make to the policies that affect the client in the case you chose. Finally, think about how you might evaluate the success of the policy changes.
By Day 3
Post
an explanation of one change you might make to the policies that affect the client in the case. Be sure to reference the case you selected in your post. Finally, explain how you might evaluate the success of the policy changes.
Working With Survivors of Sexual Abuse and Trauma: The Case of Rita
Rita is a 22-year-old, heterosexual, Latina female working in the hospitality industry at a resort. She is the youngest of five children and lives at home with her parents. Rita has dated in the past but never developed a serious relationship. She is close to her immediate and extended family as well as to her female friends in the Latino community. Although her parents and three of her siblings were born in the Dominican Republic, Rita was born in the United States.
A year ago, Rita was sexually assaulted by an acquaintance of a male coworker. Rita and a female coworker met Juan and Bob after work at a local bar for a light meal and a few drinks. Because Rita had to get up early to work her shift the next day, Bob offered to drive her home. Instead of taking Rita directly home, however, he drove to a desolate spot nearby and assaulted her. Afterward, Bob threatened to harm her family if she did not remain silent and proceeded to drive her home. Although Rita did not tell her family what happened, she did call our agency hotline the next day to discuss her options. Because Rita’s assault occurred within the 5-day window for forensic evidence collection of this kind, Rita consented to activation of the county’s sexual assault response team (SART). Although she agreed to have an advocate and the sexual assault nurse examiner (SANE) meet her at the hospital, Rita tearfully stated that she did not want to file a police report at that time because she did not want to upset her family. The nurse examiner interviewed Rita, collected evidence, recorded any injuries, administered antibiotics for possible sexually transmitted infections, and gave Rita emergency contraception in case of pregnancy. The advocate stayed with Rita during the procedure, supporting her and validating her experience, and gave her a referral for individual crisis counseling at our agency.
My treatment goals for Rita included alleviation of rape trauma syndrome symptoms that included shame and self-blame, validation of self-worth and empowerment, and processing how it would feel to discl.
According to the text, crime has been part of the human condition si.docxaryan532920
According to the text, crime has been part of the human condition since people began to live in groups. Ancient documents indicate that conduct we now call murder, theft, or robbery was identified as criminal by civilizations that existed thousands of years ago. Criminal laws regulate human conduct and tell people what they can and cannot do and, in some instances, what they must do under certain circumstances. In this assignment, you will explore different types of criminal conduct and the goals of criminal law.
Write a four to six (4-6) page paper in which you:
Determine whether or not the Ex Post Facto Clause can be used as a defense to prohibit the increase in federal minimum/mandatory sentencing guidelines after a federal defendant has committed the crime. Provide a rationale to support your position.
Explain the distinction between criminal, tort, and moral wrongs. Next, support or criticize the premise that the standards set by moral laws are higher than those set by criminal law.
Identify and discuss the differences between solicitation of another to commit a crime and a conspiracy to commit a crime. Next, support or criticize the use of the unilateral approach to conspiracy convictions.
Identify the four (4) goals of criminal law, and discuss the manner in which these four goals effectuate the purpose of protecting the public and preventing the conviction of innocent persons.
Use at least three (3) quality academic resources in this assignment.
Note:
Wikipedia and similar types of websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
This course requires use of new
Strayer Writing Standards (SWS
). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow SWS or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student's name, the professor's name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
Describe the nature and history of American criminal law.
Explain the role of individuals and federal, state, and local government agencies in crime fighting and prosecution of criminal offenses.
Analyze the essential legal elements of criminal conduct.
Use technology and information resources to research issues in criminal law.
Write clearly and concisely about criminal law using proper writing mechanics.
.
According to Ronald Story and Bruce Laurie, The dozen years between.docxaryan532920
According to Ronald Story and Bruce Laurie, “The dozen years between 1968 and 1980 marked more than the beginning of Republican ascendency; they also saw the breakup of the New Deal coalition and the advent of conservative domination of American politics.” (CP 139).
In this essay, you should explain,
first
, how it is that conservatives came to dominate American politics by the 1980s and,
second
,
how the ideas and policies they embraced shaped American society into the twenty first century.
Rules:
1. 3-4 pages
2. Double spaced, 12-point font
3. Standard margins—Approximately 1.25 on left and right margins and 1 on top and bottom
4. In crafting your essay, you will want to construct a clear thesis and draw on evidence from the sources described below.
5.
Only
use these sources below.
Sources:
Context: The Close of the 1960s
1. The black cat tavern and the LGBT Movement
Link:
https://www.npr.org/2017/02/13/514935126/stonewall-riots-grab-the-spotlight-from-black-cat-protests
2. ESPN Sport center on Katherine Switzwer
Link:
https://www.youtube.com/watch?v=U6CoScOIK_I
3. Crisis in the Cities and 1968.pdf (attachment)
4. Excerpt from MLK’s final Speech in 1968
Link:
https://www.youtube.com/watch?v=Oehry1JC9Rk
5. Vietnam-The path to war.pdf (attachment)
The Rediscovery of the Market: Conservative Politics and Policies
6. Alfred Kahn’s Legacy: Cheap Flights
Link:
https://www.npr.org/2010/12/29/132422495/alfred-kahns-legacy-cheap-flights
7. A Second Gilded Age?.pdf (attachment)
.
According to Kirk (2016), most of your time will be spent work with .docxaryan532920
According to Kirk (2016), most of your time will be spent work with your data. The four following group actions were mentioned by Kirk (2016):
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions performed in that action group.
Reference: Kirk, A. (2016). Data Visualisation: A Handbook for Data Driven Design (p. 50). SAGE Publications.
.
According to the Council on Social Work Education, Competency 5 Eng.docxaryan532920
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation.
Walden’s MSW program expects students in their specialization year to be able to:
Evaluate the implication of policies and policy change in the lives of clients/constituents.
Demonstrate critical thinking skills that can be used to inform policymakers and influence policies that impact clients/constituents and services.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare
: Working with your field instructor, identify a social problem that is common among the organization (or its clients) and research current policies at that state and federal levels that impact the social problem. Then, from a position of advocacy, identify methods to address the social problem (i.e., how you, as a social worker, and the agency advocate to change the problem). You are expected to specifically address how both you and the agency can effectively engage policy makers to make them aware of the social problem and the impact that the policies have on the agency and clients.
The Assignment (2-3 pages): Social Problems is Ex-cons finding Jobs Opportunities in State of California. The Agency is Called "Manifest" the website is Manifest.org
Identify the social problem
Explain rational for selecting social problem
Describe state and federal policies that impact the social problem
Identify specific methods to address the social problems
Explain how the agency and student can advocate to change the social problem
You are expected to present and discuss this assignment with your agency Field Instructor. Your field instructor will be evaluating your ability to demonstrate this competency in their field evaluation. In addition, you will submit this assignment for classroom credit. The Field Liaison will grade the assignment “PASS/FAIL,” see rubric for passing criteria.
.
According to Kirk (2016), most of our time will be spent working.docxaryan532920
According to Kirk (2016), most of our time will be spent working with our data. The four following group actions were mentioned by Kirk (2016):
Book: Kirk, A. (2016). Data visualisation a handbook for data driven design. Los Angeles, CA: Sage.
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions preformed in that action group.
.
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Organisational culture as a Determinant of organisational developmentinventionjournals
International Journal of Engineering and Science Invention (IJESI) is an international journal intended for professionals and researchers in all fields of computer science and electronics. IJESI publishes research articles and reviews within the whole field Engineering Science and Technology, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Organizational Foundations
Please answer these
1.
A description of your selected organization’s mission, vision, and values.
2.
Describe relevant data, or artifacts, words, and actions of leaders and others in the organization that support, or perhaps appear to contradict the organization’s mission, vision, and values statement.
3.
In addition, discuss the organization’s culture and its climate, differentiating between the two.
4.
Explain why examining these matters is significant to your role as a nurse leader.
5.
Summary/Conclusion about Organizational Foundations.
*Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016.
*Make heading each question, so I need 5 headings that address the 5 questions above.
Organizational Foundations
As you strive to grow in your leadership skills and abilities, you will find that the context in which you work influences your motivation and areas of focus. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness.
To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this week’s Learning Resources, you may consider several questions: How do an organization’s mission, vision, and values relate to its culture? What is the difference between culture and climate? Moreover, how are culture and climate manifested within the organization?
For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider decisions and day-to-day practices and the way they relate to the organization’s mission, vision, and values.
To prepare:
·
Review the information related to planning and decision making in health care organizations presented in the textbook,
Leadership Roles and Management Functions in Nursing: Theory and Application.
Consider how planning and decision making relate to an organization’s mission, vision, and values, as well as its culture and its climate.
·
Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how the statements and actions of leaders and others within the organization support or demonstrate the organizational mission, vision, and values. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values.
·
Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ?
·
Why is it important for you, as a master’s-prepared nurse leader, to be cognizant of these matters?
Required Resources
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theo.
A Study on the Impact of Organizational Culture on Intention to Quit Among Wo...ijtsrd
Organisational culture has become a crucial element for organisational change and impacts the organisational performance. A company’s culture is a reflection of the company’s core value. The paper aims to understand the impact of organisational culture on intention to leave among working women in the education sector in Bangalore city. Education is recognized as a powerful means to create a sustainable society. Organizational culture operates on many layers the whole organization, departmental or team, as well as the individual. organizational culture is recognized primarily during times of crisis management instead of leveraging it to improve institutional and management performance. Quantitative primary data was collected using a questionnaire. 100 questionnaires were distributed to working women in certain parts of Bangalore city in the Educational sector out of which 70 usable questionnaires were returned with complete information. The data was analysed using Microsoft Excel and interpreted in the form of graphs and charts for presenting the results. Secondary data from existing articles, journals was also collected. The findings indicate that creating a conducive work environment is imperative so that employees can reach their full potential. Things like Better job role, working environment, work timings, reduce work pressure transportation facility staff support, salary with timely bonus, maternity benefits work from home option, appreciation and recognition for their work and income cases even provide mentoring were Suggestions given by the working women to improve the organisational culture. The benefits of having a good work environment benefits both the organisation and the employees. This ensures that the free environment make employees feel more relaxed without any burden of pressure. Organizational culture should reflect the company’s core value and bring success to the organisation. Ahana Ruth Pinto | Dr. Shubhra Rahul "A Study on the Impact of Organizational Culture on Intention to Quit Among Working Women in Educational Sector in Bangalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33677.pdf Paper Url: https://www.ijtsrd.com/management/organizational-behaviour/33677/a-study-on-the-impact-of-organizational-culture-on-intention-to-quit-among-working-women-in-educational-sector-in-bangalore/ahana-ruth-pinto
FALL 2016 WORK & Society Discussion assignment SECTION A Part .docxssuser454af01
FALL 2016 WORK & Society Discussion assignment
SECTION A Part 1 of 2
You will discuss your recommendations for a change in organizational culture in one of two organizations: you have been assigned to discuss the Secret Service (SS) READ the
Secret Service article: http://www.nytimes.com/2015/01/15/us/politics/secret-service-reshuffling-follows-scandals.html?_r=0
Directions: Answer questions 1 & 2. Be specific paying particular attention to pp. 116 & 117 in the Schein article (below). Label answers 1&2 with SS on the subject line, as you are assigned.
1) Select a level of culture (either artifacts, espoused values or basic assumptions) and briefly describe how it is currently manifested in the organization. What should this level look like after a culture change?
2) Using either socialization by a dominant subculture or leader intervention, what steps should be used to change the culture? In other words, selecting one of these two methods, what would you recommendation happen to change the culture?
{pp. 116 & 117} of Schein Article (Organizational Culture by Edgar H. Schein
nsions have been made, and some preliminary support for the above hypotheses has been forthcoming (Feldman, 1976, 1988; G. R. Jones, 1986). Insofar as cultural evolution is a function of innovative and creative efforts on the part of new members, this line of investigation is especially important. Cultural Dynamics: Natural Evolution Every group and organization is an open system that exists in multiple environments. Changes in the environment will produce stresses and strains inside the group, forcing new learning and adaptation. At the same time, new members coming into the group will bring in new beliefs and assumptions that will influence currently held as- sumptions. To some degree, then, there is constant pres- sure on any given culture to evolve and grow. But just as individuals do not easily give up the elements of their identity or their defense mechanisms, so groups do not easily give up some of their basic underlying assumptions merely because external events or new members discon- firm them. An illustration of "forced" evolution can be seen in the case of the aerospace company that prided itself on its high level of trust in its employees, which was reflected in flexible working hours, systems of self-monitoring and self-control, and the absence of time clocks. When a number of other companies in the industry were discov- ered to have overcharged their government clients, the government legislated a system of controls for all of its contractors, forcing this company to install time clocks and other control mechanisms that undermined the cli- mate of trust that had been built up over 30 years. It remains to be seen whether the company's basic assump- tion that people can be trusted will gradually change or whether the company will find a way to discount the el- 116 February 1990 • American Psychologist
fects of an artifact that is in fundamental c ...
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
Organizational culture has a powerful effect on the performance and the long-term effectiveness of organizations. Organizational culture has the power to influence employee behaviors and increase employee commitment and productivity. Therefore, a clear understanding of organizational culture and how to effect its change is important for business leaders because it influences the way that organizations react to the changing demands of the business environment. The goal of this paper is to explore what is meant by organizational culture, why it is important, and how to change an established culture so that it is better aligned with the organization’s strategy.
Entrepreneurial culture is a catchy concept fronted by scholars and several governments in their bid to promote entrepreneurship for unemployment reduction via job creation. The concept of “entrepreneurial culture” has existed for decades, described as an organizational culture embodying and championing entrepreneurial characteristics and attributes. These have included risk taking, innovation, and creativity the elements one would expect to see among entrepreneurs as individuals. The literature suggests that entrepreneurial culture is related to a number of positive organizational outcomes, such as generating new business and improving firm performance. However, the conceptualization of entrepreneurial culture is an issue that is not addressed in the entrepreneurship literature. Entrepreneurial culture is an organizational culture construct centrally concerned with opportunities. Opportunities encapsulate the core connection between entrepreneurial culture and entrepreneurship more generally. Opportunities are what distinguish an entrepreneurial culture from any other cultural subtype. The five dimensions of entrepreneurial culture discussed were organizational enthusiasm, stakeholder alignment, learning and development support, opportunity driven change and cohesiveness. Lawrence Usoro Bassey | Obibhunun Lucky "Entrepreneurial Culture: A Literature Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd61323.pdf Paper Url: https://www.ijtsrd.com/management/marketing/61323/entrepreneurial-culture-a-literature-review/lawrence-usoro-bassey
organizational culture beginnings of an hei through the leadership of a visio...INFOGAIN PUBLICATION
This research aims to document how founders or leaders of organizations create organizational cultures. It takes one educational institution as its unit of analysis since, as this founder himself articulated, “Schools have a peculiar culture; and that all organizations develop their own culture and each one manifests unique characteristics which are either supportive of, or resistive of change.” An organization’s culture is usually the result of the leader’s initiatives geared towards realizing its vision. Schein’s seminal work on the primary embedding mechanisms of organizational culture shall serve as the theoretical model of this research. Utilizing the qualitative research design that relied on in-depth interviews, the researcher found out that the leader (in the person of Br. Rafael Donato) had adopted the six primary embedding mechanisms of Schein namely: what leaders pay attention to, measure, and control on a regular basis; how leaders react to critical incidents and organizational crises; how leaders allocate resources; deliberate role modeling, teaching, and coaching; how leaders allocate rewards and status; and how leaders recruit, select, promote, and excommunicate people. Interview results revealed the various approaches and strategies of this leader in forming, shaping, and developing an organizational culture that transformed this entity from a seemingly lethargic college to a dynamic and progressive institution that has achieved national accreditation. All throughout his administrative stint, he invested largely on people development that was sustained by his successors.`
Similar to BBA 2026, Organizational Communication 1 Course Learn.docx (16)
According to the NASW Code of Ethics section 6.04 (NASW, 2008), .docxaryan532920
According to the NASW Code of Ethics section 6.04 (NASW, 2008), social workers are ethically bound to work for policies that support the healthy development of individuals, guarantee equal access to services, and promote social and economic justice.
For this Discussion
, review this week’s resources, including
Working with Survivors of Sexual Abuse and Trauma: The Case of Rita
and “The Johnson Family”. Consider what change you might make to the policies that affect the client in the case you chose. Finally, think about how you might evaluate the success of the policy changes.
By Day 3
Post
an explanation of one change you might make to the policies that affect the client in the case. Be sure to reference the case you selected in your post. Finally, explain how you might evaluate the success of the policy changes.
Working With Survivors of Sexual Abuse and Trauma: The Case of Rita
Rita is a 22-year-old, heterosexual, Latina female working in the hospitality industry at a resort. She is the youngest of five children and lives at home with her parents. Rita has dated in the past but never developed a serious relationship. She is close to her immediate and extended family as well as to her female friends in the Latino community. Although her parents and three of her siblings were born in the Dominican Republic, Rita was born in the United States.
A year ago, Rita was sexually assaulted by an acquaintance of a male coworker. Rita and a female coworker met Juan and Bob after work at a local bar for a light meal and a few drinks. Because Rita had to get up early to work her shift the next day, Bob offered to drive her home. Instead of taking Rita directly home, however, he drove to a desolate spot nearby and assaulted her. Afterward, Bob threatened to harm her family if she did not remain silent and proceeded to drive her home. Although Rita did not tell her family what happened, she did call our agency hotline the next day to discuss her options. Because Rita’s assault occurred within the 5-day window for forensic evidence collection of this kind, Rita consented to activation of the county’s sexual assault response team (SART). Although she agreed to have an advocate and the sexual assault nurse examiner (SANE) meet her at the hospital, Rita tearfully stated that she did not want to file a police report at that time because she did not want to upset her family. The nurse examiner interviewed Rita, collected evidence, recorded any injuries, administered antibiotics for possible sexually transmitted infections, and gave Rita emergency contraception in case of pregnancy. The advocate stayed with Rita during the procedure, supporting her and validating her experience, and gave her a referral for individual crisis counseling at our agency.
My treatment goals for Rita included alleviation of rape trauma syndrome symptoms that included shame and self-blame, validation of self-worth and empowerment, and processing how it would feel to discl.
According to the text, crime has been part of the human condition si.docxaryan532920
According to the text, crime has been part of the human condition since people began to live in groups. Ancient documents indicate that conduct we now call murder, theft, or robbery was identified as criminal by civilizations that existed thousands of years ago. Criminal laws regulate human conduct and tell people what they can and cannot do and, in some instances, what they must do under certain circumstances. In this assignment, you will explore different types of criminal conduct and the goals of criminal law.
Write a four to six (4-6) page paper in which you:
Determine whether or not the Ex Post Facto Clause can be used as a defense to prohibit the increase in federal minimum/mandatory sentencing guidelines after a federal defendant has committed the crime. Provide a rationale to support your position.
Explain the distinction between criminal, tort, and moral wrongs. Next, support or criticize the premise that the standards set by moral laws are higher than those set by criminal law.
Identify and discuss the differences between solicitation of another to commit a crime and a conspiracy to commit a crime. Next, support or criticize the use of the unilateral approach to conspiracy convictions.
Identify the four (4) goals of criminal law, and discuss the manner in which these four goals effectuate the purpose of protecting the public and preventing the conviction of innocent persons.
Use at least three (3) quality academic resources in this assignment.
Note:
Wikipedia and similar types of websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
This course requires use of new
Strayer Writing Standards (SWS
). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow SWS or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student's name, the professor's name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
Describe the nature and history of American criminal law.
Explain the role of individuals and federal, state, and local government agencies in crime fighting and prosecution of criminal offenses.
Analyze the essential legal elements of criminal conduct.
Use technology and information resources to research issues in criminal law.
Write clearly and concisely about criminal law using proper writing mechanics.
.
According to Ronald Story and Bruce Laurie, The dozen years between.docxaryan532920
According to Ronald Story and Bruce Laurie, “The dozen years between 1968 and 1980 marked more than the beginning of Republican ascendency; they also saw the breakup of the New Deal coalition and the advent of conservative domination of American politics.” (CP 139).
In this essay, you should explain,
first
, how it is that conservatives came to dominate American politics by the 1980s and,
second
,
how the ideas and policies they embraced shaped American society into the twenty first century.
Rules:
1. 3-4 pages
2. Double spaced, 12-point font
3. Standard margins—Approximately 1.25 on left and right margins and 1 on top and bottom
4. In crafting your essay, you will want to construct a clear thesis and draw on evidence from the sources described below.
5.
Only
use these sources below.
Sources:
Context: The Close of the 1960s
1. The black cat tavern and the LGBT Movement
Link:
https://www.npr.org/2017/02/13/514935126/stonewall-riots-grab-the-spotlight-from-black-cat-protests
2. ESPN Sport center on Katherine Switzwer
Link:
https://www.youtube.com/watch?v=U6CoScOIK_I
3. Crisis in the Cities and 1968.pdf (attachment)
4. Excerpt from MLK’s final Speech in 1968
Link:
https://www.youtube.com/watch?v=Oehry1JC9Rk
5. Vietnam-The path to war.pdf (attachment)
The Rediscovery of the Market: Conservative Politics and Policies
6. Alfred Kahn’s Legacy: Cheap Flights
Link:
https://www.npr.org/2010/12/29/132422495/alfred-kahns-legacy-cheap-flights
7. A Second Gilded Age?.pdf (attachment)
.
According to Kirk (2016), most of your time will be spent work with .docxaryan532920
According to Kirk (2016), most of your time will be spent work with your data. The four following group actions were mentioned by Kirk (2016):
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions performed in that action group.
Reference: Kirk, A. (2016). Data Visualisation: A Handbook for Data Driven Design (p. 50). SAGE Publications.
.
According to the Council on Social Work Education, Competency 5 Eng.docxaryan532920
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation.
Walden’s MSW program expects students in their specialization year to be able to:
Evaluate the implication of policies and policy change in the lives of clients/constituents.
Demonstrate critical thinking skills that can be used to inform policymakers and influence policies that impact clients/constituents and services.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare
: Working with your field instructor, identify a social problem that is common among the organization (or its clients) and research current policies at that state and federal levels that impact the social problem. Then, from a position of advocacy, identify methods to address the social problem (i.e., how you, as a social worker, and the agency advocate to change the problem). You are expected to specifically address how both you and the agency can effectively engage policy makers to make them aware of the social problem and the impact that the policies have on the agency and clients.
The Assignment (2-3 pages): Social Problems is Ex-cons finding Jobs Opportunities in State of California. The Agency is Called "Manifest" the website is Manifest.org
Identify the social problem
Explain rational for selecting social problem
Describe state and federal policies that impact the social problem
Identify specific methods to address the social problems
Explain how the agency and student can advocate to change the social problem
You are expected to present and discuss this assignment with your agency Field Instructor. Your field instructor will be evaluating your ability to demonstrate this competency in their field evaluation. In addition, you will submit this assignment for classroom credit. The Field Liaison will grade the assignment “PASS/FAIL,” see rubric for passing criteria.
.
According to Kirk (2016), most of our time will be spent working.docxaryan532920
According to Kirk (2016), most of our time will be spent working with our data. The four following group actions were mentioned by Kirk (2016):
Book: Kirk, A. (2016). Data visualisation a handbook for data driven design. Los Angeles, CA: Sage.
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions preformed in that action group.
.
According to Kirk (2016), most of your time will be spent working wi.docxaryan532920
According to Kirk (2016), most of your time will be spent working with your data. The four following group actions were mentioned by Kirk (2016):
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions preformed in that action group.
.
According to Davenport (2014) the organizational value of healthcare.docxaryan532920
According to Davenport (2014) the organizational value of healthcare analytics, both determination and importance, provide a potential increase in annual revenue and ROI based on the value and use of analytics. To complete this assignment, research and evaluate the challenges faced in the implementation of healthcare analytics in the Health Care Organization (HCO) or health care industry using the following tools:
The paper must also address the following:
Application of PICO (problem, intervention, comparison group, and outcomes) to the challenge identified in your research.
The paper:
Must be two to four double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the
Ashford Writing Center. (Links to an external site.)
Must include a separate title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must use at least three scholarly sources in addition to the course text.
Must document all sources in APA style as outlined in the Ashford Writing Center.
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.
.
According to the authors, privacy and security go hand in hand; .docxaryan532920
According to the authors, privacy and security go hand in hand; and hence, privacy cannot be protected without implementing proper security controls and technologies. Today, organizations must make not only reasonable efforts to offer protection of privacy of data, but also must go much further as privacy breaches are damaging to its customers, reputation, and potentially could put the company out of business. As we continue learning from our various professional areas of practice, its no doubt that breaches have become an increasing concern to many businesses and their future operations. Taking Cyberattacks proliferation of 2011 into context, security experts at Intel/McAfee discovered huge series of cyberattacks on the networks of 72 organizations globally, including the United Nations, governments and corporations.
Q: From this research revelation in our chapter 11, briefly state and name the countries and organizations identified as the targeted victims?
.
According to Gilbert and Troitzsch (2005), Foundations of Simula.docxaryan532920
According to Gilbert and Troitzsch (2005), Foundations of Simulation Modeling, a simulation model is a computer program that captures the behavior of a real-world system and its input and possible output processes.
Briefly explain what the simulation modeling relies upon?
-500 words at least.
-No Plagiarism.
-APA Format.
.
According to Klein (2016), using ethical absolutism and ethical .docxaryan532920
According to Klein (2016), using ethical absolutism and ethical relativism in ethical decision making can lead to different outcomes. How can moral reasoning about a specific situation differ based on relativism or absolutism? Can you provide an illustration or example of an accounting procedure/situation whose outcome may differ based on absolutism or relativism? Is ethical relativism a more suitable standard within a global IFRS Environment? Why or why not?
at least 250 words
.
According to Franks and Smallwood (2013), information has become.docxaryan532920
According to Franks and Smallwood (2013), information has become the lifeblood of every business organization, and that an increasing volume of information today has increased and exchanged through the use of social networks and Web2.0 tools like blogs, microblogs, and wikis. When looking at social media in the enterprise, there is a notable difference in functionality between e-mail and social media, and has been documented by research – “…that social media differ greatly from e-mail use due to its maturity and stability.” (Franks & Smallwood, 2013).
Provide a page response identifying and clearly stating what the difference are? APA Standard, 2 page response, not including front page and references.
.
According to the Council on Social Work Education, Competency 5.docxaryan532920
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages): (In The States California. The Good Seed is a Drop-In center for 18-25 years!
Describe the policies and their impact on the field agency.
Propose specific recommendations regarding how you, as a social work intern, and the agency can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
.
According to the authors, privacy and security go hand in hand; and .docxaryan532920
According to the authors, privacy and security go hand in hand; and hence, privacy cannot be protected without implementing proper security controls and technologies. Today, organizations must make not only reasonable efforts to offer protection of privacy of data, but also must go much further as privacy breaches are damaging to its customers, reputation, and potentially could put the company out of business. As we continue learning from our various professional areas of practice, its no doubt that breaches have become an increasing concern to many businesses and their future operations. Taking Cyberattacks proliferation of 2011 into context, security experts at Intel/McAfee discovered huge series of cyberattacks on the networks of 72 organizations globally, including the United Nations, governments and corporations.
From this research revelation in our chapter 11, briefly state and name the countries and organizations identified as the targeted victims?
Use the APA format to include your references. Each paragraph should have different references and each para should have at least 4 sentences.
.
According to recent surveys, China, India, and the Philippines are t.docxaryan532920
According to recent surveys, China, India, and the Philippines are the three most popular countries for IT outsourcing. Write a short paper (4 paragraphs) explaining what the appeal would be for US companies to outsource IT functions to these countries. You may discuss cost, labor pool, language, or possibly government support as your reasons. There are many other reasons you may choose to highlight in your paper. Be sure to use your own words.
Must be in APA format with references and citations.
.
According to the authors, countries that lag behind the rest of the .docxaryan532920
According to the authors, countries that lag behind the rest of the world’s ICT capabilities encounter difficulties at various levels. Discuss specific areas, both within and outside, eGovernance, in which citizens living in a country that lags behind the rest of the world in ICT capacity are lacking. Include in your discussion quality of life, sustainability, safety, affluence, and any other areas that you find of interest. Use at least 8-10 sentences to discuss this topic.
.
According to Peskin et al. (2013) in our course reader, Studies on .docxaryan532920
According to Peskin et al. (2013) in our course reader, "Studies on early health risk factors, including prenatal nicotine/alcohol exposure, birth complications, and minor physical anomalies have found that these risk factors significantly increase the likelihood of anti-social and criminal behavior throughout life." What policy changes might you suggest to help curtail the occurrence or effects of these risk factors? Remember to think about public health policy, not just criminal policy.
.
According to Franks and Smallwood (2013), information has become the.docxaryan532920
According to Franks and Smallwood (2013), information has become the lifeblood of every business organization, and that an increasing volume of information today has increased and exchanged through the use of social networks and Web2.0 tools like blogs, microblogs, and wikis. When looking at social media in the enterprise, there is a notable difference in functionality between e-mail and social media, and has been documented by research – “…that social media differ greatly from e-mail use due to its maturity and stability.” (Franks & Smallwood, 2013).
Q: Please identify and clearly state what the difference is?
Use the APA format to include your references. Each paragraph should have different references and each para should have at least 4 sentences.
.
According to Ang (2011), how is Social Media management differen.docxaryan532920
According to Ang (2011), how is Social Media management different than traditional Customer Relationship Management (CRM)? Define the four pillars of social media (connectivity, conversations, content creation and collaboration) and analyze how each pillar can be used to aid Social Media management. Identify the benefits Social Media management. Provide examples to illustrate each point.
The paper must be 1-2 pages in length (excluding title and reference page) and in APA (6th edition) format. The paper must include the Ang (2011) article in correct APA format.
.
According to (Alsaidi & Kausar (2018), It is expected that by 2020,.docxaryan532920
According to (Alsaidi & Kausar (2018), "It is expected that by 2020, around 25 billion objects will become the part of global IoT network, which will pose new challenges in securing IoT systems. It will become an easy target for hackers as these systems are often deployed in an uncontrolled and hostile environment. The main security challenges in IoT environment are authorization, privacy, authentication, admission control, system conformation, storage, and administration" (p. 213).
Discuss and describe the difference between a black hole attack and a wormhole attack.
.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
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It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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BBA 2026, Organizational Communication 1 Course Learn.docx
1. BBA 2026, Organizational Communication 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
3. Distinguish between the responsibilities of communicators at
different levels of an organization.
3.1 Classify message directions within organizations.
7. Discuss the impact that organizational culture has on
employees, processes, and functions within an
organization.
7.1 Identify factors that adhere to various approaches for
studying organizational communication.
7.2 Categorize factors associated with major organizational
theories.
7.3 Evaluate the organizational culture within an organization.
Reading Assignment
Chapter 2:
Perspectives for Organizational Communication
Chapter 3:
Communication Implications of Major Organizational Theories
2. Click here to access the Chapter 2 Presentation.
Click here to access a PDF version of the Chapter 2
Presentation.
Click here to access the Chapter 3 Presentation.
Click here to access a PDF version of the Chapter 3
Presentation.
Unit Lesson
Would you rather swim with sharks or whales? The answer to
this question may seem straightforward, but
within businesses and other organizations such a metaphor can
be formed to describe the culture of an
organization. Observing organizational culture is just one way
to critically evaluate the structure and function
of an organization and the effectiveness of the communication
processes within. According to Daniela (2013),
“Knowledge of organizational behavior helps to better
understand oneself and other people” (p.1555).
Employing perspectives including functional tradition, the
Meaning-Centered approach, and emerging
perspectives can provide a way to focus questions for studying
organizations and their communication
implications (Shockley-Zalabak, 2015). In addition, there are
also theories to consider that can help
conceptualize the phenomenon of organizational operations
from various viewpoints such as scientific
management, human behavior, postmodern, critical, and
feminist perspectives (Shockley-Zalabak, 2015).
Each of these perspectives can enhance the study of
organizational communication from various viewpoints
and provide one with tools to study individuals and groups
3. within these organizations.
The key focus in this unit will be on the influence that
organizational culture, also known as corporate culture,
has on overall operations and communication practices. Using
this perspective, one can observe how
organizational culture influences operations, members, and
leadership within an organization. Additionally,
one can see how these elements interact to create and preserve a
vibrant, efficient, and effective culture for
the well-being of the organization (including employees,
external stakeholders, and the overall success and
longevity of an organization).
UNIT II STUDY GUIDE
The Impact of Organizational Culture
on Operations and Processes
https://online.columbiasouthern.edu/CSU_Content/Courses/Busi
ness/BBA/BBA2026/14H/Chapter2_Presentation.ppsx
https://online.columbiasouthern.edu/CSU_Content/Courses/Busi
ness/BBA/BBA2026/14H/Chapter2_Presentation.pdf
https://online.columbiasouthern.edu/CSU_Content/Courses/Busi
ness/BBA/BBA2026/14H/Chapter3_Presentation.ppsx
https://online.columbiasouthern.edu/CSU_Content/Courses/Busi
ness/BBA/BBA2026/14H/Chapter3_Presentation.pdf
BBA 2026, Organizational Communication 2
UNIT x STUDY GUIDE
4. Title
Organizational Culture
To begin, it is important to understand what organizational
culture means. Shockley-Zalabak (2015) defines
organizational culture as a sense that organizations create
through specific ways of accomplishing tasks and
communicating internally and externally. Organizational culture
“reflects the shared realities and shared
practices in the organization and how they create and shape
organizational events” (Shockley-Zalabak, 2015,
p. 46). Additionally, Jones (2010) defines organizational culture
as the “set of shared values and norms that
control organizational members’ interactions with each other
and with suppliers, customers, and other people
outside the organization” (p. 179). Culture can help or hinder
organizational effectiveness because
organizational culture can influence the way members make
decisions, interpret and manage the
environment, decide what is done with information, and
determine how members behave (Jones, 2010).
Hence, organizational culture can have a profound effect on a
company’s competitive position in the market
as well as on the members within the organization. Doina,
Mirela, and Constantin (2008) explain that
“companies have ‘cultures’ as people have ‘personalities’” (p.
560). The culture of a company is composed of
its collection of beliefs and reactions that are almost
“instinctive, of heroes and negative characters, of
realizations, interdictions and commandments” (Doina et al.,
2008, p. 560). The idea of heroes and negative
characters is very interesting, for such characters can represent
members or leaders within an organization.
5. Organizational Culture as a Metaphor: Sharks or Whales
There are many ways to describe an organization’s culture.
Referring back to the metaphor of sharks and
whales, a culture that is made up of whales can be described as
cooperative and supportive. A culture that is
composed of sharks can be described as ultra-competitive and
ruthless. Both organizational cultures can be
observed in companies present in the market place, institutions,
and non-profit arenas, but what is important
is not to mix these two varying ideologies by placing a shark
leader in a culture of whales or dropping a whale
type employee in shark infested waters.
An organization’s culture can be a powerful influence on day-
to-day operations. “Cultural inclinations are well
entrenched. But it’s possible to draw on the positive aspects of
culture, turning them to your advantage, and
offset some of the negative aspects as you go” (Katzenback,
Steffen, & Kronley, 2012, p. 111). For example,
in an organization it is important to recognize creative
employees and enhance the culture by taking
advantage of the skill sets and innovative ideas the employees
want to share by reinforcing a cooperative
environment where information sharing is rewarded. “One of
the greatest challenges of guiding cultural
change, development, or stability, is influencing the
organization to follow the same guiding principles, to
understand the values and priorities, and to make choices
consistent with how we want the culture to operate”
(Nicol, 2014, p. 34). Maintaining a culture of whales can be a
challenge, and using the values that epitomize
the organization’s missions can help this endeavor succeed.
Organizational Culture: Morale and Cooperativeness
6. Organizational culture can affect the level of cooperativeness
found within an organization. Workplace culture
can affect employee satisfaction levels for the job or contribute
to employee burn-out (Watts, Robertson,
Winter, & Leeson, 2013). Grant (2013) purports that a
significant predictor of group or cultural effectiveness is
the amount of help that employees and team members give one
another. Grant (2013) contends that in an
organization that invests “extensive time and energy in
coaching, teaching, and consulting with their
colleagues,” the productivity and effectiveness of an
organization improves (p. 8). The organization in a
whale-type culture must establish “an environment in which
customers and suppliers feel that their needs are
the organization's top priority” (Grant, 2013, para. 10). Grant
refers to this type as an organizational culture of
givers.
Conversely, Grant (2013) explains how company culture can
also stack employees against each other for the
control of resources, which makes it ineffective for them to
provide help to others unless they can expect a
reciprocal investment. In this type of culture, employees who
pour out to others unselfishly and freely provide
information and resources soon find out the negatives of this
type of cooperative behavior, for the “takers
exploit them by monopolizing their time or even stealing their
ideas. Over time, employees anticipate taking-
behavior and protect themselves by operating like takers or by
becoming matchers, who expect and seek
reciprocity whenever they give help” (Grant, 2013, para. 15).
The culture of an organization and how the
culture can be positively or negatively affected by supporting
and condoning either value system. Grant
(2013) posits that an ineffective organization can be turned
around to a more cooperative style by
7. BBA 2026, Organizational Communication 3
UNIT x STUDY GUIDE
Title
employing three practices: facilitate help-seeking, recognize
and reward givers, and screen out takers. Thus,
a whale-type culture that supports a spirit of cooperation can
maintain or improve an organizational culture.
Organizational Culture: Overcoming Conflict
An organization’s culture can influence how members involved
in that culture make decisions and view
conflict. “The more talented an individual, the greater the risk
that they’ll leave” if the employee feels
disrespected and unsupported in the organizational culture
(Meshanko, 2013, p. 8). This would be an
example of a whale member swimming with the sharks, so it is
important to get the right fit. When employees
are on board with the culture and direction of the company,
leaders can continue to inspire positive changes
to the culture through clear communication of values, providing
rewards and public acknowledgments for
employee contributions and innovate ideas, and removing fear
of retribution for making mistakes (Davis,
2010).
Davis (2010) offers an example of changing a component of
8. corporate culture by using the blame game as an
example. The author contends that when endeavoring to resolve
conflicts and establishing processes to solve
problems, and leaders perpetuate a culture of blaming other
departments or individuals, this component of the
culture will not change. The leaders on top instill this behavior
by reemploying and reinforcing its use. To
overcome this negative component of organizational culture and
others there are two methods Davis (2010)
suggests employing. First, leaders must create “inspiring
customs that enable employees and managers to
creatively work together without sabotage or blame” (Davis,
2010, pp. 10-11). Next, leaders must
communicate the “destructive power of negative thoughts to
sabotage desired outcomes” (Davis, 2010, p.
11). In using the blame game example, one way to overcome
this would be to incorporate new practices to
resolve conflict at every level using “curiosity rather than
blame” (Davis, 2010, p. 11). The example of the
blame game is a tendency for employees in organizations with
shark-type leaders in place to begin using as a
means to demonstrate each individuals own effectiveness in the
company. However, this is counterproductive
to productivity and morale. A whale-type leader can instill a
sense of safety and reinforce a spirit of
cooperation among employees to enhance the culture and
increase productivity.
An organization can be positively or negatively influenced by
how members communicate with one another.
Pirjol and Maxim (2012) found that organizational culture
guides employees to meet certain expectations.
Members of an organization can “create misunderstandings,
quarrels, frustration and all this leads to a drastic
decrease in performance. Usually employees are frustrated not
by their work, but by the working environment,
9. by colleagues, by managers, by the fact that they are not
appreciated” (Pirjol & Maxim, 2012, p. 374). Thus,
the influence of organizational culture is significant. An
example of a successful company culture made up of
whales is the company Federal Express. Doyle (2013) reveals
that the practice of leaders fostering a culture
of people first, then profit helps the company stay competitive.
According to Doyle (2013), “FedEx’s People
Service Profit (P-S-P) corporate philosophy takes care of the
people who deliver impeccable service to the
company” (p. 37). When the company culture to cultivate and
nurture its employees is a primary focus, then
the employees will take care of the customers.
Organizational Culture: Leadership
The way in which a high-level leader chooses to fill his or her
position can affect the company culture.
Valentine (2012) explains that “cultural leadership indicates the
degree to which cultural ideologies and
expressive behaviors are affected by leadership” (p. 130). There
is much research in the field that supports
this supposition. A leader in a high position of authority and
influence can directly affect a company’s culture
and thus improve it or diminish it. Drawing on the initial
analogy of culture as sharks and whales—if an
organization places a shark-type leader in a key leadership
position within an organization made up of
whales, the results could be disastrous and many casualties
would be a result (including a decrease in
productivity and buy-in to the new company mission and values,
lowered morale, and increased turnover
rate). On the other hand, if a whale were placed over a company
composed of sharks, then the whale would
not long be in the position but be eaten alive by the aggressive
culture. Some organizations foster a company
10. culture that reinforces shark behavior, whereas others foster a
culture that is conducive to a whale-type
mentality. It is important to place the right person in the
position that fits the best. The focus of this discussion
will be on ways to reinforce a whale-type culture by placing a
whale-type leader in a leadership position.
Organizational culture can be influenced positively or
negatively based on communication techniques. Paul
and Berry (2013) conducted a study using questionnaires to
determine the significance that executive leaders
had on organizational culture in a post-merged organizational
environment. The findings suggest that leaders
BBA 2026, Organizational Communication 4
UNIT x STUDY GUIDE
Title
in authoritative positions had a profound impact on maintaining
or changing organizational culture. Some
specific areas that leaders can engage employees in include
exemplifying the values of the organization as a
leader and communicating to employees the “mission, vision,
and strategy” of the organization (Paul & Berry,
2013, p. 9).
Rogers (2013) supplies an example of leadership positively
affecting a company culture that was causing the
company to falter in the market. The new leader changed the
11. culture to one of accountability and began to
communicate the business plan and expectations of the company
mission, vision, and values to employees
and external stakeholders (Rogers, 2013). The turnaround of the
company was evidenced as productivity
increased, and the company repositioned itself as a competitive
player in the market once again (Roberts,
2013). One way to describe a healthy company culture is one
that is flexible, transparent, and responsive
(Battley, 2013). However, it also must be clearly aligned with
the organization’s strategic objectives and
priorities.
Organizational Culture: Decision Making
The systems in an organization can have a significant effect
upon the culture of a group and influence how
decisions are made. Shockley-Zalabak (2015) reveals that an
open system within an organization continually
takes in new information; whereas, a closed system “lacks input
communication, making it difficult to make
good decisions and stay current” (p. 30) with the needs of the
members/employees. For example, if a leader
is not accessible or distances him or herself from employees,
the impact on the culture could be negative.
The trust in the leader can favorably influence the cohesion of
the group (Doina et al., 2008). The influence
the closed or open system has on a culture can positively or
negatively influence the productivity of its
employees. Organizational culture is a topic that can affect
anyone who works with a group of people in
various arenas.
In order to influence organizational culture positively, there are
certain skills that leaders in positions of
authority and influence should employ. Schoemaker, Krupp, and
12. Howland (2013) reveal that the ability to
“anticipate, challenge, interpret, decide, align, and learn” (p.
131) are all important techniques for effective
leaders to employ. If a leader believes and exemplifies the value
system of the organizational culture, then
employing these six techniques to instill the values and norms
in every decision and operating procedure can
be a useful strategy for maintaining and improving the culture.
This effective management style is confirmed
in McClean, Burris, and Detert’s (2013) findings that state if a
leader is responsive to employees’ suggestions
for change and improvement and supports a culture of
cooperation and openness, then employees will
respond. However, if the leader is not open to enhancing the
operations and culture, then many good
employees will leave the company. The tendency is to replace
the employees that buy in to the values of the
company with those who buy in to the values of the new
leadership that may at times be against the original
culture.
To be an effective leader and positively influence
organizational culture, research suggests that leaders
should balance warmth and strength rather than heavy
handedness (Cuddy, Kohut, & Neffinger, 2013). The
researchers found that leaders who are personable and well-
liked have a greater chance of success than
those who are disliked (Cuddy et al., 2013). Leaders who
emphasize their credentials, competence, and
operate using fear tactics are found to be less effective. Hence,
employees are less comfortable swimming in
a sea surrounded by sharks. Cuddy et al. (2013) explain that
“fear can undermine cognitive potential,
creativity, and problem solving, and cause employees to get
stuck and even disengage” (p. 56). That is why it
is important to place the right leader in the right position. If the
13. culture that needs to be maintained or fostered
is one of cooperation, then a whale-type leader that supports
these values should be put in place. When
coming into a new leadership position, “begin with warmth”
rather than leading with an iron fist (Cuddy et al.,
2013, p. 56). Cuddy et al. (2013) continue that “warmth is the
conduit of influence: It facilitates trust and the
communication and absorption of ideas” (p. 56). This is in stark
contrast to some leaders who attempt to
change a company culture through tyrannical leadership
techniques, or shark antics. Cuddy et al. (2013)
purport that the most effective way to lead and influence
company culture is to balance their competence with
qualities of warmth and strength.
Conclusion
Organizational culture is a real and vibrant component of
organizational operations. As evidenced through
various publications in the field, organizational culture can be
positively or negatively influenced by leaders
and members within an organization. In order to maintain and
even enhance an organization’s culture, it is
BBA 2026, Organizational Communication 5
UNIT x STUDY GUIDE
Title
imperative to position people that will uphold the same values
14. and beliefs of the culture. This will ensure that
leaders and members will support the culture and exemplify the
behaviors needed to reinforce the established
culture rather than tear it down. An effective culture will
support the mission and vision of the institute and set
members up for success. As research has shown, leaders can
influence the culture or an organization in
positive or negative ways. It is important for leaders and
members within an organization to be cognizant of
the phenomenon known as organizational culture and work to
support the mission and value system that
he/she is put in place to support. Would you rather swim with
sharks or whales? It depends on whether you
are a shark or a whale.
References
Battley, S. (2013). Leader sustainability. Leadership
Excellence, 30(3), 16.
Cuddy, A. C., Kohut, M., & Neffinger, J. (2013). Connect, then
lead. Harvard Business Review, 91(7), 54-61.
Daniela, P. (2013). The interdependence between management,
communication, organizational behavior,
and performance. Annals Of The University Of Oradea,
Economic Science Series, 22(1), 1554-1562.
Davis, R. (2010). Positive culture. Leadership Excellence,
27(8), 10-11.
Doina, R., Mirela, S., & Constantin, R. (2008). The
organizational culture and the factors of its formation.
15. Annals of the University of Oradea, Economic Science Series,
17(4), 559-562.
Doyle, R. (2013). Your company culture. LP/Gas, 73(5), 37.
Grant, A. (2013). Givers take all: The hidden dimension of
corporate culture. Mckinsey Quarterly, (2), 52-65.
Jones, G. (2010). Organizational theory, design, and change
(6th ed.). Upper Saddle River, NJ: Prentice Hall.
Katzenback, J. R., Steffen, I., & Kronley, C. (2012). Cultural
change that sticks: Start with what’s already
working. Harvard Business Review, 90(7/8), 110-117.
McClean, E. J., Burris, E. R., & Detert, J. R. (2013). When does
voice lead to exits? It depends on leadership.
Academy Of Management Journal, 56(2), 525-548.
Meshanko, P. (2013). R-E-S-P-E-C-T. Smart Business
Columbus, 22(1), 8.
Nicol, A. (2014). More mission, less statement. Product Design
& Development, 69(3), 34.
Paul, G. W., & Berry, D. M. (2013). The importance of
executive leadership in creating a post-merged
organizational culture conducive to effective performance
management. South African Journal Of
Human Resource Management, 11(1), 1-15.
16. Pirjol, F., & Maxim, R. (2012). Organizational culture and its
way of expression within the organization. Annals
of The University Of Oradea, Economic Science Series, 21(2),
371-376.
Rogers, B. (2013). Saving Hartford: Turnaround lessons from
chairman and CEO Liam McGee. Forbes.Com,
23.
Schoemaker, P. H., Krupp, S., & Howland, S. (2013). Strategic
leadership: The essential skills. Harvard
Business Review, 91(1), 131-134.
Shockley-Zalabak, P. S. (2015). Fundamentals of organizational
communication: Knowledge, sensitivity,
skills, values (9th ed.). Upper Saddle River, NJ: Pearson.
Valentine, D. (2012). Maintaining organization culture through
leadership succession planning. Franklin
Business & Law Journal, 2012(3), 130-135.
BBA 2026, Organizational Communication 6
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17. Watts, J., Robertson, N., Winter, R., & Leeson, D. (2013).
Evaluation of organizational culture and nurse
burnout. Nursing Management - UK, 26(6), 24-29.
Suggested Reading
In order to access the resources below, you must first log into
the myCSU Student Portal and access the
Business Source Complete database within the CSU Online
Library.
Koopman, M. (2014). The importance of a reading-focused
culture. Leadership Excellence, 31(4), 23-25.
Meshanko, P. (2013). R-E-S-P-E-C-T. Smart Business
Columbus, 22(1), 8.
Nicol, A. (2014). More mission, less statement. Product Design
& Development, 69(3), 34.