This document provides a literature review and proposed methodology for a study examining how cultural narratives contribute to corporate efficiency at Southern Utah University. The literature review discusses previous research showing that strong organizational culture and internal communication can improve efficiency. The proposed methodology is to interview university staff involved in recruitment to identify common narratives told to students. These narratives will then be analyzed using grounded theory methods to develop categories of stories and evaluate which types of stories align with factors known to increase efficiency, such as those identified in the literature review. The goal is to determine what narrative themes and types are most effective for establishing an efficient organizational culture.
Corporate social responsibility institutional drivers a comparative study fro...Adam Shafi Shaik PhD.
ABSTRACT
This study develops an internal–external institutional framework that explains why firms act in socially responsible ways in the emerging country context of India and Saudi Arabia. Utilizing a mixed method of in-depth study selected companies & individuals, the author found that internal institutional factors, including ethical corporate culture and top management commitment, and external institutional factors, including globalization pressure, Government embeddedness, and normative social pressure, will affect the likelihood of firms to act in socially responsible ways. In particular, implicit ethical corporate culture plays a key role in predicting different aspects of corporate social responsibility (CSR), while external institutional mechanisms mainly predict market-oriented CSR initiatives. This study contributes to the research on CSR antecedents by showing that in the emerging economy of India and Saudi Arabia, CSR toward non market stakeholders is more close
Businesses rely on experts to intervene in situations in which organisational culture intersects with problems of power and control. While anthropologists are deeply interested in the linkages between culture and power, how does their critical approach align with organisational needs?
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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.
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
Role of Emotional Intelligence in Leadership Effectiveness in Service Sectorijtsrd
Leadership is always being an area to probe since ages. Leadership perspectives are found different continuously not only with ages but also with different category and type of organizations, leaderships has been a study with humungous dynamism. The way environment and organizations are changing, the challenges of leadership have also changed and new perspectives have taken place in industry related to leadership concept. This study is focused on understanding the influence through emotional intelligence on leadership effectiveness in today’s time. The paper helps in understanding the role of emotional intelligence on leadership effectiveness. The study is conducted in service organization of Pune and Mumbai. Only banks, education, retail and IT service leaders are considered for collection of data. The data is analysed by using correlation and regression analysis. The study found that emotional intelligence is highly correlated with leadership effectiveness and it is essential for any organization of service sector to have leaders with emotional intelligenece for effective performance of organization. Swati John "Role of Emotional Intelligence in Leadership Effectiveness in Service Sector" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30573.pdf Paper Url :https://www.ijtsrd.com/management/other/30573/role-of-emotional-intelligence-in-leadership-effectiveness-in-service-sector/swati-john
Corporate social responsibility institutional drivers a comparative study fro...Adam Shafi Shaik PhD.
ABSTRACT
This study develops an internal–external institutional framework that explains why firms act in socially responsible ways in the emerging country context of India and Saudi Arabia. Utilizing a mixed method of in-depth study selected companies & individuals, the author found that internal institutional factors, including ethical corporate culture and top management commitment, and external institutional factors, including globalization pressure, Government embeddedness, and normative social pressure, will affect the likelihood of firms to act in socially responsible ways. In particular, implicit ethical corporate culture plays a key role in predicting different aspects of corporate social responsibility (CSR), while external institutional mechanisms mainly predict market-oriented CSR initiatives. This study contributes to the research on CSR antecedents by showing that in the emerging economy of India and Saudi Arabia, CSR toward non market stakeholders is more close
Businesses rely on experts to intervene in situations in which organisational culture intersects with problems of power and control. While anthropologists are deeply interested in the linkages between culture and power, how does their critical approach align with organisational needs?
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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.
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
Role of Emotional Intelligence in Leadership Effectiveness in Service Sectorijtsrd
Leadership is always being an area to probe since ages. Leadership perspectives are found different continuously not only with ages but also with different category and type of organizations, leaderships has been a study with humungous dynamism. The way environment and organizations are changing, the challenges of leadership have also changed and new perspectives have taken place in industry related to leadership concept. This study is focused on understanding the influence through emotional intelligence on leadership effectiveness in today’s time. The paper helps in understanding the role of emotional intelligence on leadership effectiveness. The study is conducted in service organization of Pune and Mumbai. Only banks, education, retail and IT service leaders are considered for collection of data. The data is analysed by using correlation and regression analysis. The study found that emotional intelligence is highly correlated with leadership effectiveness and it is essential for any organization of service sector to have leaders with emotional intelligenece for effective performance of organization. Swati John "Role of Emotional Intelligence in Leadership Effectiveness in Service Sector" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30573.pdf Paper Url :https://www.ijtsrd.com/management/other/30573/role-of-emotional-intelligence-in-leadership-effectiveness-in-service-sector/swati-john
This purpose of this research is to examine the philosophical challenges of human resources
management in the 2ist century and contribute to the knowledge of organization development. The study will
examine the impact of internal environmental changes on management, and empirically test the constructs of
performance leadership as it relates to organizational performance and discuss the many emerging challenges
that corporate culture posed to current day performance leadership.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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.
A STUDY ON DRIVING IN-ROLE PERFORMANCE THROUGH CITIZENSHIP BEHAVIOR, KNOWLEDG...IAEME Publication
In this competitive era organizations strive to enhance the performance of their firm to grow and attain sustainability. Human resources being the intangible valuable assets of a firm contribute a large share in deciding the fate of their employers. Considering significance of employee’s behavior in firm’s performance, the citizenship behaviors have been gaining considerable importance. This research aims at examining the relationship and citizenship behavior , Knowledge Sharing Behavior and Organizational Commitment on in-role performance among the employees of automotive electronics Company. One hundred and fifty employees have been chosen as respondents to conduct this survey from multilink company. Results of the study indicate significant relationship of extra-role behaviors and task performance .The study concludes by mentioning possible research implications. The findings of this paper demonstrate that there are various set of platforms to encourage people to share their insights, thoughts, which are valuable assets for companies. What draws people to share their knowledge in various organizations would be different, but ultimately matches the company’s core values as well as the look and feel of the other organizational processes.
Organization citizenship behaviour as a determining Factor in Business outcomeAI Publications
The aim of this research was to look at an organization's citizenship behavior as a deciding factor in business success. The aim of the study was to assess private businesses in Kurdistan, especially in Erbil. To allow the study to measure business outcomes, the researchers used five different dimensions of organizational citizenship behavior. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. Both workers had an equal chance of being chosen for the survey using a random sampling technique. The research was conducted in Erbil's private sector. The researchers distributed 85 questionnaires, but only 75 were returned, and only 67 of the 75 questionnaires were completed correctly. The researcher used multiple regression analysis to measure the established research hypotheses, and the results revealed that all five hypotheses are supported, with the highest value being for fairness perception, as organization citizenship behavior element has a significant influence on business outcome, and the lowest value being for job satisfaction, as organization citizenship behavior element has a significant influence on business outcome. This instrument will be used in future research to further our understanding of organizational learning.
MEDIATING EFFECT OF OCB ON RELATIONSHIP BETWEEN JOB ATTITUDES AND KNOWLEDGE S...IAEME Publication
Organizational citizenship behavior (OCB) has attracted so much attention of managers and scholars, but many aspects of this have not been studied yet. To fill this gap this study, we has applied three elements of employee's performance toward organization; knowledge sharing and job attitude as significant antecedents of OCB in an organization. The results have mentioned that employee's attitude toward organization and employee's knowledge sharing are antecedents of OCB. The managers who seek good soldiers in their organization can improve citizenship behaviors by scattering positive attitudes; provide good knowledge sharing ability and engaging employees. The results showed that job attitudes related to insignificantly on knowledge sharing behavior and significantly on OCB. It was caused by the facilitators had a job satisfaction to implicate their ability or skill so that they had a scared on exchange to the role or positions with the other people.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
Mediating Effect of Reputation on the Relationship between Interpersonal Skil...paperpublications3
Abstract: Career success is determined by a number of factors, including some combination of specific competencies and a performance record, along with network development, organizational politics, and reputation building. The county government of Uasin Gishu has of late received negative publicity for its policy on career development. Although interpersonal skills have been argued by researchers to demonstrate influence on work and career outcomes, a few attempts have been made to show how interpersonal skills influences these outcomes. This study investigated the relationship between interpersonal skills and career success of employees of Uasin Gishu County. The specific objectives of the study were: To determine the relationship between networking and career success, to establish the relationship between personal promotion and career success, to determine the relationship between impression management and career success, to establish the relationship between use of influence tactics and career success, and to determine whether reputation has any mediating effect on the relationship between interpersonal skills and career success. A case research design was used. Target population was all the employees of Uasin Gishu County government. Stratified ransom sampling and then simple random sampling was used to obtain the respondents for this proposed study. Primary data was collected using standard questionnaires. Interpersonal skills were taken as the independent variable, career success the dependent variable, and reputation as the mediating variable. Reliability was assessed using Cronbach’s alpha and the data was analyzed using SPSS. Both descriptive and inferential statistics were used to analyze the data. The study findings showed a significant positive correlation between networking skills and career success (r = .933, p=0.000), impression management and career success (r = .775, p=0.000), self-promotion and career success (r =.933, p=0.000), use of influence tactics and career success (r=.896, p=0.000). Also there was a significant positive correlation between reputation and networking skills (r =.909, p=0.000), impression management (r =829, p=0.000), self-promotion (r=.933, p=0.000), and use of influence tactics(r=.896, p=0.000), (r=.909, p=0.000). The result of the study indicated that networking does not have a significant effect on career success, impression management was found to have a positive significant relationship with career success, and there was no significant effect of use of influence tactics on career success. Reputation was found to partially mediate the relationship between interpersonal skills and career success and hence on the other hand, results indicated that reputation fully mediate the relationship between impression management and career success and hence. It was also found that reputation fully mediated the relationship between self-promotion and career success.
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.
This purpose of this research is to examine the philosophical challenges of human resources
management in the 2ist century and contribute to the knowledge of organization development. The study will
examine the impact of internal environmental changes on management, and empirically test the constructs of
performance leadership as it relates to organizational performance and discuss the many emerging challenges
that corporate culture posed to current day performance leadership.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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.
A STUDY ON DRIVING IN-ROLE PERFORMANCE THROUGH CITIZENSHIP BEHAVIOR, KNOWLEDG...IAEME Publication
In this competitive era organizations strive to enhance the performance of their firm to grow and attain sustainability. Human resources being the intangible valuable assets of a firm contribute a large share in deciding the fate of their employers. Considering significance of employee’s behavior in firm’s performance, the citizenship behaviors have been gaining considerable importance. This research aims at examining the relationship and citizenship behavior , Knowledge Sharing Behavior and Organizational Commitment on in-role performance among the employees of automotive electronics Company. One hundred and fifty employees have been chosen as respondents to conduct this survey from multilink company. Results of the study indicate significant relationship of extra-role behaviors and task performance .The study concludes by mentioning possible research implications. The findings of this paper demonstrate that there are various set of platforms to encourage people to share their insights, thoughts, which are valuable assets for companies. What draws people to share their knowledge in various organizations would be different, but ultimately matches the company’s core values as well as the look and feel of the other organizational processes.
Organization citizenship behaviour as a determining Factor in Business outcomeAI Publications
The aim of this research was to look at an organization's citizenship behavior as a deciding factor in business success. The aim of the study was to assess private businesses in Kurdistan, especially in Erbil. To allow the study to measure business outcomes, the researchers used five different dimensions of organizational citizenship behavior. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. Both workers had an equal chance of being chosen for the survey using a random sampling technique. The research was conducted in Erbil's private sector. The researchers distributed 85 questionnaires, but only 75 were returned, and only 67 of the 75 questionnaires were completed correctly. The researcher used multiple regression analysis to measure the established research hypotheses, and the results revealed that all five hypotheses are supported, with the highest value being for fairness perception, as organization citizenship behavior element has a significant influence on business outcome, and the lowest value being for job satisfaction, as organization citizenship behavior element has a significant influence on business outcome. This instrument will be used in future research to further our understanding of organizational learning.
MEDIATING EFFECT OF OCB ON RELATIONSHIP BETWEEN JOB ATTITUDES AND KNOWLEDGE S...IAEME Publication
Organizational citizenship behavior (OCB) has attracted so much attention of managers and scholars, but many aspects of this have not been studied yet. To fill this gap this study, we has applied three elements of employee's performance toward organization; knowledge sharing and job attitude as significant antecedents of OCB in an organization. The results have mentioned that employee's attitude toward organization and employee's knowledge sharing are antecedents of OCB. The managers who seek good soldiers in their organization can improve citizenship behaviors by scattering positive attitudes; provide good knowledge sharing ability and engaging employees. The results showed that job attitudes related to insignificantly on knowledge sharing behavior and significantly on OCB. It was caused by the facilitators had a job satisfaction to implicate their ability or skill so that they had a scared on exchange to the role or positions with the other people.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
Mediating Effect of Reputation on the Relationship between Interpersonal Skil...paperpublications3
Abstract: Career success is determined by a number of factors, including some combination of specific competencies and a performance record, along with network development, organizational politics, and reputation building. The county government of Uasin Gishu has of late received negative publicity for its policy on career development. Although interpersonal skills have been argued by researchers to demonstrate influence on work and career outcomes, a few attempts have been made to show how interpersonal skills influences these outcomes. This study investigated the relationship between interpersonal skills and career success of employees of Uasin Gishu County. The specific objectives of the study were: To determine the relationship between networking and career success, to establish the relationship between personal promotion and career success, to determine the relationship between impression management and career success, to establish the relationship between use of influence tactics and career success, and to determine whether reputation has any mediating effect on the relationship between interpersonal skills and career success. A case research design was used. Target population was all the employees of Uasin Gishu County government. Stratified ransom sampling and then simple random sampling was used to obtain the respondents for this proposed study. Primary data was collected using standard questionnaires. Interpersonal skills were taken as the independent variable, career success the dependent variable, and reputation as the mediating variable. Reliability was assessed using Cronbach’s alpha and the data was analyzed using SPSS. Both descriptive and inferential statistics were used to analyze the data. The study findings showed a significant positive correlation between networking skills and career success (r = .933, p=0.000), impression management and career success (r = .775, p=0.000), self-promotion and career success (r =.933, p=0.000), use of influence tactics and career success (r=.896, p=0.000). Also there was a significant positive correlation between reputation and networking skills (r =.909, p=0.000), impression management (r =829, p=0.000), self-promotion (r=.933, p=0.000), and use of influence tactics(r=.896, p=0.000), (r=.909, p=0.000). The result of the study indicated that networking does not have a significant effect on career success, impression management was found to have a positive significant relationship with career success, and there was no significant effect of use of influence tactics on career success. Reputation was found to partially mediate the relationship between interpersonal skills and career success and hence on the other hand, results indicated that reputation fully mediate the relationship between impression management and career success and hence. It was also found that reputation fully mediated the relationship between self-promotion and career success.
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.
Presentación del Seminario sobre Gestión y Cobro de Deudas Transfronterizas, celebrado en Zamora el 31 de mayo de 2012, dentro del proyecto Codetrans, organizado por la Cámara de Comercio e Industria de Zamora http://www.camarazamora.com/Noticia.asp?Id=170
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
REPLY 1Organization culture is the trademark and the unmi.docxcarlt4
REPLY 1:
Organization culture is the trademark and the unmistakable character began inside each organization. Regardless of whether we are curious about companies like Starbucks, Google or WWF? Their names speak to the flavour of their work environments, the mentality, the unwritten convention of associations and the organization esteems. While some may consider organizational culture as the aftereffect of the organization's kin and procedures, something that can't be controlled or evaluated, in all actuality, organizational culture is suddenly substantial (Treven & Lynn, 2008). It very well may be purposely planned and utilized. It influences confidence and representative commitment. It oversees income rates and impacts organization execution and it influences benefit.
Organizational culture separates the remarkably effective companies from all the rest. It very well may be a ground-breaking, upper hand. The organizations' culture is constantly unmistakable, yet the enormous champs, reliably, the organizations focus on culture. This article will talk about a portion of the general social definitions and will continue following some particular social definitions for organizations. Taking a gander at the inquiry how the organization culture influences the advancement methodology of the organizations (Weiner, 2018). The article will likewise delineate the impact of the patterns and advancements on the organization structure. What's more, the connection between the organizations' structure and culture? The article will likewise give instances of current patterns and improvements and various techniques that are as of now used to assist organizations with making the necessary change in their culture or structure.
Culture definition changed as the years progressed. For instance, over four decades prior imagined a more extensive meaning of culture by proposing that culture was a »human-made piece of the earth. Attempting to decipher his definition, we may discuss »objective culture« (e.g., tables, PCs, trains) and »subjective culture« (e.g., standards, jobs, values). In an ongoing article in Harvard Business Review, the authors said that, Organizational culture is the aggregate impact of the regular convictions, practices, and estimations of the individuals inside an organization (Zak, 2018). Those standards inside any organization control how workers perform and serve clients, how they co-work with one another, regardless of whether they feel spurred to meet objectives, and on the off chance that they are truly into the organization's general strategic. How are representatives completing their work? Autonomously or cooperatively? Do representatives feel enlivened, submitted, and drew in, or irritated, exhausted, and undervalued? At the point when we talk about organizational culture, we are discussing the representative experience, the inward view. What do the representatives think? How is it, to work here? By what method can the initiative keep.
A Study and Analysis of Emotional Intelligence and its Impactsijtsrd
This paper deals with the concept of Emotional Intelligence and its importance in various fields. Emotional Intelligence having the capacity to wind up mindful of even unobtrusive changes in ones and others emotional tones and to control them, to try to avoid panicking amidst weight, to start and keep up sound associations with others, and to keep up an idealistic viewpoint towards life. Later on in this paper the focus is on the importance of emotional intelligence in various fields. Jyoti Shikha | Dr. Sanjeev Singh "A Study and Analysis of Emotional Intelligence and its Impacts" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29136.pdf Paper URL: https://www.ijtsrd.com/computer-science/artificial-intelligence/29136/a-study-and-analysis-of-emotional-intelligence-and-its-impacts/jyoti-shikha
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.
Running Head FOUR-FRAME MODEL 1FOUR-FRAME MODEL7Fou.docxcowinhelen
Running Head: FOUR-FRAME MODEL
1
FOUR-FRAME MODEL
7
Four Frame Model
Rubin Wilkins
Module 5 Assignment 2
Argosy University Los Angeles
Professor: Dale Mancini
February 15, 2017
Four-frame Model
Introduction
Bolman and Deal synthesized the foregoing leadership theory into four contemporary cognitive perspectives which they further organized into frames to assist leaders in the decision-making process in relation to each individual situation. It was their understanding that the use of such frames would assist leaders in analyzing respective events in a different manner and perspective. In essence, they provide ‘windows’ that enhance the leaders’ to have a broader understanding of the challenges being faced by the organization and solutions that are potentially available. This insightful piece therefore proceeds to help in understanding the frames.
The Four-Frame Model of leadership is a creation stemming from the meshing of various organizational theories to form a wide-encompassing one. These consolidated theories include; the trait theory, power and influence theory, situational and contingency theory, and the behavioral theory (Bateman, 2007). They have been developed over a span of many years. The multiple perspectives emanating from the various theoretical underpinnings are the ones termed as frames by the two theorists; through which an organization is viewed by the leaders and other related persons. These ‘windows’ further operate to bring an organization into focus and subsequently serve as filters which offer the leaders order and assist them in making decisions. Furthermore, the frames comprise of the structural frame, human resource frame, political frame and the symbolic frame. Each individual frame represents a perspective
accompanied by its own assumptions and attributes.
The structural frame is used in viewing the world from an orderly point of view furnished with a multiplicity of rules and procedures. The human resource frame then comes in to assume that goals are best achieved through the meeting of organization members’ needs and fully appreciating the workforce as fundamental part of the organization. The political frame appertains to the conflicts, alliances and bartering of respective parties to properly use and allocate the scares resources owned by and charged to the organization. Finally, symbolic frame relates to the issues of culture, symbols and rituals of an organization as opposed to the established rules and procedures.
Theme among articles
Song, Kim and Kolb (2009) set out to research on the effect of learning an organization’s culture and the established linkage between interpersonal trust and the general commitment to an organization. The sample used in this study was primarily obtained from various employees working to conglomerate entities of Korea. Resultantly, it was established that learning an organization’s culture worked as a mediating factor in the explanation of associations betwe ...
Assessment of Neural Network and Goal Programming on Cross Cultural ManagementYogeshIJTSRD
For achieving success in a global arena cross cultural training should be provided to employees to settle down between the global business environment and culture as one of the factors contributing to economic success, revenue generation, surplus booking, goodwill enhancement, market fame and many more. More the revenue, more the profit booking leads to rise company’s goodwill and builds customers faith as well as provides employee satisfaction which motivates employees to be more productive, more efficient, more energetic, more enthusiastic, and never let employees to get stressed from their work.AI ANN and goal programming is being used a method to find something fruitful to mitigate cross cultural issues in an organization. Shefali G | Dr. Rajesh Singh "Assessment of Neural Network and Goal Programming on Cross Cultural Management" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41217.pdf Paper URL: https://www.ijtsrd.comcomputer-science/computer-network/41217/assessment-of-neural-network-and-goal-programming-on-cross-cultural-management/shefali-g
1. Running Head: CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 1
Corporate efficiency through cultural narratives: A look at Southern Utah University’s corporate
structure
Quinn Thurman
Southern Utah University
2. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 2
Introduction
The ability to be more productive, more efficient, and more “excellent” (Grunig 2000) in
a corporation is becoming highly valuable and is increasing. Organizational officials are
searching for any fact that might contribute to their numbers and effectiveness. Only recently
have people started to become aware that not only does a strong communication structure within
an organization yield rhetorical benefits, but has measurable tangible outcomes.
Corporate culture is a large portion of this effectiveness and too has a variety of
contributors. This study is interested in how corporate narratives in particular contribute to the
corporate culture and in turn effect the overall efficiency of the organization.
This study will contribute not only by determining how stories help in establishing a
culture that yields efficiency, but in what ways do their stories complete with certain
organizational needs.
Southern Utah University is a local school in Cedar City, Utah. It is valuable to study
because of the dynamic it has as both a place for education as well as a variety of large corporate
structures that it provides the community. As a university, many of its internal workings are very
rigid and clear and therefore is clearer to evaluate and research. Upon using the university, the
generalization may be extended to a larger sphere, keeping in mind that the particular
information that is found will only relate to this particular situation.
Provided is a contextual background of the current understanding of the idea in this
particular field. Following will be provided the procedure that is to be done to evaluate these
concepts. And finally the finding and their interpretation will be provided to shed light on this
particular area. It is anticipated that the information found here will allow for the beginnings for
3. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 3
future research to look at what stories must a corporation tell to achieve the most efficient
outcomes.
4. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 4
Review of Literature
Corporate culture is a relatively new concept emerging in organizational effectiveness.
Corporations and other organizations are beginning to evaluate their effectiveness in various
facets, which are more prevalently changing to communication concepts. In his book “Corporate
Culture and Organizational Effectiveness” Daniel Denison outlines four contributing factors that
layout the impact an organizational culture may have on effectiveness. They are; involvement of
the organization’s members, adaptability to new circumstances, a strong, clearly defined culture,
and a clear mission providing direction and meaning. These concepts rely heavily on how well
an organization can communicate its goals, tell their story, and establish a structure through
artifacts and routines, along with many other potential actions outlined in the book.
In the excellence study, led by J.E. Grunig, in pursuit of developing the excellence
theory, the “excellence team” as the came to refer to themselves was commissioned by the
International Association of Business Communications to research “How, Why, and to What
Extent Communication Contributes to the Achievement of Organizational Objectives”. They
outline a series of structures that show how internal communication needs to work horizontally
as well as it works vertically. They provide a series of four levels that an organization may look
through as lenses to evaluate their effectiveness. The ability to establish a culture that is both
recognized and understood by all of the organizations stake holders is one of these levels.
An organization must be capable of solidifying an interactive tone that will not only
govern the way that internal stakeholders address and work with one another, but will provide
structure and base for all situations when external and internal stakeholders alike interact with
one another. This structure will provide understandable routines and direction to carry out tasks
5. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 5
ranging from systematical productions to customer relations, all contributing largely to a
“measurable return of investment” (Grunig, 2006).
Ni Chen, author of the article titled “Internal/employee communication and
organizational effectiveness: A study of Chinese corporations in transition” utilized the excellent
studies to evaluate a series of Chinese corporations in comparison to western style corporations.
Amongst the many hypotheses he was looking to test, Chen made the argument that more than
just the public relation department, internal communication especially between employees and
CEOs as well as internally within the employee structure itself is essential to the effectiveness
and excellence of a corporation. Mentioning that depending on the size of an organization,
factors may differ slightly, but if the resources are available “two-way approaches, especially
symmetrical ones, do appear to warrant higher degree of employee job satisfaction, higher
national standing of the company, higher stocks prices, higher levels of trust and openness
between management and employees—all being indicators of organizational effectiveness”
(Chen 2008, p. 174). Both Chen and the excellent team found that “communication managers
should be involved in decision making at the highest possible level”. Chen took both qualitative
as well as quantitative approaches to test his hypotheses utilizing in-depth interviews of
communication departments, often just one person, within the organization, focus-group
meetings, and a sample survey.
There is in fact a measurable value in telling a corporate story and telling it well. These
studies show that the way organizations establish rites, rituals, routines, traditions, policy, etc.,
they are allowing for employees to be creative and independent but to have a structure that
provides base and unity to their actions both with one another and in external matters.
6. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 6
In the study “Can Stories Breed Commitment? The influence of Mergers and
Acquisitions Narratives on Employees Regulatory Focus” Philip T. Roundy takes on the task to
evaluate how well narratives in relation to mergers and acquisitions, referring to the economic
decisions to either buy out another company and become one or to completely merge equally,
replacing all existing stock in the two companies with a new and combined stock. In this process
Roundy says, “There is also a ‘human side’ to M&As, which is laden with employee
consequences and can influence both the individuals and the organizations involved”, he
continues “including layoff, acclimation to new corporate cultures, and the introduction of new
forms of management and work roles” (Roundy, 2010). In his article Roundy continues to lay
out the importance of employee commitment to the organization as well as an understanding of
their own part in the large structure. In relation to mergers and acquisitions in particular, Roundy
specifies “mergers and acquisitions have a particularly strong, negative effect on employee
commitment” a term he defines as follows; “individuals’ emotional attachment to their
organization”. This is crucial to the organization’s effectiveness for many reasons however,
Roundy lists a few; “organization citizenship behavior, perceived organizational support, job
satisfaction, and job performance, and a negative influence on turnover and absenteeism.” Some
of these reasons were found again in Grunig’s study upon mentioning factors in measurable
return of interest. Often CEOs and other organizational leaders find making decisions in
changing policy can be difficult if based merely off rhetoric and research, they often need hard
numbers and tangible data to solidify making a large decision. This has been a factor that has
kept communication consultants at bay when clear changes in communication structure needed
to be changed. Grunig provides these factors of “measurable” return of investment to show that
there are ways to quantify the needed communication changes. A part from the few
7. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 7
aforementioned here, Grunig says “reduced costs of litigation, regulation, legislation, and
negative publicity” he adds as well “ reduced risks of making decisions that affect different
stakeholders; increased revenue by providing products and services needed”. It may be argued in
further study of this area that there is an even larger list of measurable returns of interest that
may be associated not only with strong communication structures but good corporate narratives
in particular, establishing stronger relationships with all stakeholders involved.
Jari Syrjala author of the entitled article “Narratives as a tool to study personnel
wellbeing in corporate mergers” states as well the interest to learn how a corporate integration is
experienced by those whom it affects most. She says “we were interested to learn how the
change affected their wellbeing and what conclusions might be drawn for the purposes of
practical HR strategy management.” She contextualizes her reasoning stating “people’s feelings
and experiences of wellbeing are a fundamental part of the texture of everyday life, which are
mediated and reflected by their personal stories.” Through interviews and in attempt to capture
the idea of a “socially-constructed reality” her study was able to analyze stories of three
personnel groups of the corporate integration process. In it they found that “there is no such thing
as a single, solid, unitary phenomenon of organizational change.” Depending on the personnel,
the group found different motives and underlying themes in the stories told. She concludes with
an acknowledgement of the importance of this type of research mentioning the first study
conducted on organizational stories by Gabriel in 1998 who did not attract a large audience and
was said to confuse researchers at the time (Czarniawska, 1997 ps. 55-5). She continues claiming
that her study “generated a large number of narratives, each of which provides a partial answer to
our research question by revealing how interviewees perceived the organizational change
situation” and leaves an opening for more research on the matter.
8. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 8
These are but a few studies that have begun to notice the impact of communication in
organizational effectiveness, and more the impact of corporate culture and narratives on that
efficiency. A clear opening has been created for a variety of new facets that research may
continue to develop. This study has particular interest in finding out what types of stories are
told, and how do they effect the organization as a whole. This leads respectively to the nature of
the narrative paradigm by Walter R. Fisher. Fisher summarizes, just as Jurgen Habernas in his
studies of persuasion “posits persons as arguer; I see them, including arguers as storytellers”
(Fisher, 1985 p. 353) Fisher makes several arguments that stories are being told both in the real
world as well as fictional ones, and that his paradigm allows for analysis of both. Fisher gives
two essential parts to evaluating a narrative. First, does the narrative “hang together”, to which
he gives a variety of titles, one being narrative probability, another more conclusive being
“coherence”. In this first area, Fisher indicates that one must be aware to the “formal features of
a story conceived as a discrete sequence of thought” (Fisher, 1985 p. 349). In other words does
the story’s parts work in relation to itself? The second concept given for evaluation is fidelity.
“Fidelity concerns the ‘truth qualities’ of the story, the degree to which it accords with the logic
of good reasons” (p. 349). This can be understood as the resonance or emotional connection the
story creates with its audience. Does the story connect with sound logic and resonate? These
concepts are intriguing and important, but Fisher also makes it clear that the narrative paradigm
“does not entail a particular method of investigation” (Fisher, 1984). The paradigm allows for “a
way of interpreting and assessing human communication that leads to critique”, and for this
purpose is valuable to this study. It also provides great importance and relevance to this
particular study showing the value of stories and their prevalence everywhere.
9. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 9
The two concepts aforementioned given by fisher will lead the evaluation of the cultural
stories at Southern Utah University to establish corporate efficiency or the lack of. This however,
will not be enough. Grounded theory, as will be discussed in the methods section will continue
the evaluation. This leads to a particular gap giving reason to this study and will be emulated in
the research questions that will be hereto provided.
RQ1: What types of stories are being told at Southern Utah University?
RQ2: Are these stories effective in establishing a culture that allows for efficiency?
RQ3: Why are the effective? Are the two provided concepts from Fisher valid?
10. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 10
Method
To more effectively evaluate the narratives being told at Southern Utah University, it has
been determined that not only the coherence of the story and its fidelity will contribute to the
organization’s effectiveness in establishing a corporate culture but the types of stories. What
themes are arising from the stories being told and do the envelope the key factors to establishing
a strong and coherent culture that governs actions, thoughts, ideas, and communication within
the organization. To do this it is anticipated that the study will utilize a grounded theory
approach.
Corbin and Strauss in their article “Grounded Theory Research: Procedures, Canons, and
Evaluative Criteria”, explain that grounded theory “should explain as well as describe. It may
also implicitly give some degree of predictability” (p.5). Grounded theory provides several lists
of criteria to begin the methodology. Beginning with collecting data, the researcher must have
some idea of “potential indicators of phenomena” that may be later given labels and put into
categories. In summary, the authors are clear that from the beginning of data collection and even
prior, analysis is being done simultaneously. Through coding of the information provided in the
text being used, categories must be developed and related, given definition and “explanatory
power” (p. 8). After coded and categorized a series of comparisons and contrasts need to take
place to most effectively define the differences in the open coded themes. This will allow for the
most effective and descriptive final categories that will yield the most valuable results in the
study.
As the grounded theory is used this study will be more effective in evaluating how
cultural narratives provided within an organization, in this case a University, contribute to the
11. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 11
efficiency of said organization. Not only will the stories be evaluated upon the criteria provided
by fisher, but a series of categories will be established evaluating what types of stories are being
told at Southern Utah University and how they contribute and what is lacking. This will provide
a more in depth dynamic that will contribute more particularly to the field in finding a solidified
list of categories that eventually may be determined in what an efficient organization needs to
include in the stories they tell. In other words, this study is interested not only by determining
how stories help in establishing a culture that yields efficiency, but in what ways do their stories
complete with certain organizational needs.
To do this, a series of corporate stories needs to be contracted. At many universities there
exist a group, working under the department of recruitment services, that include a variety of
officers and councilors that travel and produce all recruiting paraphernalia. This group also
employs a group of over seventy-five students by the title of presidential ambassadors to which
are given an extensive yearlong training of stories to tell and ways to tell them to students in high
schools, as well as in tours on the campus itself. This group is most saturated in the actual stories
told by the organization and will be the subjects for creating valuable text to be evaluated and
categorized according to the grounded theory concepts given. As this is a pilot study a series of
five interviews of some of the group’s executive council will be interviewed. In these interviews,
a simple series of questions will be asked in order to receive some of the top stories that are both
taught to the ambassadors as well as most commonly told to prospective students. It is also
critical to evaluate whether or not these stories are being told, or re-told, to current students to
maintain the culture.
Through the recruitment office, and more specifically the presidential ambassadors that
they train, it will be best determined what stories are being told at the university to establish an
12. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 12
organizational or corporate culture. This is the best option for the stories told at this particular
organization because while other departments to tell corporate stories, over time any story told
elsewhere has migrated to this area of the corporation for its particular need. Other areas of the
organization have a need to tell stories, however in recruitment it is their highest priority. In
other words, simply by demand, the stories told by this group are being told most. This ensures
that not only are the best stories being told by the university are being evaluated, but also the
stories that are being told most commonly. Once the stories are collected, it may be assumed that
the text will be the most valuable available at the institution. A grounded theory evaluation will
then take place, first with open coding followed by an axial coding that will yield the categories
of stories being told. A discussion will then be provided on what potential organizational needs
these categories meet or do not meet. It will also be imperative to evaluate the stories told by
Fisher’s criteria, to determine if the stories themselves have initial face value as a story.
13. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 13
Results
Upon interviewing the five participants in the presidential ambassador program under the
office of the recruitment services of the university, an open coding process led to seventy-five
potential themes that exist within the stories told at Southern Utah University. These open coded
themes may be potentially categorized in a variety of combinations of categories that would suit
this and other studies. In attempt to follow as closely as possible the guidelines set out in the
grounded theory research, the categories that were determined upon all relate to one another,
have contrasting details that set them apart from one another, and more or less encompass a large
majority of the open coded themes excluding few outliers. The categories created were as
follows; Activities/Events, experiential learning (the current intended perceived purpose of the
university), personal experiences/testimonials, student life, traditions, physical
characteristics/functional, and finally historical events. These categories are listed in the order of
their prevalence in the stories provided and will be commented about respectively.
Activities/Events
The first and most common of the categories involved stories based on activities and
events. Each of the participants told a minimum of ten stories that were related to activities and
events. Specifically they ranged from athletic nature to activities that took place in a particular
time or reason throughout the year. Monthly “bread and soup nights” to the annual “scream”
Halloween dance followed by weekly random planned activities by the university’s student
association. The list of activity related stories dominated the open coded themes satisfying a
variety of weekly events, seasonal activities, and particular themed events addressing “movie
nights”, to the very commonly told “casino night”. “Football games”, “tailgates”, and
14. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 14
“gymnastics” were all common terms or particular stories told that also may be categorized in
this area. This theme discusses the idea that a large portion of the stories told are related to the
fun that may be experienced at the university. They are rooted in the idea that there is much to
participate in and that if one desired they would never be without something to do.
Understanding that this is the most prominent of stories it may be inferred that a large portion of
time is being used to establish an energetic and lively tone for the university. Meaning and
reasoning will be determined as with all the categories in the following discussion section.
Experiential Experience
The next most dominant theme is categorized by the stories that included a portrayal of
receiving and education that was tied to an experience. Upon interviewing one of the participants
a story utilizing the term “experience more” protruded. This was defined as a message that had
been placed on a variety of campus paraphernalia, a clear message that the university
deliberately wanted to convey. These stories ranged from explanations of functional rooms in a
variety of departments on campus. A few of these included terms such as “kindergarten room” in
the education department utilizing a mock elementary styled classroom to allow the students a
real experience in their field. These experiences ranged from “outdoor recreational training
experience” to “investments lab” for finance students utilizing real money donated by the
department chair. Stories also included a “hospital room” for the nursing students all of which
were specific to giving students an opportunity to get experience in their field of study. Clearly
these are stories that the university has made a point to tell to ensure that their current purpose
and style is conveyed.
Personal Experience/Testimonials
15. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 15
Each of the participants spoke highly of stories that they know happened, whether to
themselves or to a close friend or relative that they use as a testimonial of the happenings within
the university. This theme is categorized by stories that did not fall into a category defined by a
certain area of campus but were specific things that they had experienced with their own studies
and life at school. One participant related a story of his professor right before a final test, during
a thanksgiving break, the professor met up on the holiday with a study group to go over the
material. Upon finishing the review, the professor invited the group to his house for the
particular holiday dinner. Another commented on the knowledge of his own name by the
professor within the first week. The list goes on all portraying no particular area or theme of the
university, simply their own experiences in general with some aspect of their life at the
university.
Student Life
This category was difficult to define. A variety of stories existed that didn’t fit in the
category of events or even personal experience. These are stories that were driven by a general
understanding of how a student’s regular day might look like at the university. Many stories
included available clubs on the campus and the events that they provide throughout the year,
including a monthly pizza and politics that one could go to for a free lunch. “Free dinner
Thursdays” may seem like an event, but as the participant continued, the event was held by a
local church that didn’t associate with the university. It was a story that simply was meant to
portray that a student could go and get dinner once a week with a local group. These stories
included the use of a “starving student card” allowing for particular deals around the community,
living status in certain on-campus housings, and classes available such as “scuba diving”,
16. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 16
“kayaking”, and “bowling”. This theme differs in that its nature was not an event in particular
but a general idea of how a student might live on their own and what they might expect.
Traditions
This theme involved ideas that included any particular repeated action done by students
for a particular purpose. It encompasses both institutional originated traditions as well as student
originated traditions. A particular tradition that initially appeared to be categorized as an event
became clearly a new type of story when a participant made mention that it did not have to
happen on the particular night described by the other participants. “True t-bird night” was a story
told that refers to people kissing on a night around a statue at midnight to gain a title of “true t-
bird”. Again this may seem like an event, but as one participant made clear, this title was not
only available the one night but any night with an already made true t-bird. This story gives
reason to this theme and helps encompass a variety of other stories. These examples included the
rubbing of the head of a statue located in the university’s library for good luck. “Gunther rock”
was described as rock that hasn’t moved from its place in a long time that has been painted and
re-painted to advertise or simply portray a silly message. And finally an encompassing story for
some of the open codes that included stories established by the university itself was the story of
the “bell tower”. Three of the participants made reference to this story with the inclusion of the
universities past president and his purpose to create traditions that would allow for students to
have an emotional connection to their university experience.
Physical Characteristics
The next coded theme is physical characteristics. This means in particular stories that
made reference to the size, beauty, and demographics of the university. This is clearly a
functional approach in the stories nature including the stories that included language on buildings
17. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 17
in particular, relation to the community, location in the state, and the price. The availability of
“study rooms” was a story told about the universities library. One participant made reference to
a saying “private experience at a public price” referring to the functional nature of the schools
tuition. Another story was told in reference to the location of the university stating that one could
go “forty minutes north to go skiing and forty minutes south to go water skiing in the same day”.
This category, may come lower on the spectrum laid out in this section, but it is also very
important to recognize that amidst a larger number of potential categories this and the following
were all very close in relation to some of the previously stated in their prevalence in the stories.
Historical Events
Finally, the category yet to be described is one that encompasses another large portion of
the open coded themes provided by the stories. This theme involves stories based on aspects that
define the history of the institution. Every participant made reference to stories told of a statue
called “old sorrel”, a horse who traversed the mountain in the snow to finish the first building to
allow the school to become Southern Utah’s first college. Each participant also made reference
to a story about a building entitled “old main”. Some participants referred to stories utilizing
artifacts and emblems that may be found within this structure, and many made reference to
stories of historical changes at the university. It is also imperative to realize that many of these
stories were told not only to establish an idea of the universities history, but the nature of the
people and community involved, all intending to make a connection to the current nature of the
university, its constituents, and community.
18. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 18
Discussion
In relation to Fisher’s aspects of coherence and fidelity, after evaluation in this section, I
hope to prove how the stories all relate to needs of the university or do not do so and the effects
of that. It was asked, do these stories “hang together”, both within themselves and together for
the university. It is also important to look at whether or not the stories had an emotional
connection, the second aspect provided by Fisher. Did the stories achieve an impact on their
audience? Following that I will acknowledge what each category does for the university or
doesn’t do.
As we look at coherence, it is clear that simply from interviewing the participants, the
stories are making sense enough to be related from the university to its mouthpiece, the
presidential ambassadors. The stories are clear and have a purpose and thus are coherent.
Looking then at the fidelity aspect, it is harder to determine how much of an emotional impact
they have. This study does not include a survey or quantitative analysis. However, it may be
determined that through the growing number in the past few years of the university, a small
inference may be mad that the stories are or have been catching on. They are completing with
what Fisher describes in his narrative paradigm enough to recognize some retention in current
constituents at the organization as well as improving recruitment numbers.
It is interesting to acknowledge the different types of stories being told at Southern Utah
University. Each of the coded categories gives a particular connection to how the institution is
establishing its “corporate culture”. Here it will be determined what each of these categories may
or may not do for the organizations culture and how that may affect the efficiency or “excellence
of the corporate structure.
19. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 19
Upon evaluating the categories it was not originally anticipated but the categories
seemed to have more purpose then simply the theme that was given to them in axial coding.
After review another important aspect begun to arise that is talked about in a book entitled “A
Handbook to Public Relations” edited by Robert L. Heath. In her article published in this book
Bronn states that identity, image, and reputation are different aspects to an organizations
communication. Identity according to Bronn in her article titled “reputation, communication,
and the corporate brand” is what is “enduring about an organization and answers the questions
‘who are we?’, and ‘what are we’” (p.307). She continues to define image by stating that it is
explained in the question “what do we believe others think of us?” And finally, she specifies that
reputation may be illustrated by the question “what do others actually think of us”. As the
categories were analyzed not only was there found a particular reason for their inclusion on the
level of their theme, but each theme either contributed or did not to these aspects defined by
Bronn.
Activities and events being the most commonly used theme in the stories convey that
Southern Utah University is establishing a culture that is very dependent on what a student can
do while attending the university. This may infer several aspects about the structure. First the
university encourages participation and involvement, it also may come across as a “party
school”. There is a large placement of other forms of success, and a determination to achieve a
better-rounded student body. This being said, as this is the most common of the themes in the
stories, the university must be aware and fulfill with the stories they are conveying or they will
encounter the lack of fidelity in said stories, as well as cause confusion with all internal
constituents. This is clearly related to organizational effectiveness, if all internal communication
is telling a particular theme of stories that is intended to guide actions and are not completing
20. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 20
with said actions, conflict in its many forms portrayed by Grunig will arise. It would also appear
that this category is contributing to the universities identity. The university is defining who and
what they are and want to be.
The next category of experiential examples being its own by theme appears to be doing
the same thing in relation to the university’s identity. More important than the theme in this
particular situation is the underlying tone. The university may change its intended perceived
purpose, but if they continue to tell stories that relate to that purpose, they will be completing
with an organizational need, the establishment of their identity. So this theme could be different
after looking at the university in several years.
Looking then at the following categories of coded themes it is clear that although they are
separate by nature of the stories told and were categorized the way they were, they too are
working to establish one of these three areas described by Bronn. To avoid removing value from
the coding, each of the following categories can still be looked at individually in accordance to
the value it gives to the organization as well. For example the stories told that fit into student life
give the constituents an idea of what to expect if they come be a part of the organization,
strengthening the corporate culture and the individuals knowledge of how and where they fit in
the big picture. Traditions provide for the emotional connection that the narrative of the
organization as a whole should provide according to Fisher. Historical events give a placement
for the university in time, governing current and future decisions and direction. And finally
physical characteristics, allowing for a functional approach to guide the organizations actions in
accordance to its structure. These all give individual contributions to the universities culture, but
what is intriguing is all of these categories may be seen in light of the previous two mentioned,
an intention to establish different parts to the organizations identity.
21. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 21
The only category not mentioned previously, was theme number three; personal
experiences or testimonials. Reason being that although this code too contributes its own
valuable piece of information as to what is imopartant to the university, being reality and
sincerity established through true stories of those involved. This category also fulfills with
Bronn’s description of reputation, what others actually think of us. However, it is incomplete.
Meaning the university has room to improve, which is clear for most organizations. The stories
being told are of internal constituents, only maintaining one side of the reputation as mentioned.
For more success, the organization could go out and obtain stories from external audiences to see
what people actually think of them.
As a final idea provided by the results, the area described by Bronn as “image” did not
seem to be addressed. In all the categories provided by the stories given, none of which
addressed what idea of what the organization thinks people think of them. This may be on
purpose and may have been neglected, there is not enough information to determine which.
However it may be speculated that if included, this information may not be supportive of the
university. It also may be inferred that stories and discussion of this may have taken place in
order to establish the stories and decisions being made initially. Again this is an area not covered
by this study.
22. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 22
Conclusion
To conclude, it is clear that there are many contributing factors to an organization’s
effectiveness. Corporate culture must be established to help govern actions, decisions, ideas, and
other organizational needs and to do so cohesively. Stories are a way to help establish a
corporate culture and for them to be effective they must include coherence and fidelity.
Southern Utah University’s corporate culture is being effected by its stories being told.
Those stories were categorized into seven different themes that were able to contribute to the
culture in different ways. It was also found that the categories fit into a larger system provided by
Bronn that exemplified how a corporation defines itself. It may be seen that there is value in a
corporation’s communication structure.
This study’s intent is to shed light on the stories that a corporation tells to establish its
culture and in turn how that affects the efficiency of the organization. Future research may begin
to build upon this information to evaluate what categories, what stories should be told to
establish a well-rounded corporate culture to yield the highest results.
23. CORPORATE EFFICIENCY THROUGH CULTURAL NARRATIVES 23
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