There are four main types of organizational culture:
1. Role culture emphasizes clearly defined roles and hierarchical structures.
2. Achievement culture focuses on tasks and encourages innovation and collaboration.
3. Power culture values dominance, control, and obedience within strict hierarchies.
4. Support culture stresses relationships, communication, employee growth and looking after people's well-being.
Topic: Functions & Scope of Guidance & Counselling
Student Name: Numrah
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Topic: Functions & Scope of Guidance & Counselling
Student Name: Numrah
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Guidance and Counseling Role of Community ResourcesPsychology Pedia
Guidance and Counseling
Role of community Resources -
Government : The ministry of education
The ministry of labor
Ministry of information and broadcasting
Ministry of defence
Industries development
Man power planning department
Other projects
Guidance and counselling - meaning, definition, principles, scope, nature, characteristics, need in school, limitations, difference between guidance and counseling.....
Links-up is a two-year research project that is co-financed by the Lifelong Learning programme
of the European Commission. The project started in November 2009 and is carried out by an international project team. The overall aim of Links-up is to combine and enhance the know-how of existing projects in the field of inclusion with learning 2.0 in order to promote better future e-inclusion projects and policies...
Guidance and Counseling Role of Community ResourcesPsychology Pedia
Guidance and Counseling
Role of community Resources -
Government : The ministry of education
The ministry of labor
Ministry of information and broadcasting
Ministry of defence
Industries development
Man power planning department
Other projects
Guidance and counselling - meaning, definition, principles, scope, nature, characteristics, need in school, limitations, difference between guidance and counseling.....
Links-up is a two-year research project that is co-financed by the Lifelong Learning programme
of the European Commission. The project started in November 2009 and is carried out by an international project team. The overall aim of Links-up is to combine and enhance the know-how of existing projects in the field of inclusion with learning 2.0 in order to promote better future e-inclusion projects and policies...
Learning 2.0 for an Inclusive Knowledge SocietyLinks-up
Links-up is a two-year research project that is co-financed by the Lifelong Learning programme
of the European Commission. The project started in November 2009 and is carried out by an international project team. The overall aim of Links-up is to combine and enhance the know-how of existing projects in the field of inclusion with learning 2.0 in order to promote better future e-inclusion projects and policies...
In every organization there is a talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just feels right.
Organizational Culture Dynamics (Organizational Management)Manu Alias
A presentation on Organizational culture dynamics and it's characteristics, importance, role, types, etc. It also talks about the corporate culture and it's features.
Week 7Comments to fourPower and InfluenceCarlissaDaft d.docxmelbruce90096
Week 7:Comments to four
Power and Influence
Carlissa
Daft defines influence as the effect a person’s actions have on the attitude, values, beliefs or actions of others (p.369).
There is an expression that says first impressions last a lifetime. When you meet someone for the very first time your actions, behavior, body language, and posture will automatically “influence” them. Even the way you speak and your tone of voice can influence a person’s perception of you. This will give them a negative or positive impression of you.
In the video Amy Cuddy talked about power and power poses that can help people on an individual basis. She mentioned how these power poses can help one feel empowered and if you feel empowered this can help you get that job or promotion. This will help the way you act and the way you perceive things. Other traits that go along with power are confidence, aggressiveness, courage, charisma, knowledge, and dominance.
Sometimes, well a lot of times people are intimidated by power.
I thought it was interesting when she mentioned how the feeling of power can affect our hormones, high testosterone and low cortisol.
One thing that stood out for me in this video is “making yourself small”. I am always conscience of my posture but I never really thought about the everyday little things that I may do that may make myself seem small so I have to keep an eye out. I can’t say I have a sparkling personality and perform gestures that may make me seem small (
I enjoyed Amy’s presentation. Wonder Woman took me way back. Come to think of it most of the superheroes pose that way.
Chelsey
Power can influence others significantly whether it is through body language, as discussed in the video or verbal communication. Power determines aspects within an organization like who gets promoted and who does not get promoted. Power can influence people to do what they want, when they want establishing a sort of dependency. If someone looks at a leader within an organization as having power, people within the organization are more likely to develop a dependency on this person whether it be for information, resources, cooperation and more. As a leader to establish a sense of power within an organization could also help to encourage employees to perform work at the best of their ability. If you know the leader of an organization can supply you with what you need to get the job done, as am employee, you should work to use that to your advantage. In the video, Cuddy explains the significance of body language and how you present your body language as a leader. If you cross your arms, hunch your shoulders, or have close-closed contact with your body, that will affect how employees look at you and the power that you have over them. As a leader, if you are always crossing your arms and not presenting your body language in an assertive manner with closed postures, employees may not take you as serious and cause them to not take the job as serious, affecting .
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Business Valuation Principles for EntrepreneursBen Wann
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1. ORGANIZATIONAL CULTURE Organizations ,like individuals come in all shape and sizes with different cultures. ‘culture’ is a term often used to describe differences in organizations. Just as individuals have their own personalities which include temperament ,interpersonal style and their particular way of engaging with the world, so organizations have their personality( their culture) which determines, the behavior of the employees. Organizational culture is about the ecology, the ethos, the personality, the atmosphere of a company or institution.
2. It comprises of values, beliefs and attitudes that are shared by members of the organization. Sometimes these shared values comes directly from the organization and are enshrined in mission statements and policies, but much of the culture is passed on to newcomers invisibly. Organizational culture emerges in dress code, language, authority and power, permission to do things, sexual expression, management style. It is also referred to as the ‘shadow side‘ of the organization. An effective manager knows and manages the shadow side as well as the formal side of the organizations.
3. Organizational culture is a powerful influence on its members, and newcomers are socialized into the prevailing culture very effectively and often unconsciously. By agreeing to do so, they are accepted within the culture and individuals who do not conform stand out and are laughed at, some are seen as rebels, and some represent the anti-culture lobby for the organization.
4. Why understanding culture? Understanding the culture of the organization or group or institution, gives valuable insight into why individuals within these groups act the way they do, and also helps us devise interventions to help people who become ill, mentally or physically. It may even be that organizational culture which demands behavior from people that makes them ill.
5. Strengths and Weakness of culture Like trying to classify individuals into types( eg. Introvert, extrovert), several authors have attempted to classify organizations by culture. This has both strength and weakness. STRENGTHS: It helps us understand, in broad way, how to compare and contrast different organizations. WEAKNESS: we can take the culture, like diagnostic categories for individuals.
6. CLASSIFICATION Culture do not exist in pure forms in any organizations. The only way to know the culture of an org. is to live within it and to experience its ecology. Harrison has offered a more recent version of these cultures which he calls the transactional, the self-expression, the alignment and the mutuality cultures. It seems to better fit with the counseling provision.
7. Types of cultures Harrison isolated four types of organizations. Role culture Achievement culture Power culture Support culture
8. 1. ROLE CULTURE It is characterized by the fact that “things get done around here” by people who take on roles and see other in role terms. People are defined in terms of their roles and responsibilities. The organizations tend to be hierarchical with rules and regulations to maintain roles. Authorities make sure that people maintain their roles, stay within them and ensure that the roles are geared towards the goals of the organization.
9. CASE STUDY: Saw lands sec school is a good example of a “role culture”. The headmaster, who is called headmaster, not Mr Neilson, sees his role as maintaining good order and authority within the school. The deputy head(Mrs Harlow) is never called by her name but is called Mrs Deputy head. Throughout the school, individuals are called by the task they play. Relationships are sorted out by role. There is an extensive reward system for pupils from the sports to academic achievements throughout each year. The HM maintains quite formal relationships with the staff and he is a fair person who will evaluate each situation on its merits.
10. STRENGTHS: strong and effective role org. is one where individuals know their role and how that role connect to other roles within the organization. WEAKNESS: The weakness of role culture exists where individuals are sacrificed to the organization. There is no value of innovation and change.
11. Counseling for role culture Counseling will be viewed as the way of moving employees back into role, of managing role conflicts, solving role confusion, and creating harmony by defining clear role boundaries. It can be seen as a problem solving, is likely to be short term and may be cognitive -behavioral. Unfortunately, counseling can be viewed as a punitive within role organizations and may be used by managers to sort out their troubled or troubling employees.
12. 2. ACHIEVEMENT CULTURE This culture concentrates on work to be done than roles. People will cross roles and swop responsibilities when needed. Decisions are made laterally than hierarchically as in role culture. Collaboration is the order of the day , and employees are encouraged to think of new ways of doing work.
13. CASE STUDY: Coombs and Coombs, an advertising firm, is just an organization. It tends to employ creative and energetic individuals(men and women), and you can find employees in the office as late as 10 at night. Last year, with one large order, a small team worked through the night, almost forgetting the time in their excitement at a new package they were designing. George Coombs is found making coffee for some of the team as he is designing a logo. Close friendship are rife throughout the firm and lots of laughter emanates from the offices.
14. STRENGTHS: The strong achievement organization is an exciting and creative place to be. Change is a part of life. Rules, regulations, policies are under constant review. WEAKNESS: It sacrifices the team to the individual. Innovation and creativity can be cherished for themselves and not harnesses to the welfare of the organizational objectives. The org. becomes chaotic rather than organized.
15. Counseling for achievement culture Despite their supportive and friendly atmosphere , achievement org. find it difficult to cope with counseling. For them weakness is unacceptable, and whereas they stress the importance of individual over the org. As soon as the individual fall behind the rapid hectic world of the marketplace, there is a tendency to send them off. This type of org. tends to move towards external counseling provision which keeps counseling at a distance.
16. 3.POWER CULTURE Power culture is one where dominance rules, where strengths and control are cherished, individuals know their place. It is hierarchical Leaders are seen as decision makers, handling individuals without feelings and keeping clear and tight control of what happens. Motivation is seen extrinsic and rewards are monetary and benefits. The org. values uncritical obedience, loyalty, hard work and in turn, offers clear rewards.
17. CASE STUDY: Greenfields police service is a power culture organization. Policemen and women are fairly well guaranteed a job for life provided that they do not blot their copy-book. obedience is expected and there are rules and regulations to guide behavior at all levels. Employees are not expected to question authority or any changes brought in by management. Such changes will certainly not be discussed with the rank and file.
18. STRENGTHS: The strength of power culture is their ability to “get things done” and in emergencies are very useful to have around because of their decision-making ability. They protect their employees and reward them well. WEAKNESS: The weakness of power culture is their view of human nature. They can be very punitive when someone does not live up to expectations or is not as loyal as expected. Like role culture, will sacrifice the individual to the organization.
19. Counseling for power culture Counseling may be introduced to power organizations as a way of helping weaker employees manage their jobs. It can be allied to welfare with a number of roles- information, advocacy, medical services. The counseling provision can also be external to the organization.
20. 4. SUPPORT CULTURE In support culture organizations stresses the value of relationships, mutuality, communication, and looking after its people. The emphasis is on collaborative work and rewards tends to be intrinsic. Individuals are trusted to do their work, and support systems are in-built to help employees do their job as well as reduce stress. Training is a part of the job and employees are expected to be continually developing.
21. CASE STUDY: Outreach youth counseling service is a good example of support culture. Set up as a comprehensive information, advice and counseling service for young people, it employs about 20 staffs, fulltime and part time. The team meets as a full team once a week, supervision for counselors takes place twice a week with an outside supervisor, and support groups within task areas have been organized. Decisions are made collaboratively.
22. STRENGTHS: The strong support culture cares for its employees deeply and recognizes them as the best assets of the company. It supports at all levels of the organization so that individuals and teams can work effectively. WEAKNESS: The degenerative support culture will forget its task and concentrate on team and individual growth. The task of the organization suffers.
23. Counseling for support culture Counseling services are seen as a part of support cultures. People are expected to have personal and work related problems and need a forum where they can work with these. The organization will be eager to know what the problems are and how the org. structures can be changed to help people with their problems. Unlikely to see counseling as a formal service but rather part of the skills within the organization.