National cultures & corporate culture
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The document describes four corporate cultures: 1) Family culture - emphasizes relationships and status is ascribed to parent figures. Thinking is intuitive and criticism aims to save face. 2) Eiffel Tower culture - focuses on roles and status is ascribed to superior roles. Thinking is logical and analytical. 3) Guided Missile culture - emphasizes tasks and status is achieved through contributions to goals. Thinking is problem-centered and interdisciplinary. 4) Incubator culture - values creativity and status is achieved by exemplifying growth. Thinking is process-oriented and aims to improve ideas, not negate them.
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Organisational culture
Please verify the copyrights before reusing this presentation.It was prepared for personal use.
Best regards ,
Amit.
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Organizational culture refers to the collective behaviors, beliefs, and values of people in an organization. It includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with others, and future expectations. It is communicated through the organization's language, traditions, stories, and norms, and impacts how people and groups interact and perform their work. A positive organizational culture that emphasizes employee strengths, rewards more than punishes, and focuses on vitality and growth can boost employee performance.
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Organizational culture refers to shared beliefs and expectations within a company that shape employee behavior. It serves functions like defining boundaries, providing a sense of identity and commitment, and acting as implicit guidelines. A company's culture is formed and maintained through leadership, socialization of new employees, communication, and rewards. It is influenced by factors such as company size, market environment, ownership structure, and national culture. When strong, a positive culture can benefit a company through improved job performance, lower turnover, and less need for formal rules, but it can also present barriers to change.
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Organizational culture stems from the actions of founders through selection, socialization, and role modeling. Cultures are sustained through selection processes, managerial actions that establish norms, and socialization methods for new employees. Employees learn the culture through stories, rituals, symbols, and language that express and reinforce key organizational values. Managers can promote ethical, positive cultures by visibly rewarding ethical behavior and being role models of the desired culture.
Organisational culture
Please verify the copyrights before reusing this presentation.It was prepared for personal use.
Best regards ,
Amit.
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This document discusses organizational culture, including its key characteristics, types of culture, importance, and how culture is created and sustained within an organization. Specifically, it outlines that organizational culture is a system of shared meanings and beliefs that guide employee behavior. It also notes that selection practices, actions of top management, and socialization methods are important forces that help sustain organizational culture over time. Finally, it discusses recent trends showing that organizational culture is increasingly seen as critical to business success by executives.
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The document discusses organizational culture and how it guides employee behavior through shared beliefs and values. A strong culture facilitates goal alignment and motivation while a weak culture has high turnover. Culture is expressed through symbols, stories, heroes, and rituals. The document also discusses dominant and sub cultures, different types of cultures, and how culture impacts employees and can be shaped through socialization, hiring, training, feedback, and terminating deviant employees. It provides examples of quality improvement techniques for building a strong culture focused on continuous improvement, accountability and developing trust between all parties.
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A strong organizational culture could inherently act as a barrier to diversity because hiring new employees from diverse backgrounds who do not share the same values and norms as the existing majority could create a paradox for management. Strong cultures pressure employees to conform and limit acceptable values and styles. However, an organization can leverage its strong culture to enhance diversity if it hires diverse individuals for their unique strengths and encourages those strengths, eliminating institutional biases against people who are different.
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The document provides an overview of organizational behavior. It discusses that OB is the study of how individuals and groups act within organizations. It examines topics like human behavior in organizations, the goals of OB which include describing, understanding, predicting, and controlling human behavior at work. The document also discusses the contributing disciplines to OB like psychology, sociology, and the key elements that influence OB such as people, structure, technology, and the external environment. It provides definitions of OB and outlines the importance, nature, framework, and scope of studying organizational behavior.
Culture and learning organisations
This document discusses organizational culture and learning organizations. It defines organizational culture and describes its characteristics. There are four main types of organizational culture: clan, adhocracy, market, and hierarchy. Strategies for strengthening culture include the actions of leaders, rewards, workforce stability, and socializing employees. A learning organization facilitates members' learning and transformation to remain competitive. Features include systems thinking, personal mastery, mental models, shared vision, and team learning. Benefits are innovation, responsiveness, quality, and image. Adult learning principles emphasize value of process, experience, goals, relevance, practicality, and respect. Learning styles are visual, auditory, and tactile/kinesthetic. WNS is used as an
Concepts, skills, and values for instructional planning
This document discusses concepts, skills, and values in education. It defines concepts as categories that help organize information and identifies concrete concepts like objects and places and abstract concepts like thinking and feeling. Skills refer to the ability to perform tasks competently through practice and experience. Values are beliefs that guide judgment and behavior. The document provides examples of essential skills for instruction, approaches to teaching concepts, skills, and values, and principles for guiding instruction of these areas.
14. working in teams
The document discusses key aspects of working in teams and groups, including characteristics of work teams, approaches to leadership and problem-solving, and effective communication strategies. Some of the main points covered include that work teams are typically small groups of 5-7 people who interact face-to-face to achieve common, interdependent goals. Leadership can be centralized or self-directed, and problem-solving follows stages from defining issues to implementing solutions. Effective communication involves recognizing both group and individual needs, establishing norms, filling all necessary roles, and promoting an optimal level of cohesion and creativity.
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Unit 2
This document outlines a healthy living plan that focuses on safe schools, eating healthy, sexually transmitted infections (STIs), and drugs and alcohol. For safe schools, the plan advocates thinking before acting, taking responsibility, and mutual respect. For drugs and alcohol, it suggests internal reflection on what's truly valuable rather than external policing. For eating healthy, the plan is to follow the Canadian food guide. And for STIs, the approach incorporates personal principles of responsibility to make smart choices and always practice safe sex.
Unit 4
This document provides tips for job searching and workplace safety. It outlines steps to build an online personal brand through social media, connect with professional contacts, research potential employers, target resumes and cover letters, ace interviews, and follow up after interviews. It emphasizes the importance of workplace safety training to prevent injuries and help others. It outlines employees' rights to know about hazards, participate in safety programs, and refuse unsafe work. It also outlines employers' responsibilities to provide a safe workplace and train employees, and employees' responsibilities to protect themselves and others and report any accidents.
Drugs & alcohol
This document discusses the risks of marijuana and binge drinking among teens. It outlines the health risks of regular marijuana use, which include memory and learning problems, decreased motivation, and increased risk of heart attack. It provides strategies for resisting peer pressure to use marijuana, such as associating with non-users and having fulfilling alternative activities. The document also defines binge drinking as having 5 or more drinks within a few hours, and lists its short-term effects like fainting and long-term effects like liver problems. Most teens who drink experience side effects of alcohol abuse without being addicted, and many teens have become dependent on drinking.
Eating healthy
The document discusses the benefits of a healthy eating plan and how nutrition can help reduce stress. It recommends getting more vitamin C from foods like oranges, strawberries, and broccoli to help reduce the harmful effects of stress hormones. It also suggests getting more vitamin B from foods like meats, seafood, and dairy to help develop the nervous system and reduce stress-related symptoms. Physical activity is also discussed as a way to combat childhood obesity, promote academic performance, and help children develop social skills.
Drugs & alcohol
The document discusses the health risks of marijuana use and binge drinking among teens. Regular marijuana use can cause memory, learning, and motivation problems as well as respiratory issues. It also increases the risk of psychosis and heart problems. Binge drinking is defined as having 5 or more drinks within a few hours, and nearly two-thirds of drinking teens report bingeing. Binge drinking raises the risk of accidents, unsafe sex, addiction and short-term effects like poisoning. Long-term, it can lead to ulcers, liver disease, and cardiovascular issues. The document provides strategies for resisting peer pressure to use drugs and advice on quitting substance abuse.
2.5 taking risks
Marijuana is commonly smoked in joints or bongs or consumed as food or tea. Short term effects include loss of coordination, increased heart rate, impaired memory and problem solving. Regular use can lead to respiratory illness, increased risk of psychosis and accidents. Dependence on marijuana increases health risks and can result in relationship, employment, and financial problems. While laws vary by location, possession of marijuana can result in fines and criminal penalties. Treatment options include medications and counseling to address withdrawal and prevent relapse. Resisting peer pressure involves associating with non-users, preparing responses, engaging in alternative activities, and maintaining self-worth and hope for the future.
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National cultures & corporate culture
- 2. Four Corporate Cultures • Family • Eiffel Tower • Guided Missile • Incubator
- 4. Family
- 5. • Relationships between employees – Diffuse relationships to organic whole to which one is bonded • Ways of thinking and learning – Intuitive, holistic, lateral, and error-correcting • Attitude towards authority – Status is ascribed to parent figures who are close and powerful • Attitudes towards people – Family members
- 6. • Ways of motivating and rewarding – Intrinsic satisfaction in being loved and respected – Management by subjective • Criticism and conflict resolution – Turn other cheek, save others’ faces, do not lose power game • Ways of changing – “Father” changes course
- 7. Turkey Pakistan Venezuela China Hong Kong Singapore India Austria Ethiopia Malaysia Mexico Brazil Nigeria Spain Bulgaria Belgium Thailand France Greece Argentina Indonesia Philippines Easy Germany Japan Portugal Italy Finland Ireland UK South Korea Germany Switzerland Netherlands Australia Sweden Norway Denmark Canada USA
- 8. Eiffel Tower
- 9. • Relationship between employees – Specific role in mechanical system of required interactions • Attitude towards authority – Status is ascribed to superior roles which are distant yet powerful • Ways of thinking and learning – Logical analytical, vertical, and rationally efficient • Attitudes towards people – Human resource
- 10. • Ways of motivating and rewarding – Promotion to greater position, larger role – Management by job description • Criticism and conflict resolution – Criticism is accusation of irrationalism unless there are procedures to arbitrate conflicts
- 11. Guided Missile
- 12. • Relationships between employees – Specific tasks in cybernetic system targeted upon shared objectives • Attitude towards authority – Status is achieved by project group members who contribute to targeted goal • Ways of thinking and learning – Problem centered, professional, practical, cross- disciplinary • Attitudes towards people – Specialists and experts
- 13. • Ways of changing – Shift aim as target moves • Ways of motivating and rewarding – Pay or credit for performance and problems solved – Management by objectives • Criticism and conflict resolution – Constructive task-related only, then admit error and correct
- 14. Incubator
- 15. • Ways of thinking and learning – Process oriented, creative, ad hoc, inspirational • Attitude towards authority – Status is achieved by individuals exemplifying creativity and growth • Relationships between employees – Diffuse, spontaneous relationships growing out of shared creative process • Attitudes towards people – Co-creators
- 16. • Ways of changing – Improvise and attune • Ways of motivating and rewarding – Participating in the process of creating new realities – Management by enthusiasm • Criticism and Conflict Resolution – Must improve creative idea, not negate it