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This document provides background information on organizational culture theory and ethnography. It explains that organizational culture theory uses metaphors to compare disparate ideas and relies on ethnography, which involves qualitative observation and analysis of an organization's customs, stories, rituals and practices. The document then discusses how ethnographic study shows that organizational members perform communicative acts that help create and maintain a shared sense of reality, and that different organizations have different realities which leads to different interpretations of member actions. It asks the reader to describe examples of physical, behavioral, verbal, ritual, passion, social, political and enculturation performances from their workplace and analyze how their workplace culture affects communication processes or information flows and may contribute to communication problems.
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Project 2 OntographyFor our second course project, we will be.docx
Project 2: Ontography
For our second course project, we will be engaging in primary research. Primary research is the gathering of data through your own data collection efforts as apposed to secondary research through which you get information from the written accounts of others. The object of our primary research is a writing ecology of your choice. I will ask you to gather as much information as possible about a particular social group and their activities with a focus on the genres (types of written texts) that they use to engage in their activities. Our goal is to come to understand how this community uses writing to accomplish its goals, mediate its activities, and negotiate relationships among people, places, and resources.
To collect your data, you will need to get access to this community, discipline, etc., and, through interviews, observations, and surveys come to know what texts people use, what they use them to do, and how those texts relate to and maintain the systems of ideas, purposes, interpersonal relationships, cultural norms, and textual forms (Cooper) of the group.
The Text
To present your findings, I will ask you to create an ontography. An ontography is a type of info-graphic, blending words and visuals, to create a map of the interactions of this ecology (with a focus on one particular role in that ecology) showing how different genres connect people, places, activities, and objects/resources and explaining connections to the systems of the ecology. An ontography, then, is a visual map of the ecology, with text explaining the connections between parts. In many ways, it is like a schematic of a machine, showing all the parts and how they connect together to make the whole. In our ontography, the glue that connects everything together is the system of genres (textual forms) and the rest of the systems (ideas, purposes, interpersonal relations, and cultural norms that are maintained through their production).
You are free to use whatever technology you are familiar with or have access to. You do, in the end, need to make your ontography available in your Google Drive folder, but you can do so by taking a picture or scanning it if you choose to work with non-digital technology (science project boards, etc.). One technology that I have found particularly effective is Prezi, the online 3d presentation program. Prezi.com does allow for a limited free subscription, and its features allow you to create visually interesting and effective info-graphics. If you are familiar with or have access to graphic design software, you could certainly use such products to create your ontography.
Purpose
The main purpose of this project is to give you the opportunity to analyze a writing ecology using the “mental schema” (Beaufort) you are developing and to begin to see the extent to which writing mediates social interaction—no matter what you do in your life, writing will be a major factor. It also gives you an opportunity to create a mul ...
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Organizational Culture Edgar H. Schein I I I I II I II .docx
Organizational Culture
Edgar H. Schein
I I I I II I II
ABSTRACT: The concept of organizational culture has
received increasing attention in recent years both from
academics and practitioners. This article presents the au-
thor's view of how culture shouM be defined and analyzed
if it is to be of use in the field of organizational psychology.
Other concepts are reviewed, a brief history is provided,
and case materials are presented to illustrate how to an-
alyze culture and how to think about culture change.
To write a review article about the concept of organiza-
tional culture poses a dilemma because there is presently
little agreement on what the concept does and should
mean, how it should be observed and measured, how it
relates to more traditional industrial and organizational
psychology theories, and how it should be used in our
efforts to help organizations. The popular use of the con-
cept has further muddied the waters by hanging the label
of"culture" on everything from common behavioral pat-
terns to espoused new corporate values that senior man-
agement wishes to inculcate (e.g., Deal & Kennedy, 1982;
Peters & Waterman, 1982).
Serious students of organizational culture point out
that each culture researcher develops explicit or implicit
paradigms that bias not only the definitions of key con-
cepts but the whole approach to the study of the phe-
nomenon (Barley, Meyer, & Gash, 1988; Martin & Mey-
erson, 1988; Ott, 1989; Smircich & Calas, 1987; Van
Maanen, 1988). One probable reason for this diversity of
approaches is that culture, like role, lies at the intersection
of several social sciences and reflects some of the biases
of eachwspecifically, those of anthropology, sociology,
social psychology, and organizational behavior.
A complete review of the various paradigms and
their implications is far beyond the scope of this article.
Instead I will provide a brief historical overview leading
to the major approaches currently in use and then de-
scribe in greater detail one paradigm, firmly anchored in
social psychology and anthropology, that is somewhat in-
tegrative in that it allows one to position other paradigms
in a common conceptual space.
This line of thinking will push us conceptually into
territory left insufficiently explored by such concepts as
"climate," "norm," and "attitude." Many of the research
methods of industrial/organizational psychology have
weaknesses when applied to the concept of culture. If we
are to take culture seriously, we must first adopt a more
clinical and ethnographic approach to identify clearly the
kinds of dimensions and variables that can usefully lend
themselves to more precise empirical measurement and
Sloan School of Management,
Massachusetts Institute of Technology
I I [ Illll
hypothesis testing. Though there have been many efforts
to be empirically precise about cultural phenomena, there
is still insufficient linkage of theory wit.
Organizational Culture Edgar H. Schein I I I I II I II .docx
Organizational Culture
Edgar H. Schein
I I I I II I II
ABSTRACT: The concept of organizational culture has
received increasing attention in recent years both from
academics and practitioners. This article presents the au-
thor's view of how culture shouM be defined and analyzed
if it is to be of use in the field of organizational psychology.
Other concepts are reviewed, a brief history is provided,
and case materials are presented to illustrate how to an-
alyze culture and how to think about culture change.
To write a review article about the concept of organiza-
tional culture poses a dilemma because there is presently
little agreement on what the concept does and should
mean, how it should be observed and measured, how it
relates to more traditional industrial and organizational
psychology theories, and how it should be used in our
efforts to help organizations. The popular use of the con-
cept has further muddied the waters by hanging the label
of"culture" on everything from common behavioral pat-
terns to espoused new corporate values that senior man-
agement wishes to inculcate (e.g., Deal & Kennedy, 1982;
Peters & Waterman, 1982).
Serious students of organizational culture point out
that each culture researcher develops explicit or implicit
paradigms that bias not only the definitions of key con-
cepts but the whole approach to the study of the phe-
nomenon (Barley, Meyer, & Gash, 1988; Martin & Mey-
erson, 1988; Ott, 1989; Smircich & Calas, 1987; Van
Maanen, 1988). One probable reason for this diversity of
approaches is that culture, like role, lies at the intersection
of several social sciences and reflects some of the biases
of eachwspecifically, those of anthropology, sociology,
social psychology, and organizational behavior.
A complete review of the various paradigms and
their implications is far beyond the scope of this article.
Instead I will provide a brief historical overview leading
to the major approaches currently in use and then de-
scribe in greater detail one paradigm, firmly anchored in
social psychology and anthropology, that is somewhat in-
tegrative in that it allows one to position other paradigms
in a common conceptual space.
This line of thinking will push us conceptually into
territory left insufficiently explored by such concepts as
"climate," "norm," and "attitude." Many of the research
methods of industrial/organizational psychology have
weaknesses when applied to the concept of culture. If we
are to take culture seriously, we must first adopt a more
clinical and ethnographic approach to identify clearly the
kinds of dimensions and variables that can usefully lend
themselves to more precise empirical measurement and
Sloan School of Management,
Massachusetts Institute of Technology
I I [ Illll
hypothesis testing. Though there have been many efforts
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is still insufficient linkage of theory wit ...
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In this presentation, we study Open Dialogue, a psychiatric programme developed in Western Lapland of Finland, with the theory of autopoietic systems. The Open Dialogue approach was originally developed as a psychiatric programme; However, the initiators and we anticipate that the approach can be applied not only to psychotherapy but also educational and organizational situation as the way of collaborative problem dissolution, because it is based on philosophy of dialogism, which is not limited to psychotherapy. For understanding the applicability, we study the function of Open Dialogue in higher level of abstraction with concepts of systems theories: Social Systems Theory and Creative Systems Theory. Our consideration implies that Open Dialogue can be understood well with the framework of the combination among chain of consciousness in psychic system, chain of communication in social system, and chain of discovery in creative system.
Project 2 OntographyFor our second course project, we will be.docx
Project 2: Ontography
For our second course project, we will be engaging in primary research. Primary research is the gathering of data through your own data collection efforts as apposed to secondary research through which you get information from the written accounts of others. The object of our primary research is a writing ecology of your choice. I will ask you to gather as much information as possible about a particular social group and their activities with a focus on the genres (types of written texts) that they use to engage in their activities. Our goal is to come to understand how this community uses writing to accomplish its goals, mediate its activities, and negotiate relationships among people, places, and resources.
To collect your data, you will need to get access to this community, discipline, etc., and, through interviews, observations, and surveys come to know what texts people use, what they use them to do, and how those texts relate to and maintain the systems of ideas, purposes, interpersonal relationships, cultural norms, and textual forms (Cooper) of the group.
The Text
To present your findings, I will ask you to create an ontography. An ontography is a type of info-graphic, blending words and visuals, to create a map of the interactions of this ecology (with a focus on one particular role in that ecology) showing how different genres connect people, places, activities, and objects/resources and explaining connections to the systems of the ecology. An ontography, then, is a visual map of the ecology, with text explaining the connections between parts. In many ways, it is like a schematic of a machine, showing all the parts and how they connect together to make the whole. In our ontography, the glue that connects everything together is the system of genres (textual forms) and the rest of the systems (ideas, purposes, interpersonal relations, and cultural norms that are maintained through their production).
You are free to use whatever technology you are familiar with or have access to. You do, in the end, need to make your ontography available in your Google Drive folder, but you can do so by taking a picture or scanning it if you choose to work with non-digital technology (science project boards, etc.). One technology that I have found particularly effective is Prezi, the online 3d presentation program. Prezi.com does allow for a limited free subscription, and its features allow you to create visually interesting and effective info-graphics. If you are familiar with or have access to graphic design software, you could certainly use such products to create your ontography.
Purpose
The main purpose of this project is to give you the opportunity to analyze a writing ecology using the “mental schema” (Beaufort) you are developing and to begin to see the extent to which writing mediates social interaction—no matter what you do in your life, writing will be a major factor. It also gives you an opportunity to create a mul ...
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Organizational Culture
Edgar H. Schein
I I I I II I II
ABSTRACT: The concept of organizational culture has
received increasing attention in recent years both from
academics and practitioners. This article presents the au-
thor's view of how culture shouM be defined and analyzed
if it is to be of use in the field of organizational psychology.
Other concepts are reviewed, a brief history is provided,
and case materials are presented to illustrate how to an-
alyze culture and how to think about culture change.
To write a review article about the concept of organiza-
tional culture poses a dilemma because there is presently
little agreement on what the concept does and should
mean, how it should be observed and measured, how it
relates to more traditional industrial and organizational
psychology theories, and how it should be used in our
efforts to help organizations. The popular use of the con-
cept has further muddied the waters by hanging the label
of"culture" on everything from common behavioral pat-
terns to espoused new corporate values that senior man-
agement wishes to inculcate (e.g., Deal & Kennedy, 1982;
Peters & Waterman, 1982).
Serious students of organizational culture point out
that each culture researcher develops explicit or implicit
paradigms that bias not only the definitions of key con-
cepts but the whole approach to the study of the phe-
nomenon (Barley, Meyer, & Gash, 1988; Martin & Mey-
erson, 1988; Ott, 1989; Smircich & Calas, 1987; Van
Maanen, 1988). One probable reason for this diversity of
approaches is that culture, like role, lies at the intersection
of several social sciences and reflects some of the biases
of eachwspecifically, those of anthropology, sociology,
social psychology, and organizational behavior.
A complete review of the various paradigms and
their implications is far beyond the scope of this article.
Instead I will provide a brief historical overview leading
to the major approaches currently in use and then de-
scribe in greater detail one paradigm, firmly anchored in
social psychology and anthropology, that is somewhat in-
tegrative in that it allows one to position other paradigms
in a common conceptual space.
This line of thinking will push us conceptually into
territory left insufficiently explored by such concepts as
"climate," "norm," and "attitude." Many of the research
methods of industrial/organizational psychology have
weaknesses when applied to the concept of culture. If we
are to take culture seriously, we must first adopt a more
clinical and ethnographic approach to identify clearly the
kinds of dimensions and variables that can usefully lend
themselves to more precise empirical measurement and
Sloan School of Management,
Massachusetts Institute of Technology
I I [ Illll
hypothesis testing. Though there have been many efforts
to be empirically precise about cultural phenomena, there
is still insufficient linkage of theory wit.
Organizational Culture Edgar H. Schein I I I I II I II .docx
Organizational Culture
Edgar H. Schein
I I I I II I II
ABSTRACT: The concept of organizational culture has
received increasing attention in recent years both from
academics and practitioners. This article presents the au-
thor's view of how culture shouM be defined and analyzed
if it is to be of use in the field of organizational psychology.
Other concepts are reviewed, a brief history is provided,
and case materials are presented to illustrate how to an-
alyze culture and how to think about culture change.
To write a review article about the concept of organiza-
tional culture poses a dilemma because there is presently
little agreement on what the concept does and should
mean, how it should be observed and measured, how it
relates to more traditional industrial and organizational
psychology theories, and how it should be used in our
efforts to help organizations. The popular use of the con-
cept has further muddied the waters by hanging the label
of"culture" on everything from common behavioral pat-
terns to espoused new corporate values that senior man-
agement wishes to inculcate (e.g., Deal & Kennedy, 1982;
Peters & Waterman, 1982).
Serious students of organizational culture point out
that each culture researcher develops explicit or implicit
paradigms that bias not only the definitions of key con-
cepts but the whole approach to the study of the phe-
nomenon (Barley, Meyer, & Gash, 1988; Martin & Mey-
erson, 1988; Ott, 1989; Smircich & Calas, 1987; Van
Maanen, 1988). One probable reason for this diversity of
approaches is that culture, like role, lies at the intersection
of several social sciences and reflects some of the biases
of eachwspecifically, those of anthropology, sociology,
social psychology, and organizational behavior.
A complete review of the various paradigms and
their implications is far beyond the scope of this article.
Instead I will provide a brief historical overview leading
to the major approaches currently in use and then de-
scribe in greater detail one paradigm, firmly anchored in
social psychology and anthropology, that is somewhat in-
tegrative in that it allows one to position other paradigms
in a common conceptual space.
This line of thinking will push us conceptually into
territory left insufficiently explored by such concepts as
"climate," "norm," and "attitude." Many of the research
methods of industrial/organizational psychology have
weaknesses when applied to the concept of culture. If we
are to take culture seriously, we must first adopt a more
clinical and ethnographic approach to identify clearly the
kinds of dimensions and variables that can usefully lend
themselves to more precise empirical measurement and
Sloan School of Management,
Massachusetts Institute of Technology
I I [ Illll
hypothesis testing. Though there have been many efforts
to be empirically precise about cultural phenomena, there
is still insufficient linkage of theory wit ...
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Table for Multiple PerspectivesModernismCritical TheorySymbolic In.docx
Table for Multiple PerspectivesModernismCritical TheorySymbolic InterpretivismPostmodernismOntologyObjectivism - Reality is out there whether we know it or not.Objectivism - Reality is out there whether we know it or not.Subjectivism - We construct reality and agree upon it.Reality is an illusion created by discourses.EpistemologyPositivism - Knowledge is discovered through scientific measurements and tests.Subjectivist - Knowledge is tainted by dominant ideology (dominant ideology refers mostly to modernist theories)Interpretivism - Knowledge is discovered by the interpretation of meanings (relative to time, place, individuals)Discourses (especially modernist theories and concepts) create the illusion of knowledge.TheoryObjective truths that govern organizationsUnmasking the "real" truths that are hidden by modernist theories.Truths are relative and context specific (Depends on the meanings produced at different time, place and by different people)Rejection and Challenge to modernist theories. Provides alternative interpretations to modernist understanding of organizations.MethodologyQuantitative methods and Deductive ApproachQualitative methods and Inductive Approach (Focus on historical analysis and discourse analysis)Qualitative methods and Inductive Approach (Focus on Ethnography)Discourse Analysis and DeconstructionModernism: Discovers truths that govvern organizations. These truths that are scientifically derived are superior to commonsense andspeculations and act as universal laws that are applicable to all organizations.Symbolic Interpretivism: Questions the universal claim of modernist theories (truths). Instead, "truths" concerning organizations are sociallyconstructed and context-specific, dependent on time/place/individuals.Critical Theory: Exposes the ideological nature of modernist theories (truths). Modernist theories privileges the management/elites by espousingvalues that aligns with that of the management/elites. Aims to unmasks hidden truths of modernist organization theories.Postmodernism: Challenges the dominant position of modernist theories (truths) as objective knowledge. Aims to deconstruct the universalassumptions of these modernist theories (truths) and provide alternative discourses that give voice to the marginalized.
RMIT University
Slide *
Organisational Culture
RMIT University
RMIT University
Slide *
Organisational Culture
Objectives:Assignment One
Review of course: Why are we doing this?
How can different perspectives help me in the future?
Introduce the concepts of culture, norms and values.
Discuss how these concepts relate to organisations.
Distinguish between contemporary theoretical approaches to organisational cultureModern Symbolic interpretiveCritical theoryPostmodern
RMIT University
Assignment One
The Question To Be Answered:
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Thomas Jefferson UniversityJefferson Digital CommonsScho.docx
Thomas Jefferson University
Jefferson Digital Commons
School of Nursing Faculty Papers & Presentations Jefferson College of Nursing
2-10-2011
Defining and Assessing Organizational Culture
Jennifer Bellot PhD, RN, MHSA
Thomas Jefferson University, [email protected]
Let us know how access to this document benefits you
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Part of the Nursing Commons
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Bellot PhD, RN, MHSA, Jennifer, "Defining and Assessing Organizational Culture" (2011). School of
Nursing Faculty Papers & Presentations. Paper 34.
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Organizational Culture 1
As submitted to:
Nursing Forum
And later published as:
Defining and Assessing Organizational Culture
Volume 46, Issue 1, pages 29–37, January-March 2011
DOI: 10.1111/j.1744-6198.2010.00207.x
The target of much debate, organizational culture has occupied a prominent
position in multidisciplinary publications since the early 1980s. Fraught with
inconsistencies, the early research and literature addressing organizational culture was
often conflicting and recursive. As one researcher stated, culture is “one of the two or
three most complicated words in the English language” (Williams, 1983). Years of
conceptualization, comparison and assessment have led to an emerging consensus on the
appropriate definition and role for organizational culture. This manuscript documents the
h ...
The Functional Tradition describes what messages do and how they .docx
The Functional Tradition describes what “messages do and how they move through organizations” (Shockley-Zalabak, 2015, p. 28). A function can be seen as a relationship between two things and/or a purpose or activity for which something (a material thing) exists or is used. In this sense, communication is seen as a series of organizational processes, which serve a purpose. For the Functional Tradition, communication exists or is used to organize, for relationships, and for change functions.
The Functional Tradition can essentially be seen as a systems perspective. Shockley-Zalabak (2015) describes information processing as the “primary function” of organizational systems (p. 28). It is useful, then, to understand the various components of a system, more specifically, as they relate to the function of organizing (organizational communication system).
The Meaning-Centered Approach views communication as the process through which shared realities are constituted. Shockley-Zalabak (2015) describes the Meaning-Centered Approach as taking the perspective that organizational communication is the “process for generating shared realities that become organizing, decision making, sensemaking, and culture” (p. 38).
Write a thoughtful, well-considered essay that addresses two of the three questions below. Each answer in Part I should be between 250–500 words. Then, choose one of your responses from section A and write a comparative response following the instructions in Part II.
Part I
Address two of the three questions below:
· Shockley-Zalabak draws from Karl Weick’s book The Social Psychology of Organizing (1979). She summarizes Weick’s ideas, stating, “there is no such thing as an organization” (p. 39). The reason being, “organizations as such do not exist but rather are in the process of existing through ongoing human interaction” (Shockley-Zalabak p. 39). From the Meaning-Centered Approach, how is Zappos being generated through human interaction?
· How do you see organizational communication (remember p. 17) in Zappos' efforts to socialize and assimilate employees? (Hint: Describe what socialization is and how Zappos uses it. Provide examples from the videos to illustrate the phases of socialization.)
· Shockley-Zalabak describes one way of understanding organizational culture as “the unique sense of the place that organizations generate through ways of doing and ways of communicating about the organization. Organizational culture reflects the shared realities and shared practices in the organization and how these realities create and shape organizational events” (p. 46). How does Zappos create a unique sense of place through ways of doing and ways of communicating about themselves? What is a shared reality, and how do you see it at Zappos? How do these realties create and shape organizational events at Zappos?
Part II
Choose one of your answers from Part I to analyze. Then write a comparative response following these instructions.
· Take the viewpoi ...
THE PURPOSE Knowledge After completing this assignment, .docx
THE PURPOSE:
Knowledge:
After completing this assignment, you will understand:
1) The scope and diversity of psychology as a discipline.
2) How psychologists working from different philosophical and theoretical perspectives make different
contributions to our understanding of particular psychological topics.
Skills:
After completing this assignment, you will be able to:
1) Assess the strengths and weaknesses of various explanations for your topic.
2) Explain how the Integration and/or competition between explanations from various perspectives helps
psychology advance our understanding of human behavior and mental processing.
YOUR TASK:
Your task is to select ONE psychological topic you find particularly interesting. This may be a topic we have covered in
the course or a psychological topic we have not covered. You will then examine this topic from three different
philosophical or theoretical perspectives within psychology. For example, you could examine your topic from any of the
following philosophical perspectives: physiological, behavioral, cognitive, social, humanistic, evolutionary,
psychoanalytic, etc). Alternatively, you could opt to examine your topic more specifically using three different theories,
which may or may not differ in their philosophical perspectives. For example, imagine that you choose “bullying” as
your topic. You could examine how bullying is explained from a biological, behavioral, and social perspective (three
different philosophical perspectives). Alternatively, you could choose to examine how three different theories attempt
to explain bullying. Two of these theories might be theories from a “social” perspective and one might be a theory from
a “biological” perspective.
In either case, you must utilize and cite original sources for those perspectives in your analysis/discussion. This means
that you must research your topic to find three different explanations for your topic. Your analysis cannot be based on
personal opinion alone.
Write-up: Your write-up should begin with a general overview of your topic and the reasons why it is particularly
interesting or relevant to you. This introduction should be followed by an analysis of your topic from three different
philosophical or theoretical perspectives. Your analysis should demonstrate a general understanding of your topic and
the fundamental principles used by each philosophical or theoretical perspective to explain that topic (using at least
three academic sources outside of your textbook as source material). In addition, you should discuss whether the
explanations offered by the different perspectives are complimentary to one another or contradict one another. Finally,
your analysis should include your own personal reflection of these perspectives and an informed assessment of what
you see as the strengths and weaknesses of each based on your research of them.
THE CRITERIA:
Review the grading criteria for this .
One of the most common used risk management tools is the Incident Re.docx
One of the most common used risk management tools is the Incident Reporting.
More recently, incident Reporting system incorporated computer technology that will provide information like:
1. Major incident category.
2. Early identification of patterns and trends in the "how" and "why" of untoward events.
3. Code vulnerability inductors.
Discuss the potential benefits to use this technology. There is any Limitation for the system? Explain.
.
One of the first anthropologists to examine religion in Africa was E.docx
One of the first anthropologists to examine religion in Africa was Edward Evans-Pritchard in the early 1900's. You will explore what he learned about the Azande by watching the first 23 minutes of "
Strange Beliefs: Sir Edward Evans-Pritchard
".
Instructions:
When you are done watching the video answer the following questions by referring to specific information from the video, NOT outside sources:
How do the Azande people featured in the film explain unfortunate events and what do they do about it?
According to your textbook, what is religion and how would Azande religious beliefs be classified?
Do you think Azande beliefs are any more or less rational than other religious beliefs like Judaism, Christianity, Islam, or Buddhism?
.
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From Organizational to Community Creativity: Paragon Leadership & Creativity ...
With the rise of massive scale, globally distributed creative communities, such as Deviant Art, Etsy, and Minecraft, the role of creative leadership in sociotechnical systems is worth investigating. This paper presents a case study of one strategy Etsy, one such online creative community, uses to articulate the creative dispositions of the community’s ex-emplar members: Featured Seller interviews. For this study, we report on a combined content analysis and close reading of Featured Seller interviews on Etsy.com, followed up with member check interviews. Our analysis highlights the demographics of featured sellers, the ways in they express their identities and creative processes, and how they posi-tion themselves within the broader Etsy community. Our findings demonstrate that Etsy’s administrators provide both a platform and scaffolding for community leaders to co-articulate with them the creative ideals they believe will strengthen the bonds of the Etsy community.
Table for Multiple PerspectivesModernismCritical TheorySymbolic In.docx
Table for Multiple PerspectivesModernismCritical TheorySymbolic InterpretivismPostmodernismOntologyObjectivism - Reality is out there whether we know it or not.Objectivism - Reality is out there whether we know it or not.Subjectivism - We construct reality and agree upon it.Reality is an illusion created by discourses.EpistemologyPositivism - Knowledge is discovered through scientific measurements and tests.Subjectivist - Knowledge is tainted by dominant ideology (dominant ideology refers mostly to modernist theories)Interpretivism - Knowledge is discovered by the interpretation of meanings (relative to time, place, individuals)Discourses (especially modernist theories and concepts) create the illusion of knowledge.TheoryObjective truths that govern organizationsUnmasking the "real" truths that are hidden by modernist theories.Truths are relative and context specific (Depends on the meanings produced at different time, place and by different people)Rejection and Challenge to modernist theories. Provides alternative interpretations to modernist understanding of organizations.MethodologyQuantitative methods and Deductive ApproachQualitative methods and Inductive Approach (Focus on historical analysis and discourse analysis)Qualitative methods and Inductive Approach (Focus on Ethnography)Discourse Analysis and DeconstructionModernism: Discovers truths that govvern organizations. These truths that are scientifically derived are superior to commonsense andspeculations and act as universal laws that are applicable to all organizations.Symbolic Interpretivism: Questions the universal claim of modernist theories (truths). Instead, "truths" concerning organizations are sociallyconstructed and context-specific, dependent on time/place/individuals.Critical Theory: Exposes the ideological nature of modernist theories (truths). Modernist theories privileges the management/elites by espousingvalues that aligns with that of the management/elites. Aims to unmasks hidden truths of modernist organization theories.Postmodernism: Challenges the dominant position of modernist theories (truths) as objective knowledge. Aims to deconstruct the universalassumptions of these modernist theories (truths) and provide alternative discourses that give voice to the marginalized.
RMIT University
Slide *
Organisational Culture
RMIT University
RMIT University
Slide *
Organisational Culture
Objectives:Assignment One
Review of course: Why are we doing this?
How can different perspectives help me in the future?
Introduce the concepts of culture, norms and values.
Discuss how these concepts relate to organisations.
Distinguish between contemporary theoretical approaches to organisational cultureModern Symbolic interpretiveCritical theoryPostmodern
RMIT University
Assignment One
The Question To Be Answered:
'What managers most often want to know about their organization's culture is how to change it......But what is recommended to managers on the basis of cu ...
Twenty Two Qualitative Data Methods
Here is an in-depth presentation that overviews twenty two (22) qualitative data methods that can be used in marketing research. For more great FREE resources, join us on facebook today at www.facebook.comb2bwhiteboard.
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Thomas Jefferson UniversityJefferson Digital CommonsScho.docx
Thomas Jefferson University
Jefferson Digital Commons
School of Nursing Faculty Papers & Presentations Jefferson College of Nursing
2-10-2011
Defining and Assessing Organizational Culture
Jennifer Bellot PhD, RN, MHSA
Thomas Jefferson University, [email protected]
Let us know how access to this document benefits you
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Part of the Nursing Commons
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Recommended Citation
Bellot PhD, RN, MHSA, Jennifer, "Defining and Assessing Organizational Culture" (2011). School of
Nursing Faculty Papers & Presentations. Paper 34.
http://jdc.jefferson.edu/nursfp/34
http://jdc.jefferson.edu?utm_source=jdc.jefferson.edu%2Fnursfp%2F34&utm_medium=PDF&utm_campaign=PDFCoverPages
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Organizational Culture 1
As submitted to:
Nursing Forum
And later published as:
Defining and Assessing Organizational Culture
Volume 46, Issue 1, pages 29–37, January-March 2011
DOI: 10.1111/j.1744-6198.2010.00207.x
The target of much debate, organizational culture has occupied a prominent
position in multidisciplinary publications since the early 1980s. Fraught with
inconsistencies, the early research and literature addressing organizational culture was
often conflicting and recursive. As one researcher stated, culture is “one of the two or
three most complicated words in the English language” (Williams, 1983). Years of
conceptualization, comparison and assessment have led to an emerging consensus on the
appropriate definition and role for organizational culture. This manuscript documents the
h ...
The Functional Tradition describes what messages do and how they .docx
The Functional Tradition describes what “messages do and how they move through organizations” (Shockley-Zalabak, 2015, p. 28). A function can be seen as a relationship between two things and/or a purpose or activity for which something (a material thing) exists or is used. In this sense, communication is seen as a series of organizational processes, which serve a purpose. For the Functional Tradition, communication exists or is used to organize, for relationships, and for change functions.
The Functional Tradition can essentially be seen as a systems perspective. Shockley-Zalabak (2015) describes information processing as the “primary function” of organizational systems (p. 28). It is useful, then, to understand the various components of a system, more specifically, as they relate to the function of organizing (organizational communication system).
The Meaning-Centered Approach views communication as the process through which shared realities are constituted. Shockley-Zalabak (2015) describes the Meaning-Centered Approach as taking the perspective that organizational communication is the “process for generating shared realities that become organizing, decision making, sensemaking, and culture” (p. 38).
Write a thoughtful, well-considered essay that addresses two of the three questions below. Each answer in Part I should be between 250–500 words. Then, choose one of your responses from section A and write a comparative response following the instructions in Part II.
Part I
Address two of the three questions below:
· Shockley-Zalabak draws from Karl Weick’s book The Social Psychology of Organizing (1979). She summarizes Weick’s ideas, stating, “there is no such thing as an organization” (p. 39). The reason being, “organizations as such do not exist but rather are in the process of existing through ongoing human interaction” (Shockley-Zalabak p. 39). From the Meaning-Centered Approach, how is Zappos being generated through human interaction?
· How do you see organizational communication (remember p. 17) in Zappos' efforts to socialize and assimilate employees? (Hint: Describe what socialization is and how Zappos uses it. Provide examples from the videos to illustrate the phases of socialization.)
· Shockley-Zalabak describes one way of understanding organizational culture as “the unique sense of the place that organizations generate through ways of doing and ways of communicating about the organization. Organizational culture reflects the shared realities and shared practices in the organization and how these realities create and shape organizational events” (p. 46). How does Zappos create a unique sense of place through ways of doing and ways of communicating about themselves? What is a shared reality, and how do you see it at Zappos? How do these realties create and shape organizational events at Zappos?
Part II
Choose one of your answers from Part I to analyze. Then write a comparative response following these instructions.
· Take the viewpoi ...
THE PURPOSE Knowledge After completing this assignment, .docx
THE PURPOSE:
Knowledge:
After completing this assignment, you will understand:
1) The scope and diversity of psychology as a discipline.
2) How psychologists working from different philosophical and theoretical perspectives make different
contributions to our understanding of particular psychological topics.
Skills:
After completing this assignment, you will be able to:
1) Assess the strengths and weaknesses of various explanations for your topic.
2) Explain how the Integration and/or competition between explanations from various perspectives helps
psychology advance our understanding of human behavior and mental processing.
YOUR TASK:
Your task is to select ONE psychological topic you find particularly interesting. This may be a topic we have covered in
the course or a psychological topic we have not covered. You will then examine this topic from three different
philosophical or theoretical perspectives within psychology. For example, you could examine your topic from any of the
following philosophical perspectives: physiological, behavioral, cognitive, social, humanistic, evolutionary,
psychoanalytic, etc). Alternatively, you could opt to examine your topic more specifically using three different theories,
which may or may not differ in their philosophical perspectives. For example, imagine that you choose “bullying” as
your topic. You could examine how bullying is explained from a biological, behavioral, and social perspective (three
different philosophical perspectives). Alternatively, you could choose to examine how three different theories attempt
to explain bullying. Two of these theories might be theories from a “social” perspective and one might be a theory from
a “biological” perspective.
In either case, you must utilize and cite original sources for those perspectives in your analysis/discussion. This means
that you must research your topic to find three different explanations for your topic. Your analysis cannot be based on
personal opinion alone.
Write-up: Your write-up should begin with a general overview of your topic and the reasons why it is particularly
interesting or relevant to you. This introduction should be followed by an analysis of your topic from three different
philosophical or theoretical perspectives. Your analysis should demonstrate a general understanding of your topic and
the fundamental principles used by each philosophical or theoretical perspective to explain that topic (using at least
three academic sources outside of your textbook as source material). In addition, you should discuss whether the
explanations offered by the different perspectives are complimentary to one another or contradict one another. Finally,
your analysis should include your own personal reflection of these perspectives and an informed assessment of what
you see as the strengths and weaknesses of each based on your research of them.
THE CRITERIA:
Review the grading criteria for this .
Similar to Objective This question is designed to help you contextualize.docx (20)
Managerial challenge to cross cultural management of diversity
Managerial challenge to cross cultural management of diversity
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From Organizational to Community Creativity: Paragon Leadership & Creativity ...
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Unit of Analysis in Cultural Historical Activity Theoretical Research: Can we...
Table for Multiple PerspectivesModernismCritical TheorySymbolic In.docx
Table for Multiple PerspectivesModernismCritical TheorySymbolic In.docx
The organizational culture perspective (steven ott)
The organizational culture perspective (steven ott)
Thomas Jefferson UniversityJefferson Digital CommonsScho.docx
Thomas Jefferson UniversityJefferson Digital CommonsScho.docx
Using ethnographic methodology in theological research (2)
Using ethnographic methodology in theological research (2)
The Functional Tradition describes what messages do and how they .docx
The Functional Tradition describes what messages do and how they .docx
THE PURPOSE Knowledge After completing this assignment, .docx
THE PURPOSE Knowledge After completing this assignment, .docx
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One of the most common used risk management tools is the Incident Reporting.
More recently, incident Reporting system incorporated computer technology that will provide information like:
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How do the Azande people featured in the film explain unfortunate events and what do they do about it?
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Required Readings
Plummer, S.-B., Makris, S., & Brocksen, S. M. (Eds.). (2014).
Social work case studies: Concentration year
. Baltimore, MD: Laureate International Universities Publishing [Vital Source e-reader].
“Working With Groups: Latino Patients Living With HIV/AIDS” (pp. 39–41)
Toseland, R. W., & Rivas, R. F. (2017). An introduction to group work practice (8th ed.). Boston, MA: Pearson.
Chapter 11, “Task Groups: Foundation Methods” (pp. 336-363)
Chapter 12, “Task Groups: Specialized Methods” (pp. 364–395)
Himalhoch, S., Medoff, D. R., & Oyeniyi, G. (2007). Efficacy of group psychotherapy to reduce depressive symptoms among HIV-infected individuals: A systematic review and meta-analysis.
AIDS Patient Care and STDs,
21
(10), 732–739
Lasky, G. B., & Riva, M. T. (2006). Confidentiality and privileged communication in group psychotherapy.
International Journal of Group Psychotherapy
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56
(4), 455–476.
Toseland, R. W., & Rivas, R. F. (2017).
An introduction to group work practice
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Chapter 1, “Introduction” (pp. 1–42)
Chapter 2, “Historical and Theoretical Developments” (pp. 45–66)
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On 1 January 2016, the 17 Sustainable Development Goals (SDGs) of the 2030 Agenda for Sustainable Development — adopted by world leaders in September 2015 at an historic UN Summit — officially came into force. These goals address every topic of concern we have discussed this semester. Over the coming decade, it's the hope of UN member nations (which includes the U.S.) that the SDGs will universally be applied to all, countries will mobilize efforts to end all forms of poverty, fight inequalities and tackle climate change, while ensuring that no one is left behind.
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Are any of the 17goals from the UN website particularly unrealistic—describe, in detail, why you think so (or not).
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