Organizational culture can be defined as the shared beliefs, assumptions, values, and norms that shape how an organization functions. There are three key aspects for a culture to exist: it must be shared by most group members, passed down over generations, and influence behaviors and perceptions. An organization's culture includes both observable elements like practices and language as well as deeper levels involving values, assumptions, and socialization. Maintaining a strong organizational culture involves having consistent behaviors across the organization, shared approaches to problem-solving, and common rules around rewards and punishments. The socialization process is key to building and transmitting an organization's culture to new members.
Introduction of organizational culture
Definition of organizational culture
Characteristics of organizational culture
Types of organizational culture
Importance of organizational culture
Strong vs Weak culture
Functions of organizational culture
Creating an ethical organizational culture
How employees can learn Organizational culture
Meaning of Organizational Culture; Characteristics of Organization Culture; Types of Organization Culture/ Do Organizations Have Uniform Cultures? Functions of Organization Cultures; How Do Employees learn Culture? Creating an Ethical Organizational Culture
Creating a Customer-Responsive Culture.
Introduction of organizational culture
Definition of organizational culture
Characteristics of organizational culture
Types of organizational culture
Importance of organizational culture
Strong vs Weak culture
Functions of organizational culture
Creating an ethical organizational culture
How employees can learn Organizational culture
Meaning of Organizational Culture; Characteristics of Organization Culture; Types of Organization Culture/ Do Organizations Have Uniform Cultures? Functions of Organization Cultures; How Do Employees learn Culture? Creating an Ethical Organizational Culture
Creating a Customer-Responsive Culture.
Organizational Culture
A common perception held by the organization’s members; a system of shared meaning.
Characteristics:
Innovation and risk taking
Attention to detail
Outcome orientation
People orientation
Team orientation
Aggressiveness
Stability
Do Organizations Have Uniform Cultures?
What Is Organizational Culture? (cont’d)
What Do Cultures Do?
How Culture Begins?
Keeping Culture Alive
Stages in the Socialization Process
How Employees Learn Culture
Creating An Ethical Organizational Culture
Creating a Customer-Responsive Culture..
After studying this presentation, you should be able to Define organizational culture and describe its common characteristics. And many more points. and i think i have coverd all points.*
Following this presentation you will:
- Identify different cultures and understand their influences on organisation culture.
- Realise the effect of corporate culture on the organisation structure and motivations.
- Understand the consequences of cultural clashes within an organisation.
What exactly is culture?
Understand culture using metaphors.
Understanding organisational culture.
Why organisational culture matters?
Explain and use techniques to evaluate organisational culture.
Cultural web
Cultural iceberg
Handy’s four culture types
Competing values framework
How is organisational culture created and preserved?
Can organisational culture be changed?
Discuss cases of cultural blunders.
What are the causes of cultural blunders?
How to minimise cultural blunders.
Leveraging corporate culture for competitive advantage internal communicationsBolaji Okusaga
There is a need to align internal communications with the external in order to properly align corporate strategy with operational strategy. A good internal communication system helps to build the right culture for attainig strategic objectives.
Organizational Culture
A common perception held by the organization’s members; a system of shared meaning.
Characteristics:
Innovation and risk taking
Attention to detail
Outcome orientation
People orientation
Team orientation
Aggressiveness
Stability
Do Organizations Have Uniform Cultures?
What Is Organizational Culture? (cont’d)
What Do Cultures Do?
How Culture Begins?
Keeping Culture Alive
Stages in the Socialization Process
How Employees Learn Culture
Creating An Ethical Organizational Culture
Creating a Customer-Responsive Culture..
After studying this presentation, you should be able to Define organizational culture and describe its common characteristics. And many more points. and i think i have coverd all points.*
Following this presentation you will:
- Identify different cultures and understand their influences on organisation culture.
- Realise the effect of corporate culture on the organisation structure and motivations.
- Understand the consequences of cultural clashes within an organisation.
What exactly is culture?
Understand culture using metaphors.
Understanding organisational culture.
Why organisational culture matters?
Explain and use techniques to evaluate organisational culture.
Cultural web
Cultural iceberg
Handy’s four culture types
Competing values framework
How is organisational culture created and preserved?
Can organisational culture be changed?
Discuss cases of cultural blunders.
What are the causes of cultural blunders?
How to minimise cultural blunders.
Leveraging corporate culture for competitive advantage internal communicationsBolaji Okusaga
There is a need to align internal communications with the external in order to properly align corporate strategy with operational strategy. A good internal communication system helps to build the right culture for attainig strategic objectives.
An abridged (very abridged! - I had 20 minutes, but love hearing myself write) presentation on organisational change and culture for a recent job application.
Organizational Learning Presentation (Training & Development) - Visual Learni...Devanshi Shah
- Successfully applied appropriate training methods to design and deliver a dynamic learning experience that meets the specified learners' needs
- Team split up into three pairs that focused on the three different learning styles (Visual, Auditory, Kinesthetic)
- Created and presented an in-class training session based on the Visual Learning Style
Culture is the unique dominant pattern of shared beliefs, assumptions, values, and norms that shape the socialization, symbols, language and practices of a group of people.
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.
Building an ethical workplace culture requires equal skills in policy-making and relationship-building, and equal emphasis on procedures and values. Structural concerns like codes, training and clear criteria matter, but so do storytelling, mentoring and presiding over an organization’s routines and ceremonies. In an ideal workplace, structures and relationships will work together around core values that transcend self-interest. Core values will inspire value-creating efforts as employees feel inspired to do what is right, even when the right thing is hard to do. The ethics of our workplace cultures matter because the work itself matters and requires the cooperation that only positive, virtuous ethics can sustain. Compliance keeps us out of trouble, but virtuous ethics will create value for our co-workers and for our organization.
It explains about the organizational culture and its advantages, outcome of HR culture and how it helps to attain organizational sustainability in present conditions and also in future. the organizational culture explains the shared beliefs, values and norms followed in their organization which is distinct from other organization to attract competent employees and also to become competitive advantage among others.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
2. Definition
Culture is the unique dominant pattern of
shared beliefs, assumptions, values, and
norms that shape the socialization, symbols,
language and practices of a group of people.
The attitudes and approaches that typify the
way staff carry out their tasks.
Culture is developed and transmitted by
people, consciously and unconsciously, to
subsequent generations.
3. What must be for culture to
exist?
1. It must be shared by the vast majority of
members of a group or society;
2. It must be passed on from generation to
generation; and
3. It must shape behaviour and perceptions.
5. Shared assumptions
Shared assumptions are the thoughts and
feelings that members of a culture take for
granted and believe to be true.
6. Values and norms
Values are the basic beliefs people hold that
specify general preferences and behaviours,
and define what is right and wrong.
Cultural values are reflected in a society’s morals,
customs and established practices
Norms are rules that govern behaviours of
groups of people.
7. Symbols
A symbols is any visible object, act, or event
that conveys meaning to others. Examples:
Artefacts
Dress
Office layout
Slogans
ceremonies
8. Language
Language is a shared system of vocal sounds,
written signs, and/or gestures used to convey
meaning among members of a culture.
The Nike swoosh was inspired by the
Greek goddess Nike, the winged goddess
of victory. The swoosh symbolizes her
flight. It conveys the meaning of a brand of
sports shoes
9. Practices
Practices are observable cultural customs
such as taboos (culturally forbidden
behaviours) and ceremonies
10. Socialization
Socialization is the process by which people
learn values, norms, behaviours and social
skills. It is the means by which new members
are brought into a culture.
11. Types of organizational culture
The basic types of organizational culture
are:
1. Bureaucratic
2. Clan
3. Market
4. Entrepreneurial
12. Bureaucratic Culture
In this type of culture the behaviour of
employees is governed by formal rules and
standard operating procedures.
Such a culture perpetuates stability.
Organizations with bureaucratic culture tend to
produce standardized goods and services,
examples:
Government ministries
Fast food establishments
13. Clan Culture
In a clan culture the behaviour of individuals are
shaped by tradition, loyalty, personal commitment,
extensive socialization and self-management.
A clan culture achieve unity through socialization.
Long-term employees serve as mentors
Members are aware of the organization’s history
and have an understanding of the expected
manner of conduct and organizational style.
Members share feelings of pride in membership.
Peer pressure to adhere to important norms is
strong
14. Market Culture
In a market culture, the values and norms reflect the
significance of achieving measurable and demanding goals
mainly concerning those that are financial and market based.
Companies with a market culture tend to focus on:
Sales growth
Profitability
Market share
In a market culture the relationship between individuals and
the organization is contractual (previously agreed).
Individuals are responsible for their performance; whereas
the organization promises specific rewards for levels of
performance.
Managers are not judge on their effectiveness as role models
or mentors; but on monthly, quarterly, and annual
performance goals based on profit.
15. Entrepreneurial Culture
Organizations
existing in the
context of an
entrepreneurial
culture are
characterized by high
levels of risk taking
and creativity.
There is a
commitment to
experimentation,
innovation, and being
Steve Jobs – Apple
16. Relationship between culture and
organizational performance
Organizational culture has the potential to
enhance organizational performance,
individual satisfaction, the sense of certainty
about how problems are to be handled.
Culture serves as a control mechanism to
channel behaviour towards desired behaviours
and to prevent undesired behaviours.
17. Maintaining a strong organizational
culture
1. A common behavioural style must be shared by
managers and employees.
2. Have the same basic approaches to solving
problems, meeting goals, and dealing with
stakeholders.
3. Have share common norms that guide rule
governing rewards and punishment.
4. A strong organizational culture assists in the
creation of a stable organization, the
consequence of which lead to the achievement
of the company’s strategic goals.
18. Steps to building a strong
organizational culture -
socialization
•Careful
selection
Step 1
•Challenging
early work
assignments
Step 2 •Training to
develop
capabilities
with culture
Step 3
•Reward and
sustain culture
Step 4
•Adoption of
cultural value
policies
Step 5
•Reinforce
culture with
ritual, stories
rites
Step 6 •Role model to
sustain culture
Step 7
19. Outcomes of socialization
process
Job satisfaction
Role clarity
High work
performance
Understanding of
culture
Commitment to
organization
Internal values
Job dissatisfaction
Role ambiguity and
conflict
Misunderstanding,
tension, and
perceived lack of
control
Low job involvement
Low performance
Rejection of values
Successful socialization Unsuccessful socialization