This document discusses influencing cultural changes in organizations. It defines organizational culture and describes four power models of culture: autocratic, bureaucratic, technocratic, and democratic. It then discusses Hofstede's four dimensions of culture: individualism, power distance, uncertainty avoidance, and masculinity vs femininity. Six concerns that derive cultural dimensions are also outlined: relationship with nature, orientation to the environment, time orientation, orientation to collectivity, orientation to sex differences, and orientation to power. The document concludes by discussing adopting cultural changes in a way that does not affect an organization's values and traditions.
This presentation slide is about the Natural Environment of Business Environment. The context of the presentation is based on India.
The major topics presented are:
Environmental Protection
Sustainable Industrial Development
Environmental Degradation
Environmental Management System
ISO
The future of an organisation depends on effective leadership and ethical decisions made
by the leaders of the organisation. Many organisations experience tremendous successes
and dramatic failures because of decisions made by their leaders. Our presentation
showcases various leadership theories and real life stories of leaders who had tremendous
success but had gone through serious scandals that threatened the very existence of their
organisations. Some leaders made ethical decisions and had a stronger comeback while
others went into bankruptcy. So sit back and relax while we take you through the
interesting world of global organisational behavior and its effects on business today.
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
A brief presentation done by Umesh, Raksha and Baoping. Presentation is about National and Organisational Culture based in works done by Hoftede and other scholars.
This presentation slide is about the Natural Environment of Business Environment. The context of the presentation is based on India.
The major topics presented are:
Environmental Protection
Sustainable Industrial Development
Environmental Degradation
Environmental Management System
ISO
The future of an organisation depends on effective leadership and ethical decisions made
by the leaders of the organisation. Many organisations experience tremendous successes
and dramatic failures because of decisions made by their leaders. Our presentation
showcases various leadership theories and real life stories of leaders who had tremendous
success but had gone through serious scandals that threatened the very existence of their
organisations. Some leaders made ethical decisions and had a stronger comeback while
others went into bankruptcy. So sit back and relax while we take you through the
interesting world of global organisational behavior and its effects on business today.
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
A brief presentation done by Umesh, Raksha and Baoping. Presentation is about National and Organisational Culture based in works done by Hoftede and other scholars.
City is built not only for giving space for it residents but --more important than that-- is providing happiness both for its residents and visitors. It is the main reason why tourism development is highly recommended to be implemented for a city. It will make a city becomes a liveable place: not only a house but a home for its residents and visitors.
Banking is defined accepting for the purpose of lending and investment, deposit of money from the public repayable on demand or otherwise and withdraw by cheque, draft order or otherwise.
Ombudsman - An official appointed to investigate individual’s complaint against maladministration especially that of public authorities.
The Hofstede’s Cultural Dimensions Theory. The aim of the study was to determine the dimensions in which cultures vary.
Hofstede identified six categories that define culture: Power Distance Index. Collectivism vs. Individualism. Uncertainty Avoidance Index.
This contain impact of psychological determinants like needs , Customer motivation,consumer personality,Brand personality,consumer perception,consumer learning,consumer attitude on the consumer decision making or buying behaviour
This presentation is about Hofstede's Value Dimensions. It covers Individualism and Collectivism, Uncertainty Avoidance, Power Distance, Masculinity/Femininity, Long Term/Short Term Orientation and Indulgence/Restraint. To make such presentations for a reasonably cheaper price, please visit https://sbsolnlimited.wixsite.com/busnedu/bookings-checkout/hire-designer-for-powerpoint-slides
This document was adopted from the Resource Center Team within the Office of Diversity & Inclusion of Amherst College as a guide to common, shared language around identity.
This project emerged out of a need to come to a common and shared understanding of language in order to foster opportunities for community building and effective communication within and across difference.
This is a list of carefully researched and thoughtfully discussed definitions for key diversity and inclusion terms. It is by no means a comprehensive list, but it is a good place for us to start. We understand that language around identity, privilege, oppression and inclusion is always changing, evolving and expanding.
If there is a term that you feel should be included here, or possibly redefined, please let us know. You can email The Office of Equity & Inclusion (OSEI), at osei@georgetown.edu.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
organisational culture
1. INFLUENCING CULTURAL
CHANGES IN ORGANIZATIONS
presentation By:
Chaithra Shetty
Johnson D’souza
Hemanth K Shenoy
Donald Melvin
2. An Insight
A system of shared
values, assumptions, beliefs, and norms that unite
the members of an organization.
The culture specific to each firm affects how
employees feel and act and the type of employee
hired and retained by the company.
3. Power models of Organizational
Culture
Distribution and concentration of power can be
one basis of classifying cultures.from this point
of view,organizational culture can be four types
• Autocratic
• Bureaucratic
• Technocratic
• Democratic
4. Autocratic: Here people are recruited on the basis
of relationship, and they are trusted, the top level
managers control the organization in employ their
own in-group members , who are extremely loyal
to these leaders.
Example: Hitler was an autocratic leader.
Bureaucratic: Bureaucratic culture is concerned
with rules and regulation. Actions are generally
refer to the higher levels for approval, decisions are
usually delayed. Examples: Govt. of ministries.
5. Technocratic: In technocratic culture specialist
play the major rule in organization working in a
planed way on socially relevant matters. The
organization play attention to the employs
needs and welfare.
Examples: R&D people
Democratic: Employees work on challenging
tasks and devote equal attention to the social
relevance of these task.
6. DIMENSIONS OF CULTURE
Hofstede proposed four cultural dimensions:
• Individulism
• Power distance
• Uncertainity avoidance
• Masculinity vs Femininity
7. Culture is reflected in the external life of a society or an
organization, as well as in the values and beliefs held by
members.
• Four Culture Dimensions proposed by hofstede are :
• Individualism (taking care of oneself) V/S Collectivism
(distinguishing one’s own group from other groups)
• Power distance (acceptance by less powerful groups of
the unequal distribution of power in a system.
• Uncertainty avoidance ( a feeling of being under threat
in situation and a tendency to avoid them )
• Masculinity ( emphasis on the acquisition of material
resources ) V/S Femininity ( Emphasis on
relationships, concern for others and quality of life)
8. 6 concerns of dimensions
culture:
•
•
•
•
•
•
Relationship with nature
Orientation to the environment
Time orientation
Orientation to collectivity
orientation to sex differences
Orientation to power
9. • Dimensions Can be derived from the following 6 Concerns :
• Relationship with nature : In the relationship of humanity and
nature, either may be regarded as dominant. If nature is seen as
powerful and dominating, and human beings as helpless, a fatalistic
orientation may result. The opposite orientation, that of
scientism, may result from the belief that humans can manipulate and
change nature.
• Orientation to the Environment : If the environment is seen as
structured and unchanging this may result in a sense of satisfaction in
some people. In that case, any ambiguity in the environment may be
disturbing. On the other hand, some people may like and enjoy
ambiguity. This dimension called ‘ambiguity tolerance’ , or ‘
uncertainty avoidance’ is a useful dimension.
• Time Orientation : This dimension is relating to orientation to the
past, to the present, or to the future.
10. •
Orientation to Collectivity : This shows the relationship between
the individuals and the collectives. If the individual is seen as more
important than and independent of the collective, an orientation of
individualism may result. If the collective is seen as
primary, subordinating individuals, the orientation of collectivism
may result.
• Orientation to sex differences : There are biological differences
between men and women. If these differences are
overemphasized, dividing social roles according to sex, what has
been called masculinity may result. If the differences are not
overemphasized in the social allocation of roles, we may have an
orientation of femininity.
• Orientation to power : In a collective, power is not distributed
equally. However, in some collectives, there may be uneasiness
about unequal distribution of power, associated with attempts to
redistribute it. Other collectives may tolerate the differences in
power.
11. Functionality and dis-Functionality of
culture:
FATALISM:
• It is a mode of surrendering to circumstances is dysfunctional for
managing change.
• In this mode a person or a group has a high external locus of
control
• This orientation can make a group more realistic and help to
hibernate and survive.
• In some organizations, an absence of this mode of externality
nay lead to frustration and dysfunctional conflicts.
• fatalism is obviously dysfunctional when it makes individuals
and groups passive, reactive, and dysfunctionally tolerant of
conditions that need to be changed.
12. • fatalism is obviously dysfunctional when it makes individuals and
groups passive, reactive, and dysfunctionally tolerant of conditions
that need to be changed.
AMBIGUITY TOLERANCE:
• This helps a culture to develop several rich traditions that are not
seen as necessily conflicting.
• It develops tolerance for differences.
• In a culture with a high tolerance of ambiguity, there is lower respect
for structure and time.
CONTEXTUALISM:
• High context cultures develop much more insight into social
complexities and have higher empathy for others who may differ in
their behaviour from the known norms.
• Persons in such cultures are more sensitive to other persons and
gropus.
13. TEMPORALNESS:
• Emphasis on present and a tendancy to live in the present result in high
involvement of individuals in their current activities.
• Present oriented cultures find it difficult to undertake long term planning.
• Their commitment to goals for future activities is generally low, that is
long term perspective is missing.
COLLECTIVISM:
Following are the strength of this orientation:
• Good relations are maintained and affiliation needs are satisfied.
• There is the high trust among the members of a collective, with high
potential for collaboration.
• There is a sharing of work and reward.
PARTICULARISM:
• This cultures have strong in groups and people belonging to them have a
high sense of identity with their groups.
• On the other hand “in groups v/s out groups” feeling reduces the
objectivity of the members.
• They are generally favour of their groups and against out groups.
14. ANDROGYNY:
• It contributes to the values of the future human society.
• It helps groups to develop interpersonal trust, caring, harmony, concern for
the weak and collaboration.
• This values may reduce the effectiveness of competition, which is also
needed in societies and organizations.
TOLERANCE FOR POWER DISTANCE:
• There are some strengths in organizations with high tolerance of power
distance.
• Respect for seniorities and age may help people to learn from experienced
individuals.
• This tolerance is needed for the effective functioning of groups.
• High tolerance for power distance may result in stress on form rather than
substance.
• There is high centralization with little autonomy for the lower level units
and individuals.
15. Indian culture and management
India is having a history of thousands of years.
Indian culture has several strengths that have sustained it and have been
acknowledged in various periods in various part of the world. these strengths
became Indian culture unique one.
Strength of Indian culture:
Several strengths of indian culture can be grouped under three clusters:
Universalism
(Universalism(love and respect for all forms of life and ecology), Openness to
learning from others, Extension motivation( involvement in large goals)
Ambiguity tolerance
diversity(leading to synergic pluralism), androgyny(equal emphasis on and
integration of cognitive and emotional aspects)
Self restraince
( self restraince(willingness to postpone gratification of immediate needs for
longterm goals),role boundness(giving more imoprtance to role than to the
self), equanimity(steering between two extremes and not being swayed by
extreme emotions of jor or sorrow)
16. Weaknesses of Indian culture:
Narcissism: it is reflected both in self seeking behaviour, as well as
in an inword- looking tendancy.
( non- involvement, lack of detailed planning, an oral culture)
Power concentration:
(critical orientation (excessive use of sanctions and don‟ts rather
than the use of reinforcement and encouragement), nonconfrontation, a non work culture)
Attributional thinking:
(fatalism(resulting in „deadening efficiency in maintaining the
status quo‟ ), pessimism-rumination(expecting failurs and
misfortunes , and indulging in recollecting and mulling over bad
experiences))
17. Conclusion
•
•
•
•
•
To adopt any changes in organization considering
culture of company is important. Ex: Big Data
Technique adoption.
Healthy culture is very important for all
organization.Changes adopted in culture should not
affect the values, traditions of people .
People must be trained , educated to follow culture
instead of making them to follow it by coercion.
Culture must value the tradition , create interest in
people, create trust in people. Example: HP , MacD.
Communication, negotiation,
management support, employee involvement and
coercion.