Organizational Culture AnalysisSymbols of culture are called art.docx
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Organizational Culture Analysis Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment. Your paper should provide examples of and address each of the following topics: 1. Observable artifacts 2. Espoused values (These are what organizational members say they value, like ethical practice.) 3. Enacted values (These are reflected in the way individuals actually behave.) In addition, describe how each item listed above impacts the values and culture of the organization. .
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Organizational Culture AnalysisSymbols of culture are called artif.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Organizational Culture AnalysisSymbols of culture are called artif.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Organizational Culture AnalysisSymbols of culture are called.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
C
.
Organizational Culture AnalysisSymbols of culture are called a.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
a. Observable artifacts
b. Espoused values (These are what organizational members say they value, like ethical practice.)
c. Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Symbols of culture are called artifacts. Artifacts are the most .docx
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Symbols of culture are called artifacts. Artifacts are the most visi.docx
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Ashford 2 - Week 1 - AssignmentOrganizational Culture Analysis.docx
Ashford 2: - Week 1 - Assignment
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
.
Symbols of culture are called artifacts. Artifacts are the most visi.docx
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors).
For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
Text Book
Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.
.
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Organizational Culture AnalysisSymbols of culture are called artif.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Organizational Culture AnalysisSymbols of culture are called artif.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Organizational Culture AnalysisSymbols of culture are called.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
C
.
Organizational Culture AnalysisSymbols of culture are called a.docx
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
a. Observable artifacts
b. Espoused values (These are what organizational members say they value, like ethical practice.)
c. Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Symbols of culture are called artifacts. Artifacts are the most .docx
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Symbols of culture are called artifacts. Artifacts are the most visi.docx
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
.
Ashford 2 - Week 1 - AssignmentOrganizational Culture Analysis.docx
Ashford 2: - Week 1 - Assignment
Organizational Culture Analysis
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
.
Symbols of culture are called artifacts. Artifacts are the most visi.docx
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors).
For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is Ashford University’s shield that serves as our logo and is printed on transcripts, diplomas and letterhead paper. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must also follow the APA Style guide.
Text Book
Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.
.
Organizational Culture Analysis. Class room text is baack D (2012).docx
Organizational Culture Analysis. Class room text is baack D (2012)
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is a company’s logo printed on letterhead papers, company’s complementary cards, and ID cards. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must be 4 pages including introduction and reference pages with APA Style guide.
.
Cultural-Social-Political-and-Economic-symbols.pptx
This document discusses cultural, social, political, and economic symbols and practices. It defines what symbols are and their functions, including transferring culture and preserving traditions. It provides examples of different types of symbols such as cultural symbols that signify an ideology, social symbols related to human societies, political symbols that represent a political viewpoint, and economic symbols used in production and consumption. The document also discusses cultural practices as manifestations of a culture, including religious practices and forms of artistic expression. It provides a performance task to have the reader draw and explain a cultural or political symbol.
Organizational Culture
This document discusses organizational culture and provides definitions and models of organizational culture. It defines an organization as a social unit structured to meet goals, and culture as shared attitudes and practices. Organizational culture is defined as basic assumptions learned by a group to solve problems. Characteristics of culture include being difficult to define, multi-dimensional, relatively stable over time, and taking time to establish and change. Models of organizational culture described include Handy-Harrison's typology categorizing cultures, Quinn-Cameron's competing values framework, and Hofstede's cultural dimensions theory examining power distance.
Week 5_ repliesSuzette Wrote Organizational Culture includes .docx
Week 5_ replies
Suzette Wrote:
Organizational Culture includes a wide variety of actions, behaviors, meanings and symbols within the organization. The culture consists of the language that is used within the organization such as the titles of job descriptions. It includes how their messages are communicated to employees and their clients. It includes the organizations artifacts which is the style/décor of the organization. The culture also includes any ceremonies or rituals. It includes the values, the ethics and moral codes that is expected from employees. The culture is the idea and essence that is to be portrayed to the community. The culture is what the organization represents. “Cultures have tacit beliefs and values at their foundation” (Anderson, 2017. Pg. 302). Cultures also include the management style of the company such as the clan style, the adhocracy, the hierarchy, or the market type. My organizations culture is a hierarchy type where “Tradition and formality are dominant values. The emphasis is on stability, rules, and efficient processes” (Anderson, 2017. Pg. 301).
Reference:
Anderson, D.L. (2017). Organization development: The process of leading organizational change (4th Edition). Thousand Oaks, CA: Sage Publications.
Shanelle Wrote:
According to the article “Basic overview of Organizational” Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that's difficult to express distinctly, but everyone knows it when they sense it.
Elements of organizational culture listed in Chapter 12 that describe my organizational culture are language choices. Language choices sometimes can be hidden in the agency values, ethical beliefs and preferences. However, this culture can create a lot of assumptions and misguided communication. When the culture values, ethics and moral codes are compromise it violates the organization code of conduct.
McNamara, Cater (2019)Basic overview of Organizational. Retrieved from: https://managementhelp.org/organizations/culture.htm
Phillips, Jean & Gully, Stan (2015) Strategic Staffing. Pennsylvania:Pearson
...
Using the competing values framework as a point of reference- how woul.docx
Using the competing values framework as a point of reference, how would you describe Verizon\'s current organizational culture? Provide examples to support your conclusions.
Solution
According to Schein (1992), [3] culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. His organizational model illuminates culture from the standpoint of the observer, described by three cognitive levels of organizational culture.
At the first and most cursory level of Schein\'s model is organizational attributes that can be seen, felt and heard by the uninitiated observer - collectively known as artifacts . Included are the facilities, offices, furnishings, visible awards and recognition, the way that its members dress, how each person visibly interacts with each other and with organizational outsiders, and even company slogans, mission statements and other operational creeds.
Artifacts comprise the physical components of the organization that relay cultural meaning. Daniel Denison (1990) describes artifacts as the tangible aspects of culture shared by members of an organization. Verbal, behavioral and physical artifacts are the surface manifestations of organizational culture.
Rituals, the collective interpersonal behavior and values as demonstrated by that behavior, constitute the fabric of an organization\'s culture The contents of myths, stories, and sagas reveal the history of an organization and influence how people understand what their organization values and believes. Language, stories, and myths are examples of verbal artifacts and are represented in rituals and ceremonies. Technology and art exhibited by members or an organization are examples of physical artifacts.
The next level deals with the professed culture of an organization\'s members - the values . Shared values are individuals
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375.docx
This document outlines the requirements for a personal analysis assignment that is 20% of the student's grade. The assignment asks students to write an 800-word paper following APA style guidelines analyzing their personal and cultural background in light of intercultural awareness and interactions. The paper should have three parts: 1) defining personal and cultural values that have shaped the student, 2) explaining how the student's culture and experiences have shaped their understanding of Christianity, and 3) analyzing how the student's background helps or hinders relating to those of different cultures or religions. Students must cite 1-2 academic sources in their paper.
Participate in a Culture Walk One way to observe the culture in y.docx
Participate in a Culture Walk:
One way to observe the culture in your organization is to take a walk through the building to look at some of the signs of culture. For example: How is space allocated? Where are the offices located? Are supervisors located on the top floors or integrated throughout with the other employees? These types of nonverbal cues give a glimpse of the accepted culture of the organization.
For this project, apply concepts of culture as discussed in the reading. Remember, although this project asks for your experience and insights, its main objective is for you to apply the text readings and course concepts to your day to day life within an organization. Do not forget to add text material to support your points and cite your sources with in text citations and a Reference page in proper APA format. The essay should be 700–800 words and include the following elements with details, explanations and examples using the text material to support points.
Explain which of the three main approaches to organizational culture covered in the reading (practical, interpretive, critical- postmodern) would fit best to describe the culture of your organization.
How does the main view of organizational culture identified (practical, interpretive, critical- postmodern) affect the communication of the organization?
How is space allocated? Is there a distinction between the location and size of the office depending on the level of authority in the organization?
What types of things are posted on bulletin boards or displayed on walls?
What artifacts are displayed on desks or in other areas of the building? Are family photos or other personal items allowed?
How are common areas such as lunch rooms utilized? Are people grouped or integrated?
How do employees communicate with each other? Is the communication predominately formal or informal? What is said in memos or e-mail? What tones are used in the messages (formal or informal, pleasant or hostile, etc.)? How often do people communicate with one another? Is all communication written (e-mail), or do people communicate verbally?
How is information distributed? Is there a clear delineation of those who are “in the know” (meaning they are given company information) and those who are not “in the know?”
Do employees socialize outside of the workplace? Are they encouraged or discouraged to do so?
What are the rituals that are followed?
Who are the heroines and heroes that are held up as role models? What dominant social culture can you identify? What co-cultures can you identify?
Provide an overall conclusion on what you noticed about your organization’s culture and if that changed (or maintained) your perception of the organization in general.
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Organizational culture
This document is a term paper on organizational culture written by Arbnor Hoxhaj in 2014 for a seminar course. It received the top mark of 10. The paper defines organizational culture and discusses various perspectives on it from scholars like Hofstede, O'Reilly, Chatman, Caldwell, Deal and Kennedy, and Schein. It examines different types of cultures, factors that influence and shape culture, and impacts of culture on an organization. The paper also explores challenges of changing culture and issues like subcultures, mergers, and legal aspects related to organizational culture.
Organizational culture
This document is a term paper on organizational culture written by Arbnor Hoxhaj in 2014 for a seminar course. It received the top mark of 10. The paper defines organizational culture and discusses various authors' perspectives on types of organizational culture, including Hofstede, O'Reilly, Chatman, Caldwell, Deal and Kennedy, and Schein. It also covers factors influencing organizational culture, communicative indicators, strong versus weak cultures, and the impacts and challenges of cultural change. The paper provides a comprehensive overview of key concepts and models in the field of organizational culture.
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 ...
Rakhee rachel rajan organisational culture -1-
This document provides an overview of organizational culture. It discusses perspectives on organizational culture including integration, differentiation, and fragmentation. Key factors that shape organizational culture are artifacts, espoused values, and underlying assumptions. Organizational cultures can be classified into four types: control (hierarchy), compete (market), collaborate (clan), and create (adhocracy). Company culture is influenced by subcultures within departments. Important issues in shaping organizational culture include creating a climate for change, leadership, employee engagement, team orientation, tracking cultural change, and training/rewards. Organizational culture can impact performance, and merging cultures presents challenges.
Organizational Behavior Analysis In this assignment you will analy.docx
Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style
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Reflection Paper - CultureCulture is an important part of every .docx
Reflection Paper - Culture
Culture is an important part of every society. Without it, we would not know how to survive; culture is the toolbox that we use to navigate and interpret our social world. This reflection paper is intended to get you to think about and describe the cultures, subcultures and/or countercultures to which you belong. What are the most important cultural elements of your own culture or sub/counter-culture (e.g. styles of dress, behaviors, activities, symbols, etc.)? What are some of the values and norms of this social group? What sorts of sanctions are used to enforce these norms?
How might your culture differ from someone in China, India, or Afghanistan, or, how might it be similar (e.g. global diffusion of hip-hop and skateboarding subcultures)? How has your culture been affected by the forces of modernization and globalization? Be sure to use terms and concepts from our readings.
All Reflection Papers should be between 3–4 pages in length, typed, double-spaced with 12 point font and 1-inch margins. Reflection papers must make use of reference materials (course materials or outside readings), and must include in-text citations for the quotes or references made in your essay as well as a bibliography.
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Cultural approaches in organizational approaches
This document discusses cultural approaches to understanding organizations. It begins by defining culture and providing examples of Malaysian culture. It then outlines prescriptive views of culture from Deal and Kennedy on strong cultures and Peters and Waterman on excellent cultures. Deal and Kennedy identify four components of strong cultures while Peters and Waterman describe eight themes of excellent cultures. Finally, the document discusses descriptive and explanatory approaches, noting that cultures are complicated, emergent, not unitary, and often ambiguous.
1 Islamic Art History Guideline The 4-part analys
1
Islamic Art History
Guideline
The 4-part analysis method
The 4-part analysis method that art historians use:
• physical properties
• formal or visual structure (also known simply as form)
• subject matter and symbolism (also known as content or meaning)
• cultural context
•
1-The first part of the four-part analysis considers physical properties.
Questions:
Here are some questions we ask when we examine physical properties:
• What type of artwork is it: painting, sculpture, architecture, textile, woodwork?
• What is the work made of: stone, crushed minerals, inlaid lapis lazuli?
• How is that material visible? Is it smooth and hard or textured and rough?
• How has the material been handled? What technique was used to manipulate the
material?
• How big is the work? How does it compare to the size of a human body? Hint: The
textbook provides scale comparisons for all illustrations.
Evidence:
When we answer those questions, we provide evidence as it appears in the work of art.
2- Form
Form refers to the appearance of the work of art. We also call it the visual structure or style of
the work of art.
Form consists of how the artist uses the materials to create visual expression. This expression
comes through the building blocks of the work of art known as the visual elements (color, line,
light, texture, shape, space) and composition (organization of shapes, balance, and proportion).
The choice of how to handle these building blocks of the work of art--known as formal elements
and principles of design--is sometimes dictated by how all artists of a particular time and place
work. We call this a period or cultural style. In other cases, especially in the modern era, the
choice of formal characteristics is individual and the artist has a personal style.
2
What about form in architecture? This refers to the building blocks of floor plan, structural
elements like columns and domes, and the decorative elements that adorn the building.
Artists of a particular period and culture typically share similar forms or style. Knowing the
formal characteristics of this style an essential part of art history.
Questions:
When you analyze form or visual structure, here are some questions to ask.
• Is the work naturalistic? Does it look like things do in nature or does it depart from
visible forms? How?
• How is space presented? Does it create an illusion of three dimensions or is it flatter?
• How is color handled? Do the colors look like they do in nature? Do they repeat
throughout the image?
• How is line handled? Are things outlined? Are there real lines (like a road) or implied
lines (like a line of sight)?
• How are light and shadow handled? Is everything bathed in an even light or are there
dramatic highlights and deep shadows? Does shading help make things look three-
dimensional?
• How is the work organized? Is everything lined up in a row or are they grouped in a
pyramid ...
InstructionsEach of your responses will be graded not only for .docx
Instructions:
Each of your responses will be graded not only for its mastery of content, but also upon its efficacy as an academic essay. As such, it is expected that each response include an introduction with a thesis statement, body paragraphs which build upon each other, and a conclusion. Additionally, it is imperative that you use precise information when supporting your claims – remember to always cite your sources. Finally, proofread and edit your responses to ensure that your writing is clear, concise, and fully answers the prompt. Please do not plagiarize from the web. We check and if we do discover plagiarism we will immediately report it.
For writing assistance, you may want to contact Learning Support Services (located in the Academic Resource Center).
Formatting Papers:
400 words minimum (2 page maximum) response
per prompt
(1200 word minimum in total for all three responses)
Number your essays so that we understand which prompt (1, 2, 3, 4, 5, 6) you are answering
List all citations on a separate page, keeping the works cited page specific to and directly after each prompt question response (3 separate works cited pages)
Helvetica or Times New Roman, 12 point
Double spaced
1 inch margin on all sides (No header with name, title etc)
Saved as .pdf
Please
choose three
of these six questions to answer. EACH answer must be at least four paragraphs (400 words) but no longer than two pages. Each page should be double spaced, Times, 12pt.
What does “What you do to the land you do to your body” mean and where did it come from? (Some independent research might be necessary here.) Discuss three artists whose artwork directly addresses the concepts in this statement. In your answer be sure to describe at least one artwork by each artist and clearly state how the artworks relate to the statement.
Pick one environmental artist (eco-artist) that has been part of the modules so far. Do some outside research on them and explore their website and artworks. Choose one of their artworks to discuss, paying careful attention to choose one that has not mentioned so far in the readings/interviews/modules. Clearly state what materials and methods they use to make their artwork. Describe what influenced the artwork. Explain how this work can be or is considered environmental art? Use Linda Weintraub's readings to help you to define environmental art (eco-art) and defend your arguments as to how the work can be considered environmental art. Also look at other writings and articles to help understand and explain the context in which the artist makes their work.
How have different artists used walking to activate connections to land/landscape and how can artists represent an environmental issue through walking? Please name at least 2 specific artists we have discussed in class and cite examples of their walking pieces. Describe how these artists use embodiment in their work and are they effective in terms of heightening awareness.
Symbols have always been important parts of the human experience. Fo.docx
Symbols have always been important parts of the human experience. For this project, I want you to think about the symbols that define our/your culture and society today, and how they are sometimes used and abused by certain groups (including groups that promote pseudo archaeology) to create and promote their ideology.
First, read the following article, which talks about the history and multiple meanings of symbols such as the swastika and the confederate flag:
https://www.sapiens.org/culture/symbols-shifting-culture/ (Links to an external site.)
With this article in mind, identify one other symbol which you think is important in your world today. This symbol can be religious, national/patriotic, political, economic, etc. Then, answer the following questions in a brief presentation:
What is this symbol? What does it represent?
Thinking like an archaeologist, tell me how this symbol is materialized – where does it show up? In what kinds of places, objects, and situations?
What does this symbol say about what society (or a part of it) considers valuable, good, or bad?
Has this symbol been used or abused for a particular agenda? How? By whom? For what purpose?
.
6272015 Printhttpscontent.ashford.eduprintAUMGT380..docx
6/27/2015 Print
https://content.ashford.edu/print/AUMGT380.11.2?sections=ch03,sec3.1,sec3.2,sec3.3,sec3.4,sec3.5,sec3.6,sec3.7,sec3.8,ch3summary,ch04,sec4.1,sec4.2,s… 1/82
3 Leadership, Culture, Communication, and Diversity
The word culture can mean different things to different people: Perhaps it conjures up images of fine art, museums, and orchestras. Or perhaps it is the word you use
to describe the shared patterns, behaviors, and artifacts of a country, region, or society. In fact, culture does have different "layers" that interact. For example,
macrocultures include national, religious, ethnic, and occupational cultures that exist globally; organizational cultures exist in private, public, nonprofit, and
government arenas; subcultures are found in occupational groups within organizations; and microcultures exist within occupations inside and outside organizations
(Schein, 2010).
In this chapter, we focus on organizational culture before examining how culture more generally—in terms of countries, nationalities, ethnicities, and so on—can have
broad implications for leadership efficacy and success. While the first two chapters laid the foundation for understanding the nature of leadership, these final three
chapters show how leaders influence and shape organizations to achieve goals through communication, strategy, and teamwork. We begin this discussion with
organizational culture because it shares a mutually dependent relationship with these three dimensions: An organization's culture affects how people communicate,
how strategy is developed and implemented, and how people work in teams. Culture can also be defined in terms of these three dimensions. It is arguably the most
important internal organizational dimension. This chapter will also cover what is perhaps the more common usage of culture—international cultures—and how
different cultures and globalization present opportunities and challenges for leadership. Since organizational and national cultures are influenced by global trends—for
example, technology innovations, mergers and acquisitions, influx of international workers, and a mix of diverse values—leaders and followers must be able to
accommodate such changes in their organizations and teams. Understanding culture has a substantial payoff for everyone:
If we understand the dynamics of culture, we will be less likely to be puzzled, irritated, and anxious when we encounter the unfamiliar and
seemingly irrational behavior of people in organizations, and we will have a deeper understanding not only of why various groups of people or
organizations can be so different but also why it is so hard to change them. Even more important, if we understand culture better, we will
understand ourselves better and recognize some of the forces acting within us that define who we are. We will then understand that our
personality and character reflect the groups that socialized us and the groups with which we identify and to which we want to .
Organizational Behavior AnalysisIn this assignment you will .docx
Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center
Writing the Final Paper
The Final Paper:
Must be eight-to-ten double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must use headers
Must end with a conclusion that reaffirms your thesis.
Must document a minimum of four scholarly sources, in addition to the textbook, in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
.
In this assignment you will analyze the organizational behavior of y.docx
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook
.
write a 5-page, single-spaced (minimum) paper in which you examine a.docx
write a 5-page, single-spaced (minimum) paper in which you examine a form of a tangible gender communication (
an artifact
) i.e.
TV episode, newspaper article, movie, song/music video, photograph, magazine, exhibit, advertisement, social media group or exchange, interview etc.
It is your responsibility to choose an artifact that is content rich for analysis.
.
Write a 5-page paper using APA format (Not including title or re.docx
Write a 5-page paper using APA format (Not including title or reference pages) with at least four references. Two references must be peer-reviewed sources.
Summarize each of the seven approaches in the conflict resolution spectrum.
1. Resolution Triage Assessment
2. Early Resolution Meetings
3. Facilitated Roundtable Conversations
4. Mediation
5. Conflict Coaching
6. Early Neutral Evaluation
7. Team Conferencing
What are the benefits and risks of each approach?
.
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Organizational Culture Analysis. Class room text is baack D (2012)
Symbols of culture are called artifacts. Artifacts are the most visible and accessible level of culture. These include behaviors, stories, rituals (everyday practices that are repeated frequently), and symbols (e.g., company logos, company colors). For example, the president of a company volunteering at Habitat for Humanity is an artifact of culture. An example of symbols as an artifact of culture is a company’s logo printed on letterhead papers, company’s complementary cards, and ID cards. Submit a two- to three-page paper (excluding the title and reference pages) describing the culture of either your current or past place of employment.
Your paper should provide examples of and address each of the following topics:
Observable artifacts
Espoused values (These are what organizational members say they value, like ethical practice.)
Enacted values (These are reflected in the way individuals actually behave.)
In addition, describe how each item listed above impacts the values and culture of the organization.
Your paper must use a minimum of two scholarly sources, in addition to the textbook. Your paper must be 4 pages including introduction and reference pages with APA Style guide.
.
Cultural-Social-Political-and-Economic-symbols.pptx
This document discusses cultural, social, political, and economic symbols and practices. It defines what symbols are and their functions, including transferring culture and preserving traditions. It provides examples of different types of symbols such as cultural symbols that signify an ideology, social symbols related to human societies, political symbols that represent a political viewpoint, and economic symbols used in production and consumption. The document also discusses cultural practices as manifestations of a culture, including religious practices and forms of artistic expression. It provides a performance task to have the reader draw and explain a cultural or political symbol.
Organizational Culture
This document discusses organizational culture and provides definitions and models of organizational culture. It defines an organization as a social unit structured to meet goals, and culture as shared attitudes and practices. Organizational culture is defined as basic assumptions learned by a group to solve problems. Characteristics of culture include being difficult to define, multi-dimensional, relatively stable over time, and taking time to establish and change. Models of organizational culture described include Handy-Harrison's typology categorizing cultures, Quinn-Cameron's competing values framework, and Hofstede's cultural dimensions theory examining power distance.
Week 5_ repliesSuzette Wrote Organizational Culture includes .docx
Week 5_ replies
Suzette Wrote:
Organizational Culture includes a wide variety of actions, behaviors, meanings and symbols within the organization. The culture consists of the language that is used within the organization such as the titles of job descriptions. It includes how their messages are communicated to employees and their clients. It includes the organizations artifacts which is the style/décor of the organization. The culture also includes any ceremonies or rituals. It includes the values, the ethics and moral codes that is expected from employees. The culture is the idea and essence that is to be portrayed to the community. The culture is what the organization represents. “Cultures have tacit beliefs and values at their foundation” (Anderson, 2017. Pg. 302). Cultures also include the management style of the company such as the clan style, the adhocracy, the hierarchy, or the market type. My organizations culture is a hierarchy type where “Tradition and formality are dominant values. The emphasis is on stability, rules, and efficient processes” (Anderson, 2017. Pg. 301).
Reference:
Anderson, D.L. (2017). Organization development: The process of leading organizational change (4th Edition). Thousand Oaks, CA: Sage Publications.
Shanelle Wrote:
According to the article “Basic overview of Organizational” Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that's difficult to express distinctly, but everyone knows it when they sense it.
Elements of organizational culture listed in Chapter 12 that describe my organizational culture are language choices. Language choices sometimes can be hidden in the agency values, ethical beliefs and preferences. However, this culture can create a lot of assumptions and misguided communication. When the culture values, ethics and moral codes are compromise it violates the organization code of conduct.
McNamara, Cater (2019)Basic overview of Organizational. Retrieved from: https://managementhelp.org/organizations/culture.htm
Phillips, Jean & Gully, Stan (2015) Strategic Staffing. Pennsylvania:Pearson
...
Using the competing values framework as a point of reference- how woul.docx
Using the competing values framework as a point of reference, how would you describe Verizon\'s current organizational culture? Provide examples to support your conclusions.
Solution
According to Schein (1992), [3] culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. His organizational model illuminates culture from the standpoint of the observer, described by three cognitive levels of organizational culture.
At the first and most cursory level of Schein\'s model is organizational attributes that can be seen, felt and heard by the uninitiated observer - collectively known as artifacts . Included are the facilities, offices, furnishings, visible awards and recognition, the way that its members dress, how each person visibly interacts with each other and with organizational outsiders, and even company slogans, mission statements and other operational creeds.
Artifacts comprise the physical components of the organization that relay cultural meaning. Daniel Denison (1990) describes artifacts as the tangible aspects of culture shared by members of an organization. Verbal, behavioral and physical artifacts are the surface manifestations of organizational culture.
Rituals, the collective interpersonal behavior and values as demonstrated by that behavior, constitute the fabric of an organization\'s culture The contents of myths, stories, and sagas reveal the history of an organization and influence how people understand what their organization values and believes. Language, stories, and myths are examples of verbal artifacts and are represented in rituals and ceremonies. Technology and art exhibited by members or an organization are examples of physical artifacts.
The next level deals with the professed culture of an organization\'s members - the values . Shared values are individuals
.
375.docx
This document outlines the requirements for a personal analysis assignment that is 20% of the student's grade. The assignment asks students to write an 800-word paper following APA style guidelines analyzing their personal and cultural background in light of intercultural awareness and interactions. The paper should have three parts: 1) defining personal and cultural values that have shaped the student, 2) explaining how the student's culture and experiences have shaped their understanding of Christianity, and 3) analyzing how the student's background helps or hinders relating to those of different cultures or religions. Students must cite 1-2 academic sources in their paper.
Participate in a Culture Walk One way to observe the culture in y.docx
Participate in a Culture Walk:
One way to observe the culture in your organization is to take a walk through the building to look at some of the signs of culture. For example: How is space allocated? Where are the offices located? Are supervisors located on the top floors or integrated throughout with the other employees? These types of nonverbal cues give a glimpse of the accepted culture of the organization.
For this project, apply concepts of culture as discussed in the reading. Remember, although this project asks for your experience and insights, its main objective is for you to apply the text readings and course concepts to your day to day life within an organization. Do not forget to add text material to support your points and cite your sources with in text citations and a Reference page in proper APA format. The essay should be 700–800 words and include the following elements with details, explanations and examples using the text material to support points.
Explain which of the three main approaches to organizational culture covered in the reading (practical, interpretive, critical- postmodern) would fit best to describe the culture of your organization.
How does the main view of organizational culture identified (practical, interpretive, critical- postmodern) affect the communication of the organization?
How is space allocated? Is there a distinction between the location and size of the office depending on the level of authority in the organization?
What types of things are posted on bulletin boards or displayed on walls?
What artifacts are displayed on desks or in other areas of the building? Are family photos or other personal items allowed?
How are common areas such as lunch rooms utilized? Are people grouped or integrated?
How do employees communicate with each other? Is the communication predominately formal or informal? What is said in memos or e-mail? What tones are used in the messages (formal or informal, pleasant or hostile, etc.)? How often do people communicate with one another? Is all communication written (e-mail), or do people communicate verbally?
How is information distributed? Is there a clear delineation of those who are “in the know” (meaning they are given company information) and those who are not “in the know?”
Do employees socialize outside of the workplace? Are they encouraged or discouraged to do so?
What are the rituals that are followed?
Who are the heroines and heroes that are held up as role models? What dominant social culture can you identify? What co-cultures can you identify?
Provide an overall conclusion on what you noticed about your organization’s culture and if that changed (or maintained) your perception of the organization in general.
.
Organizational culture
This document is a term paper on organizational culture written by Arbnor Hoxhaj in 2014 for a seminar course. It received the top mark of 10. The paper defines organizational culture and discusses various perspectives on it from scholars like Hofstede, O'Reilly, Chatman, Caldwell, Deal and Kennedy, and Schein. It examines different types of cultures, factors that influence and shape culture, and impacts of culture on an organization. The paper also explores challenges of changing culture and issues like subcultures, mergers, and legal aspects related to organizational culture.
Organizational culture
This document is a term paper on organizational culture written by Arbnor Hoxhaj in 2014 for a seminar course. It received the top mark of 10. The paper defines organizational culture and discusses various authors' perspectives on types of organizational culture, including Hofstede, O'Reilly, Chatman, Caldwell, Deal and Kennedy, and Schein. It also covers factors influencing organizational culture, communicative indicators, strong versus weak cultures, and the impacts and challenges of cultural change. The paper provides a comprehensive overview of key concepts and models in the field of organizational culture.
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 ...
Rakhee rachel rajan organisational culture -1-
This document provides an overview of organizational culture. It discusses perspectives on organizational culture including integration, differentiation, and fragmentation. Key factors that shape organizational culture are artifacts, espoused values, and underlying assumptions. Organizational cultures can be classified into four types: control (hierarchy), compete (market), collaborate (clan), and create (adhocracy). Company culture is influenced by subcultures within departments. Important issues in shaping organizational culture include creating a climate for change, leadership, employee engagement, team orientation, tracking cultural change, and training/rewards. Organizational culture can impact performance, and merging cultures presents challenges.
Organizational Behavior Analysis In this assignment you will analy.docx
Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style
.
Reflection Paper - CultureCulture is an important part of every .docx
Reflection Paper - Culture
Culture is an important part of every society. Without it, we would not know how to survive; culture is the toolbox that we use to navigate and interpret our social world. This reflection paper is intended to get you to think about and describe the cultures, subcultures and/or countercultures to which you belong. What are the most important cultural elements of your own culture or sub/counter-culture (e.g. styles of dress, behaviors, activities, symbols, etc.)? What are some of the values and norms of this social group? What sorts of sanctions are used to enforce these norms?
How might your culture differ from someone in China, India, or Afghanistan, or, how might it be similar (e.g. global diffusion of hip-hop and skateboarding subcultures)? How has your culture been affected by the forces of modernization and globalization? Be sure to use terms and concepts from our readings.
All Reflection Papers should be between 3–4 pages in length, typed, double-spaced with 12 point font and 1-inch margins. Reflection papers must make use of reference materials (course materials or outside readings), and must include in-text citations for the quotes or references made in your essay as well as a bibliography.
.
Cultural approaches in organizational approaches
This document discusses cultural approaches to understanding organizations. It begins by defining culture and providing examples of Malaysian culture. It then outlines prescriptive views of culture from Deal and Kennedy on strong cultures and Peters and Waterman on excellent cultures. Deal and Kennedy identify four components of strong cultures while Peters and Waterman describe eight themes of excellent cultures. Finally, the document discusses descriptive and explanatory approaches, noting that cultures are complicated, emergent, not unitary, and often ambiguous.
1 Islamic Art History Guideline The 4-part analys
1
Islamic Art History
Guideline
The 4-part analysis method
The 4-part analysis method that art historians use:
• physical properties
• formal or visual structure (also known simply as form)
• subject matter and symbolism (also known as content or meaning)
• cultural context
•
1-The first part of the four-part analysis considers physical properties.
Questions:
Here are some questions we ask when we examine physical properties:
• What type of artwork is it: painting, sculpture, architecture, textile, woodwork?
• What is the work made of: stone, crushed minerals, inlaid lapis lazuli?
• How is that material visible? Is it smooth and hard or textured and rough?
• How has the material been handled? What technique was used to manipulate the
material?
• How big is the work? How does it compare to the size of a human body? Hint: The
textbook provides scale comparisons for all illustrations.
Evidence:
When we answer those questions, we provide evidence as it appears in the work of art.
2- Form
Form refers to the appearance of the work of art. We also call it the visual structure or style of
the work of art.
Form consists of how the artist uses the materials to create visual expression. This expression
comes through the building blocks of the work of art known as the visual elements (color, line,
light, texture, shape, space) and composition (organization of shapes, balance, and proportion).
The choice of how to handle these building blocks of the work of art--known as formal elements
and principles of design--is sometimes dictated by how all artists of a particular time and place
work. We call this a period or cultural style. In other cases, especially in the modern era, the
choice of formal characteristics is individual and the artist has a personal style.
2
What about form in architecture? This refers to the building blocks of floor plan, structural
elements like columns and domes, and the decorative elements that adorn the building.
Artists of a particular period and culture typically share similar forms or style. Knowing the
formal characteristics of this style an essential part of art history.
Questions:
When you analyze form or visual structure, here are some questions to ask.
• Is the work naturalistic? Does it look like things do in nature or does it depart from
visible forms? How?
• How is space presented? Does it create an illusion of three dimensions or is it flatter?
• How is color handled? Do the colors look like they do in nature? Do they repeat
throughout the image?
• How is line handled? Are things outlined? Are there real lines (like a road) or implied
lines (like a line of sight)?
• How are light and shadow handled? Is everything bathed in an even light or are there
dramatic highlights and deep shadows? Does shading help make things look three-
dimensional?
• How is the work organized? Is everything lined up in a row or are they grouped in a
pyramid ...
InstructionsEach of your responses will be graded not only for .docx
Instructions:
Each of your responses will be graded not only for its mastery of content, but also upon its efficacy as an academic essay. As such, it is expected that each response include an introduction with a thesis statement, body paragraphs which build upon each other, and a conclusion. Additionally, it is imperative that you use precise information when supporting your claims – remember to always cite your sources. Finally, proofread and edit your responses to ensure that your writing is clear, concise, and fully answers the prompt. Please do not plagiarize from the web. We check and if we do discover plagiarism we will immediately report it.
For writing assistance, you may want to contact Learning Support Services (located in the Academic Resource Center).
Formatting Papers:
400 words minimum (2 page maximum) response
per prompt
(1200 word minimum in total for all three responses)
Number your essays so that we understand which prompt (1, 2, 3, 4, 5, 6) you are answering
List all citations on a separate page, keeping the works cited page specific to and directly after each prompt question response (3 separate works cited pages)
Helvetica or Times New Roman, 12 point
Double spaced
1 inch margin on all sides (No header with name, title etc)
Saved as .pdf
Please
choose three
of these six questions to answer. EACH answer must be at least four paragraphs (400 words) but no longer than two pages. Each page should be double spaced, Times, 12pt.
What does “What you do to the land you do to your body” mean and where did it come from? (Some independent research might be necessary here.) Discuss three artists whose artwork directly addresses the concepts in this statement. In your answer be sure to describe at least one artwork by each artist and clearly state how the artworks relate to the statement.
Pick one environmental artist (eco-artist) that has been part of the modules so far. Do some outside research on them and explore their website and artworks. Choose one of their artworks to discuss, paying careful attention to choose one that has not mentioned so far in the readings/interviews/modules. Clearly state what materials and methods they use to make their artwork. Describe what influenced the artwork. Explain how this work can be or is considered environmental art? Use Linda Weintraub's readings to help you to define environmental art (eco-art) and defend your arguments as to how the work can be considered environmental art. Also look at other writings and articles to help understand and explain the context in which the artist makes their work.
How have different artists used walking to activate connections to land/landscape and how can artists represent an environmental issue through walking? Please name at least 2 specific artists we have discussed in class and cite examples of their walking pieces. Describe how these artists use embodiment in their work and are they effective in terms of heightening awareness.
Symbols have always been important parts of the human experience. Fo.docx
Symbols have always been important parts of the human experience. For this project, I want you to think about the symbols that define our/your culture and society today, and how they are sometimes used and abused by certain groups (including groups that promote pseudo archaeology) to create and promote their ideology.
First, read the following article, which talks about the history and multiple meanings of symbols such as the swastika and the confederate flag:
https://www.sapiens.org/culture/symbols-shifting-culture/ (Links to an external site.)
With this article in mind, identify one other symbol which you think is important in your world today. This symbol can be religious, national/patriotic, political, economic, etc. Then, answer the following questions in a brief presentation:
What is this symbol? What does it represent?
Thinking like an archaeologist, tell me how this symbol is materialized – where does it show up? In what kinds of places, objects, and situations?
What does this symbol say about what society (or a part of it) considers valuable, good, or bad?
Has this symbol been used or abused for a particular agenda? How? By whom? For what purpose?
.
6272015 Printhttpscontent.ashford.eduprintAUMGT380..docx
6/27/2015 Print
https://content.ashford.edu/print/AUMGT380.11.2?sections=ch03,sec3.1,sec3.2,sec3.3,sec3.4,sec3.5,sec3.6,sec3.7,sec3.8,ch3summary,ch04,sec4.1,sec4.2,s… 1/82
3 Leadership, Culture, Communication, and Diversity
The word culture can mean different things to different people: Perhaps it conjures up images of fine art, museums, and orchestras. Or perhaps it is the word you use
to describe the shared patterns, behaviors, and artifacts of a country, region, or society. In fact, culture does have different "layers" that interact. For example,
macrocultures include national, religious, ethnic, and occupational cultures that exist globally; organizational cultures exist in private, public, nonprofit, and
government arenas; subcultures are found in occupational groups within organizations; and microcultures exist within occupations inside and outside organizations
(Schein, 2010).
In this chapter, we focus on organizational culture before examining how culture more generally—in terms of countries, nationalities, ethnicities, and so on—can have
broad implications for leadership efficacy and success. While the first two chapters laid the foundation for understanding the nature of leadership, these final three
chapters show how leaders influence and shape organizations to achieve goals through communication, strategy, and teamwork. We begin this discussion with
organizational culture because it shares a mutually dependent relationship with these three dimensions: An organization's culture affects how people communicate,
how strategy is developed and implemented, and how people work in teams. Culture can also be defined in terms of these three dimensions. It is arguably the most
important internal organizational dimension. This chapter will also cover what is perhaps the more common usage of culture—international cultures—and how
different cultures and globalization present opportunities and challenges for leadership. Since organizational and national cultures are influenced by global trends—for
example, technology innovations, mergers and acquisitions, influx of international workers, and a mix of diverse values—leaders and followers must be able to
accommodate such changes in their organizations and teams. Understanding culture has a substantial payoff for everyone:
If we understand the dynamics of culture, we will be less likely to be puzzled, irritated, and anxious when we encounter the unfamiliar and
seemingly irrational behavior of people in organizations, and we will have a deeper understanding not only of why various groups of people or
organizations can be so different but also why it is so hard to change them. Even more important, if we understand culture better, we will
understand ourselves better and recognize some of the forces acting within us that define who we are. We will then understand that our
personality and character reflect the groups that socialized us and the groups with which we identify and to which we want to .
Organizational Behavior AnalysisIn this assignment you will .docx
Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center
Writing the Final Paper
The Final Paper:
Must be eight-to-ten double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must use headers
Must end with a conclusion that reaffirms your thesis.
Must document a minimum of four scholarly sources, in addition to the textbook, in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
.
In this assignment you will analyze the organizational behavior of y.docx
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook
.
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Symbols have always been important parts of the human experience. Fo.docx
Symbols have always been important parts of the human experience. Fo.docx
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Preparation
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Note:
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Assessment Instructions
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Competency 1: Evaluate the purpose and relevance of leadership.
Analyze how a leader reflects the definition of leadership.
Evaluate leadership style, characteristics, or themes in relation to the purpose and relevance of effective leadership.
Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
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Reference
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
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Assessment Example
Assessment 5 Example
.
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
BUS-FP3012 – Fundamentals of Leadership
Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Capella Resources
For a list of key leaders you might consider for Option B of your assessment, see the
Option B Leaders List [DOC]
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Bookstore Resources
These resources are available from the
Capella University Bookstore
.
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
(6th ed.). Hoboken, NJ: Wiley.
Chapter 13, "Leadership Is Everyone's Business."
Preparation
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