Organizational culture stems from the actions of founders who hire and socialize employees to share their beliefs and values. This creates a dominant culture within the organization. Over time, smaller subcultures may develop within departments or locations. New employees experience stages of socialization as they learn the organization's culture, from initial expectations to confronting realities and ultimately adjusting to the work and group. An organization's mission statement articulates its purpose and vision, while funding options include grants, bootstrapping, crowdfunding, debt financing, and equity financing. Organizational culture serves to integrate members through shared values and rituals.
The LeaderServe Foundation & Retreat Center is in the early concept stage of development. This introductory presentation is in Draft Format.
Information, ideas, and graphic elements are subject to change without notice.
The LeaderServe Foundation & Retreat Center is in the early concept stage of development. This introductory presentation is in Draft Format.
Information, ideas, and graphic elements are subject to change without notice.
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https://bloomerang.co/resources/webinars/
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Training led by Dr. Danielle R. Moss, CEO of Oliver Scholars, aimed at helping diverse professionals in the nonprofit sector strategize when feeling limited by structural and institutional racism in the social sector.
This topic is related to Business, which is Entrepreneurship development. It can refer by any technical & Management students. It is useful for B.Tech and MBA students under BPUT Syllabus 2014
Which Leadership Style is Best for Your Nonprofit Fundraising?Bloomerang
https://bloomerang.co/resources/webinars/
In this webinar, Marc A. Pitman will share which leadership styles help nonprofits grow (and which may be harming your nonprofit). He’ll also show how basic internal processes can significantly improve your fundraising!
A lecture to second year sports journalism students at UEL about the relevance of Strategic Public Relations to sport. Also features a section about the use of Social Media as a tool.
Training led by Dr. Danielle R. Moss, CEO of Oliver Scholars, aimed at helping diverse professionals in the nonprofit sector strategize when feeling limited by structural and institutional racism in the social sector.
This topic is related to Business, which is Entrepreneurship development. It can refer by any technical & Management students. It is useful for B.Tech and MBA students under BPUT Syllabus 2014
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El YWCA de la ciudad de New York fue creada el 6 de junio de 1844 en Londres por George Williams. La idea de Williams fue alejar a los jóvenes del juego y la bebida, construyendo un lugar donde la recreación era importante ya que durante la Revolucion Industrial las condiciones de trabajo eran muy dificiles de vivirlas.
El YWCA es una de las organizaciónes mas grandes en los Estados Unidos de servicios comunitarios sin fines de lucro. La mision de este lugar esta enfocado en applicar y practicar diferentes principios cristianos construyendo asi un espíritu, una mente y un cuerpo saludable para todas las personas registradas en este programa. Con más de 2,500 YWCA, pueden satisfacer las necesidades de servicios sociales y de salud de 18.9 millones de hombres, mujeres y niños en más de 10,000 comunidades en los Estados Unidos. Es un lugar donde las religiones, razas, habilidades, edades e ingresos no tienen importancia Nadie es rechazado de la YWCA. Su fuerza radica en cumplir su objetivo de unir a las personas y obsequiarles una vida sana y positiva.
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As we discussed earlier in this course, organizational culture is the set of important assumptions (often unstated) that members of an organization share in common. Every organization has its own culture. An organization’s culture is similar to an individual’s personality—an intangible yet ever-present theme that provides meaning, direction, and the basis for action. In much the same way as personality influences the behavior of an individual, the shared assumptions (beliefs and values) among a firm’s members influence opinions and actions within that firm. A member of an organization can simply be aware of the organization’s beliefs and values without sharing them in a personally significant way. Those beliefs and values have more personal meaning if the member views them as a guide to appropriate behavior in the organization and, therefore, complies with them. The member becomes fundamentally committed to the beliefs and values when he or she internalizes them; that is, comes to hold them as personal beliefs and values. In this case, the corresponding behavior is intrinsically rewarding for the member—the member derives personal satisfaction from his or her actions in the organization because those actions are congruent with corresponding personal beliefs and values. Assumptions become shared assumptions through internalization among an organization’s individual members. And those shared, internalized beliefs about values shape the content and account for the strength of an organization’s culture.
Pearce, J. A. & Robinson, R. b. (2013). Strategic Management: Planning for Domestic and Global Competition (13th ed). New York, NY: McGraw Hill
1. So extend this assumption to the stakeholder - how does organizational culture impact them?Bottom of Form
As we conclude out course lets take a flashback to previous discussions over the last couple o of weeks. This posts brings us back to th ...
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Embracing the benefits of social conditioning while being mindful of its potential limitations allows us to grow both individually and collectively. For personality development classes, visit - sanjeevdatta.com
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This is a presentation I gave at California State University Dominguez Hills about a documentary film called, Dear Zachary, as it relates to film budgeting, self-promotion, fundraising, and indie box office potential. I recommend this movie to everyone (available on YouTube & Netflix). The storyline is very captivating and the gross total is commendable given the film's production value.
3. Organizational Culture
A common perception held by the
organization’s members; a system of shared
meaning
Dominant Culture
Expresses the core values that are shared by a
majority of the organization’s members
Subcultures
Mini-cultures within an organization, typically
defined by department designations and geographical
separation
5. Organizational Culture: How It Begins
Stems from the actions of the founders:
Founders hire & keep only employees who think &
feel the same way they do
Founders indoctrinate and socialize these
employees to their way of thinking & feeling
The founders’ own behavior acts as a role model
that encourages employees to identify with them &
thereby internalize their beliefs, values, &
assumptions
6. Stages In
Socialization
Process
Prearrival
The period of learning prior to a new employee joining the
organization
Encounter
When the new employee sees what the organization is really like &
confronts the possibility that expectations & reality may diverge
Metamorphosis
When the new employee changes & adjusts to the work, work group, &
organization
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7. Mission Statements
o Why the organization exists
o It is broad; visionary
o Answers: What is supposed to happen for whom because of what
we do?
o Examples:
– Google: To organize the world's information & make it
universally accessible & useful.
– Alzheimer’s Assoc.: To eliminate Alzheimer’s disease through
the advance of research; to provide care & support for all
affected; & to reduce the risk of dementia through the
promotion of brain health.
– VA: To fulfill President Lincoln's promise “To care for him who
shall have borne the battle, & for his widow, & his orphan” by
serving & honoring the men & women who are America’s Veterans.
8. Funding Options
Grants: come with stipulations; require grant reporting with
outcomes
Bootstrapping: use your own money
Friends/Family: make it clear they may not get their $ back
Crowdfunding: a wider pool of small investors with few
restrictions; ideal in the early stages of a business—
especially if you don’t qualify for a bank loan, aren’t ready
for angel funding
Debt Financing:
Bank Loan/Credit Line
Equity Financing:
Angel Investor (once business is established; expect solid
results)
9. - Richard Perrin
Organizational culture is the
sum of values and rituals, which
serve as ‘glue’ to integrate the
members of the organization.”
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10. Now what do I do?
To Learn More About Org. Culture
Click The Website Below
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https://goo.gl/Qw5L6c