The Environment and Corporate Culture
1. Define an organizational ecosystem and how the general and task environments affect an organization’s ability to thrive.
The organizational environment consists of all elements existing outside the boundary of the organization that have the potential to affect and influence the organization. This environment consists of two layers: the task environment and the general environment.
The task environment is closer to the organization and includes the sectors that conduct day-to-day transactions with the organization and directly influence its basic operations and performance such as competitors, suppliers, and customers.
The general environment affects the organization indirectly. It includes social, economic, legal-political, international, natural, and technological factors that influence all organizations about equally.
2. Explain the strategies that managers use to help organizations adapt to an uncertain or turbulent environment.
The environment creates uncertainty for organization managers. Uncertainty means that managers do not have sufficient information about environmental factors to understand and predict environmental needs and changes. Two basic factors that influence uncertainty are the number of factors that affect the organization and the extent to which those factors change. Strategies to adapt to these changes in the environment include boundary-spanning roles, interorganizational partnerships, and mergers and joint ventures.
Boundary-spanning roles are assumed by people and/or departments that link and coordinate the organization with key elements in the external environment. Interorganizational partnerships are a popular strategy for adapting to the environment by reducing boundaries and increasing collaboration with other organizations. A merger is the combining of two or more organizations into one. A joint venture involves a strategic alliance or program by two or more organizations.
3. Define corporate culture.
Culture can be defined as the set of key values, beliefs, understandings, and norms shared by members of an organization. It can be analyzed at two levels. At the surface level are visible artifacts, which include things such as manner of dress, patterns of behavior, physical symbols, organizational ceremonies, and office layout. At a deeper, less obvious level are the expressed values and beliefs, which can be discerned from how people explain and justify what they do. These are values that members of the organization hold at a conscious level. They can be interpreted from the stories, language, and symbols that organization members use to represent them. Some values become so deeply embedded in a culture that members are no longer consciously aware of them. These basic, underlying assumptions and beliefs are the essence of culture and subconsciously guide behavior and decisions.
4. Provide organizational examples of symbols, stories, heroes, slogans, and ce.
"Dive into the intricate world of the Business Environment with this insightful presentation. Tailored for students, entrepreneurs, and professionals alike, it delves deep into the dynamic forces shaping today's business landscape. Topics covered include market analysis, regulatory shifts, cutting-edge technology trends, and the growing importance of sustainability. Packed with real-world case studies and data-driven insights, this presentation equips you with valuable knowledge and actionable strategies to navigate the ever-evolving challenges and opportunities in the business world. Stay ahead of the curve and gain a competitive edge with this comprehensive exploration of the Business Environment."
The document discusses the organizational environment and culture. It describes the external environment as consisting of general environmental factors like economic conditions that indirectly influence all organizations, as well as task environmental factors like competitors and customers that directly interact with the organization. The internal environment includes elements like employees and corporate culture. Organizational culture represents the shared values and norms that guide member behavior and decision-making. Managers play an important symbolic role in shaping culture through stories, symbols and actions, though their ability to directly impact outcomes is limited by external factors beyond their control.
The document discusses corporate culture and its impact on organizational performance. It defines corporate culture as the amalgamation of values, vision, mission, and day-to-day communication and interactions that create the atmosphere for how people work. Research shows corporate culture is the most important factor for driving innovation. An effective culture stems from understanding individuals and leadership relating goals in a way employees can internalize. It also requires promoting diverse thinking and shared knowledge to create collaborative cohesion that propels culture positively. Maintaining culture requires reinforcement at all employee lifecycle stages from hiring to retention.
It explains about the organizational culture and its advantages, outcome of HR culture and how it helps to attain organizational sustainability in present conditions and also in future. the organizational culture explains the shared beliefs, values and norms followed in their organization which is distinct from other organization to attract competent employees and also to become competitive advantage among others.
This document discusses key concepts in organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Strong cultures have coherent values that guide employee behavior. The external environment comprises factors outside an organization that influence its performance. Managers must consider stakeholders and deal with environmental uncertainty. How well a culture adapts to its environment affects organizational success.
Chapter 9: Social Behavior and Good GovernanceKimber Palada
Chapter 9: Organization's Vision, Values & Mission from the book of Corporate Social Responsibility and Good Governance by Samuel Mejia Salvador, Gloria J. Toletino-Baysa & Ellinor C. Fua-Geronimo
The document discusses organizational culture, comparing the cultures of two manufacturing firms, Organization A and Organization B. Organization A has a risk-averse, detail-oriented culture where rules are strictly followed and individual work is emphasized. Organization B encourages risk-taking, rewards innovation, has loose supervision and focuses on teamwork. The document also covers how cultures form based on founders' philosophies and socialization of new employees, and how cultures can impact performance, customer responsiveness and ethics.
Dive deep into the heart of your organizational! Explore what shapes your organizational culture and its impact on employee satisfaction, productivity, and success. Learn how to leverage it for a thriving workplace.
"Dive into the intricate world of the Business Environment with this insightful presentation. Tailored for students, entrepreneurs, and professionals alike, it delves deep into the dynamic forces shaping today's business landscape. Topics covered include market analysis, regulatory shifts, cutting-edge technology trends, and the growing importance of sustainability. Packed with real-world case studies and data-driven insights, this presentation equips you with valuable knowledge and actionable strategies to navigate the ever-evolving challenges and opportunities in the business world. Stay ahead of the curve and gain a competitive edge with this comprehensive exploration of the Business Environment."
The document discusses the organizational environment and culture. It describes the external environment as consisting of general environmental factors like economic conditions that indirectly influence all organizations, as well as task environmental factors like competitors and customers that directly interact with the organization. The internal environment includes elements like employees and corporate culture. Organizational culture represents the shared values and norms that guide member behavior and decision-making. Managers play an important symbolic role in shaping culture through stories, symbols and actions, though their ability to directly impact outcomes is limited by external factors beyond their control.
The document discusses corporate culture and its impact on organizational performance. It defines corporate culture as the amalgamation of values, vision, mission, and day-to-day communication and interactions that create the atmosphere for how people work. Research shows corporate culture is the most important factor for driving innovation. An effective culture stems from understanding individuals and leadership relating goals in a way employees can internalize. It also requires promoting diverse thinking and shared knowledge to create collaborative cohesion that propels culture positively. Maintaining culture requires reinforcement at all employee lifecycle stages from hiring to retention.
It explains about the organizational culture and its advantages, outcome of HR culture and how it helps to attain organizational sustainability in present conditions and also in future. the organizational culture explains the shared beliefs, values and norms followed in their organization which is distinct from other organization to attract competent employees and also to become competitive advantage among others.
This document discusses key concepts in organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Strong cultures have coherent values that guide employee behavior. The external environment comprises factors outside an organization that influence its performance. Managers must consider stakeholders and deal with environmental uncertainty. How well a culture adapts to its environment affects organizational success.
Chapter 9: Social Behavior and Good GovernanceKimber Palada
Chapter 9: Organization's Vision, Values & Mission from the book of Corporate Social Responsibility and Good Governance by Samuel Mejia Salvador, Gloria J. Toletino-Baysa & Ellinor C. Fua-Geronimo
The document discusses organizational culture, comparing the cultures of two manufacturing firms, Organization A and Organization B. Organization A has a risk-averse, detail-oriented culture where rules are strictly followed and individual work is emphasized. Organization B encourages risk-taking, rewards innovation, has loose supervision and focuses on teamwork. The document also covers how cultures form based on founders' philosophies and socialization of new employees, and how cultures can impact performance, customer responsiveness and ethics.
Dive deep into the heart of your organizational! Explore what shapes your organizational culture and its impact on employee satisfaction, productivity, and success. Learn how to leverage it for a thriving workplace.
Organizational culture is defined as a system of shared meanings held by members that distinguishes an organization. It is shaped by values and behaviors that influence how employees act. There are dominant and sub-cultures within organizations. Culture is created through strategic values determined by management that guide employee actions and behavior. Culture is maintained through employee selection and socialization processes like storytelling that reinforce core values. Organizational change challenges the existing culture and can lead to resistance, so managers must understand reasons for resistance and involve employees in the planning process to successfully implement changes.
Organizational culture refers to the shared attitudes, beliefs, customs, and behaviors that characterize an organization and its employees. A strong organizational culture can provide guidelines for employees and influence behaviors, decision making, and performance. To improve employee performance, organizations should maintain job satisfaction, provide training opportunities, give regular feedback, and clearly communicate expectations. Managing employee performance through goal setting and reviews allows organizations to align their workforce with strategic objectives, motivate employees, and gain efficiencies.
Organizational culture plays a vital role in encouraging innovation and creativity. There are different types of organizational cultures like hierarchy, market, clan, and adhocracy that can influence innovation. Factors like leadership support, open communication, risk-taking, and collaborative networks can promote creativity within an organization's culture. NIIT is an example of a company that fostered qualities like teamwork and customer focus through its strong organizational culture to support innovation.
The document discusses organizational culture, socialization, and mentoring. It defines organizational culture as the shared meanings and values that distinguish one organization from others. There are typically dominant and subcultures within organizations. Socialization is important for adapting new employees to the organizational culture and involves three stages - pre-arrival, encounter, and metamorphosis. Employees learn the culture through rituals, stories, symbols, and language. A strong, ethical culture can positively influence employee behavior.
The document outlines key concepts from an organizational behavior chapter, including:
1) It contrasts omnipotent and symbolic views of managers and their discretion within organizations.
2) It describes the seven dimensions of organizational culture and how culture is transmitted.
3) It discusses characteristics of ethical, innovative, and customer-responsive cultures and the importance of workplace spirituality.
4) It defines the external environment and stakeholders, and explains how to manage external relationships.
This document outlines the table of contents for a paper on organizational culture and leadership. The document covers topics such as the influence of leaders on culture, how culture is created, characteristics of organizational culture, how culture affects leadership, and the importance of trust and leadership in culture. It also compares traditional American and Indian leadership styles and discusses how culture shapes leadership and vice versa.
Lussier, R.N., & Achua, C.F. (2013). Leadership: Theory, application& skill development
(5th ed.). Mason, OH: South-Western.
The Power of Culture
An organization’s culture determines the way that it responds to changes in its external and
internal environments. The response to changes in the external environment such as emerging
opportunities and threats are reflected in the organization’s vision, mission, objectives, and core
strategies. The response to internal matters such as how power and status are determined, how
resources are allocated, membership criteria, or how leaders and followers relate and interact
with each other, is reflected in the organization’s policies, procedures, and principles.
Organizational performance is enhanced when strategy, structure, and capabilities are aligned to
culture.15 Experts and scholars on organizational culture have long maintained that culture serves
two important functions in organizations: (1) it creates internal unity, and (2) it helps the
organization adapt to the external environment.16
Internal Unity
Organizational culture defines a normative order that serves as a source of consistent behavior
inside an organization. To the extent that culture provides organizational members with a way of
making sense of their daily lives and establishes guidelines and rules for how to behave, it is a
social control mechanism. A supportive culture provides a system of informal rules and peer
pressures, which can be very powerful in influencing behavior, thus affecting organizational
performance.17 A strong culture provides a value system that regulates behavior and promotes
strong employee identification with the organization’s vision, mission, goals, and strategy.
Culturally approved behavior thrives and is rewarded, while culturally disapproved behavior is
discouraged and even punished. Culture offers a shared understanding about the identity of an
organization. The right culture can make employees feel that they are valued participants and, as
such, 359360become self-motivated to take on the challenge of realizing the organization’s
mission and work together as a team. It can transform an organization’s workforce into a source
of creativity and innovative solutions.
External Adaptation
Culture determines how the organization responds to changes in its external environment.
Depending on the volatility in the business environment, some changes are significant enough to
force members to question aspects of their organization’s identity and purpose. Culture plays a
role in informing and supporting sense-making or meaning when external changes are severe
enough to force members to re-evaluate aspects of their organizational identity and purpose.
Having the right culture can ensure that an organization responds quickly to rapidly changing
customer needs or the actions of a competitor. For example, if the competitive environment
requires a strategy of superior customer serv ...
Organizational psychology involves applying psychological theories to diagnose and solve organizational problems. It studies the relationships between organizations and their members, as well as organizations' relationships to larger social structures. Organizational psychologists help organizations with hiring, training, feedback systems, and improving employee performance and organizational effectiveness. They apply psychological principles to address human aspects of the workplace.
Organizational psychology uses psychological theories to address organizational problems. It studies relationships within organizations and between organizations and society. Organizational psychologists apply psychological principles to human resources. They help improve employee performance and efficiency to enhance organizational effectiveness. Major leadership theories include: trait theory, which focuses on innate qualities of leaders; behavioral theory, which emphasizes observable leader actions; contingency theory, which stresses situational factors; and situational theory, which examines how leader style varies based on follower readiness.
Organizational culture refers to the shared values, norms, and behaviors within an organization. It is created by founders and key members and distinguishes one organization from others. Effectiveness means achieving intended outcomes. To improve effectiveness, organizations should align areas like reliability, speed, and quality. They should also improve adoption, build capabilities among staff, focus on customers and quality, and utilize technology. Leadership requires understanding strengths/weaknesses and balancing quality with costs.
Organizational culture refers to the personality and shared assumptions, values, and norms that develop within an organization. It influences behaviors and outputs like strategies and products. Culture is difficult to change but important to consider when managing organizational change. There are different types of cultures like "academy," "baseball team," "club," and "fortress" cultures that shape employee roles and experiences. Organizational climate is members' collective perceptions and feelings about the organization that can shift more easily than culture. Leaders influence both the culture and climate through their own behaviors and priorities they establish.
The document defines organizational culture as shared assumptions, values and beliefs that govern employee behavior. It lists 7 characteristics of organizational culture: innovation, attention to detail, emphasis on outcomes, emphasis on people, teamwork, aggressiveness, and stability. It provides principles for working with organizational culture, including understanding the current culture, changing behaviors to change mindsets, focusing on critical behaviors, using informal leaders, linking culture to business objectives, demonstrating quick impact, spreading ideas virally, aligning programs with behaviors, and actively managing the culture over time.
Minor project Report " A role of culture on HRM"anagha1992
Organizational culture refers to the shared beliefs, values, and behaviors that characterize an organization. An organization's culture is shaped by its history, leaders, and approaches to challenges. The document discusses how organizational culture influences human resource management (HRM) practices like recruitment, training, and performance management. It also notes that some scholars believe culture drives HRM practices, while others believe HRM practices shape organizational culture. Effective HRM involves understanding and aligning practices with an organization's unique culture.
The Corporation And Internal stakeholdersAsHra ReHmat
This document discusses organizational culture and internal stakeholders. It begins by outlining how value-based stakeholder management assessments can help implement ethics training programs more effectively. It then defines organizational culture as shared values and meanings held in common and transmitted through leadership, heroes, rituals, and communication. Strong corporate cultures have widely shared philosophies that value people, have symbolic heroes, and celebrate caring rituals. The document also discusses observing culture, leading strategy and structure, and balancing competing internal stakeholder values to ensure integrity and market effectiveness.
This document discusses organizational management and leadership theories. It covers management structure and functions including planning, organizing, leading, and controlling. It also discusses marketing functions and their relation to business success. Additionally, it examines talent management and organizational culture and structure and their interrelations. Management can be defined as the process of organizing, decision making, guiding, motivating, and coordinating employees to achieve objectives.
HRD refers to helping employees continuously develop their capabilities to perform current and future roles through training, learning, and developing an organizational culture of collaboration. An organization's culture is shaped by the underlying values and assumptions held by its members, while climate refers to the conscious environment as perceived by employees. HRD climate is influenced by how important human resource development is perceived to be, the level of openness, trust, and collaboration fostered, and how well HRD mechanisms like training and performance reviews are implemented. Developing an optimal HRD climate through supportive policies and practices can facilitate employee learning and development.
Organizational culture is shaped by several key factors, including founders and owners, goals and values, management style, history and traditions. Culture is created and sustained through employee selection, socialization, and top management actions which establish norms. Values represent guiding principles and drive strategic planning by defining what is right and wrong for an organization. A strong organizational culture can enhance performance and satisfaction by providing clarity around problem-solving and channeling desired behaviors.
Organizational culture plays a vital role in encouraging innovation and creativity. It determines how employees solve problems, interact with customers, and treat each other. There are different types of organizational culture like hierarchy, market, clan, and adhocracy that emphasize factors such as stability/flexibility and internal/external focus. NIIT's culture focuses on quality, creativity, and customer satisfaction. It operates with task teams and emphasizes team culture and openness. NIIT has sustained its culture through induction, socialization, reinforcement, and concern for customers.
Write a scholarly paper in which you apply the concepts of epide.docxarnoldmeredith47041
This document provides requirements for an epidemiology paper that analyzes a communicable disease. Students must choose a communicable disease, describe it thoroughly including causes, transmission, symptoms, treatment and complications. They must discuss the population most affected by the disease and the determinants of health related to it. Students must also identify the epidemiologic triad of host, agent, and environmental factors for the disease and discuss the role of public health nurses in finding, reporting, collecting, analyzing data, and following up on the disease. The paper requires a minimum of three references and 1250 words in APA format.
Write a S.M.A.R.T. goal to improve the Habit 5 Seek First to .docxarnoldmeredith47041
This document outlines a goal to improve the ability to seek first to understand others rather than be understood according to Habit 5. The author acknowledges they are able to communicate but struggles with listening skills. The goal is to practice actively listening and understanding what people are saying rather than being focused on themselves.
More Related Content
Similar to The Environment and Corporate Culture1. Define an organizational.docx
Organizational culture is defined as a system of shared meanings held by members that distinguishes an organization. It is shaped by values and behaviors that influence how employees act. There are dominant and sub-cultures within organizations. Culture is created through strategic values determined by management that guide employee actions and behavior. Culture is maintained through employee selection and socialization processes like storytelling that reinforce core values. Organizational change challenges the existing culture and can lead to resistance, so managers must understand reasons for resistance and involve employees in the planning process to successfully implement changes.
Organizational culture refers to the shared attitudes, beliefs, customs, and behaviors that characterize an organization and its employees. A strong organizational culture can provide guidelines for employees and influence behaviors, decision making, and performance. To improve employee performance, organizations should maintain job satisfaction, provide training opportunities, give regular feedback, and clearly communicate expectations. Managing employee performance through goal setting and reviews allows organizations to align their workforce with strategic objectives, motivate employees, and gain efficiencies.
Organizational culture plays a vital role in encouraging innovation and creativity. There are different types of organizational cultures like hierarchy, market, clan, and adhocracy that can influence innovation. Factors like leadership support, open communication, risk-taking, and collaborative networks can promote creativity within an organization's culture. NIIT is an example of a company that fostered qualities like teamwork and customer focus through its strong organizational culture to support innovation.
The document discusses organizational culture, socialization, and mentoring. It defines organizational culture as the shared meanings and values that distinguish one organization from others. There are typically dominant and subcultures within organizations. Socialization is important for adapting new employees to the organizational culture and involves three stages - pre-arrival, encounter, and metamorphosis. Employees learn the culture through rituals, stories, symbols, and language. A strong, ethical culture can positively influence employee behavior.
The document outlines key concepts from an organizational behavior chapter, including:
1) It contrasts omnipotent and symbolic views of managers and their discretion within organizations.
2) It describes the seven dimensions of organizational culture and how culture is transmitted.
3) It discusses characteristics of ethical, innovative, and customer-responsive cultures and the importance of workplace spirituality.
4) It defines the external environment and stakeholders, and explains how to manage external relationships.
This document outlines the table of contents for a paper on organizational culture and leadership. The document covers topics such as the influence of leaders on culture, how culture is created, characteristics of organizational culture, how culture affects leadership, and the importance of trust and leadership in culture. It also compares traditional American and Indian leadership styles and discusses how culture shapes leadership and vice versa.
Lussier, R.N., & Achua, C.F. (2013). Leadership: Theory, application& skill development
(5th ed.). Mason, OH: South-Western.
The Power of Culture
An organization’s culture determines the way that it responds to changes in its external and
internal environments. The response to changes in the external environment such as emerging
opportunities and threats are reflected in the organization’s vision, mission, objectives, and core
strategies. The response to internal matters such as how power and status are determined, how
resources are allocated, membership criteria, or how leaders and followers relate and interact
with each other, is reflected in the organization’s policies, procedures, and principles.
Organizational performance is enhanced when strategy, structure, and capabilities are aligned to
culture.15 Experts and scholars on organizational culture have long maintained that culture serves
two important functions in organizations: (1) it creates internal unity, and (2) it helps the
organization adapt to the external environment.16
Internal Unity
Organizational culture defines a normative order that serves as a source of consistent behavior
inside an organization. To the extent that culture provides organizational members with a way of
making sense of their daily lives and establishes guidelines and rules for how to behave, it is a
social control mechanism. A supportive culture provides a system of informal rules and peer
pressures, which can be very powerful in influencing behavior, thus affecting organizational
performance.17 A strong culture provides a value system that regulates behavior and promotes
strong employee identification with the organization’s vision, mission, goals, and strategy.
Culturally approved behavior thrives and is rewarded, while culturally disapproved behavior is
discouraged and even punished. Culture offers a shared understanding about the identity of an
organization. The right culture can make employees feel that they are valued participants and, as
such, 359360become self-motivated to take on the challenge of realizing the organization’s
mission and work together as a team. It can transform an organization’s workforce into a source
of creativity and innovative solutions.
External Adaptation
Culture determines how the organization responds to changes in its external environment.
Depending on the volatility in the business environment, some changes are significant enough to
force members to question aspects of their organization’s identity and purpose. Culture plays a
role in informing and supporting sense-making or meaning when external changes are severe
enough to force members to re-evaluate aspects of their organizational identity and purpose.
Having the right culture can ensure that an organization responds quickly to rapidly changing
customer needs or the actions of a competitor. For example, if the competitive environment
requires a strategy of superior customer serv ...
Organizational psychology involves applying psychological theories to diagnose and solve organizational problems. It studies the relationships between organizations and their members, as well as organizations' relationships to larger social structures. Organizational psychologists help organizations with hiring, training, feedback systems, and improving employee performance and organizational effectiveness. They apply psychological principles to address human aspects of the workplace.
Organizational psychology uses psychological theories to address organizational problems. It studies relationships within organizations and between organizations and society. Organizational psychologists apply psychological principles to human resources. They help improve employee performance and efficiency to enhance organizational effectiveness. Major leadership theories include: trait theory, which focuses on innate qualities of leaders; behavioral theory, which emphasizes observable leader actions; contingency theory, which stresses situational factors; and situational theory, which examines how leader style varies based on follower readiness.
Organizational culture refers to the shared values, norms, and behaviors within an organization. It is created by founders and key members and distinguishes one organization from others. Effectiveness means achieving intended outcomes. To improve effectiveness, organizations should align areas like reliability, speed, and quality. They should also improve adoption, build capabilities among staff, focus on customers and quality, and utilize technology. Leadership requires understanding strengths/weaknesses and balancing quality with costs.
Organizational culture refers to the personality and shared assumptions, values, and norms that develop within an organization. It influences behaviors and outputs like strategies and products. Culture is difficult to change but important to consider when managing organizational change. There are different types of cultures like "academy," "baseball team," "club," and "fortress" cultures that shape employee roles and experiences. Organizational climate is members' collective perceptions and feelings about the organization that can shift more easily than culture. Leaders influence both the culture and climate through their own behaviors and priorities they establish.
The document defines organizational culture as shared assumptions, values and beliefs that govern employee behavior. It lists 7 characteristics of organizational culture: innovation, attention to detail, emphasis on outcomes, emphasis on people, teamwork, aggressiveness, and stability. It provides principles for working with organizational culture, including understanding the current culture, changing behaviors to change mindsets, focusing on critical behaviors, using informal leaders, linking culture to business objectives, demonstrating quick impact, spreading ideas virally, aligning programs with behaviors, and actively managing the culture over time.
Minor project Report " A role of culture on HRM"anagha1992
Organizational culture refers to the shared beliefs, values, and behaviors that characterize an organization. An organization's culture is shaped by its history, leaders, and approaches to challenges. The document discusses how organizational culture influences human resource management (HRM) practices like recruitment, training, and performance management. It also notes that some scholars believe culture drives HRM practices, while others believe HRM practices shape organizational culture. Effective HRM involves understanding and aligning practices with an organization's unique culture.
The Corporation And Internal stakeholdersAsHra ReHmat
This document discusses organizational culture and internal stakeholders. It begins by outlining how value-based stakeholder management assessments can help implement ethics training programs more effectively. It then defines organizational culture as shared values and meanings held in common and transmitted through leadership, heroes, rituals, and communication. Strong corporate cultures have widely shared philosophies that value people, have symbolic heroes, and celebrate caring rituals. The document also discusses observing culture, leading strategy and structure, and balancing competing internal stakeholder values to ensure integrity and market effectiveness.
This document discusses organizational management and leadership theories. It covers management structure and functions including planning, organizing, leading, and controlling. It also discusses marketing functions and their relation to business success. Additionally, it examines talent management and organizational culture and structure and their interrelations. Management can be defined as the process of organizing, decision making, guiding, motivating, and coordinating employees to achieve objectives.
HRD refers to helping employees continuously develop their capabilities to perform current and future roles through training, learning, and developing an organizational culture of collaboration. An organization's culture is shaped by the underlying values and assumptions held by its members, while climate refers to the conscious environment as perceived by employees. HRD climate is influenced by how important human resource development is perceived to be, the level of openness, trust, and collaboration fostered, and how well HRD mechanisms like training and performance reviews are implemented. Developing an optimal HRD climate through supportive policies and practices can facilitate employee learning and development.
Organizational culture is shaped by several key factors, including founders and owners, goals and values, management style, history and traditions. Culture is created and sustained through employee selection, socialization, and top management actions which establish norms. Values represent guiding principles and drive strategic planning by defining what is right and wrong for an organization. A strong organizational culture can enhance performance and satisfaction by providing clarity around problem-solving and channeling desired behaviors.
Organizational culture plays a vital role in encouraging innovation and creativity. It determines how employees solve problems, interact with customers, and treat each other. There are different types of organizational culture like hierarchy, market, clan, and adhocracy that emphasize factors such as stability/flexibility and internal/external focus. NIIT's culture focuses on quality, creativity, and customer satisfaction. It operates with task teams and emphasizes team culture and openness. NIIT has sustained its culture through induction, socialization, reinforcement, and concern for customers.
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Write a scholarly paper in which you apply the concepts of epide.docxarnoldmeredith47041
This document provides requirements for an epidemiology paper that analyzes a communicable disease. Students must choose a communicable disease, describe it thoroughly including causes, transmission, symptoms, treatment and complications. They must discuss the population most affected by the disease and the determinants of health related to it. Students must also identify the epidemiologic triad of host, agent, and environmental factors for the disease and discuss the role of public health nurses in finding, reporting, collecting, analyzing data, and following up on the disease. The paper requires a minimum of three references and 1250 words in APA format.
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Write a Risk Management Plan for a School Facility
Include the following topics listed below
Write at least one page per topic, double spaced, Times Roman, Font Size 12
Provide References.
Use the APA Format
·
Personnel Management
·
Indemnification Waiver
·
General Supervisory Practices
·
Crowd Management Plan
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Write a review that 750 - 1000 words in length about one chapter in the Niebuhr textbook. Half will be a summary and half will be the student’s personal reflection. The reflection should include points that the student agrees and disagrees with Niebuhr about and why.
Niebuhr, H. Richard. (2001).
Christ and Culture
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.
write a resume using the example belowCONTACT INFOFirs.docxarnoldmeredith47041
write a resume using the example below
CONTACT INFO
First and Last Name
City, State (Optional) | Best Phone Number to Reach You | Appropriate Email Address
SUMMARY OF QUALIFICATIONS
· 3-5 sentences describing why you would be a great fit for the position.
· Describe your relevant accomplishments, strengths, knowledge, experience, skillsets, and languages.
· This is the “preview to the movie.” Highlight your best qualifications so they choose to read the rest of the resume.
· Use bullet points to distinguish each sentence if more aesthetically pleasing.
PROFESSIONAL EXPERIENCE
· List jobs you have held in the past 10 years; only list older jobs if they are directly related to desired job.
· Do NOT list a job if you worked at a place of employment for less than 3 months.
· If you have some jobs that are related to your desired position/field and others that are not, only list the related jobs in this section. Create an “Additional Work History” section at the end of the resume for the non-related jobs.
· Use bullet points to list achievements, results, recognitions, and duties for each job.
Company Name - City, State
Job Title
Start Year - End Year or Present
3-5 achievements, results, recognitions, and duties
INTERNSHIP / EXTERNSHIP / CLINICAL EXPERIENCE
· This section should take priority over others unless you have previous work history in exact field.
Company Name - City, State
Title or Role
Month Year - Month Year
2-3 Main Responsibilities/Duties
CERTIFICATIONS and LICENSURES
Name of Certification/License
Issuing Company or Organization
Certification/License Number
Expiration Month Year
EDUCATION
· Only include schools that you received a degree or relevant certifications from, or are currently attending.
· Do NOT include your high school.
School Name - City, State
Major/Area of Study
Degree Earned
Graduation Year/Estimated Graduation Month Year
CORE COMPETENCIES
· List 6-9 competencies, skills, traits, and/or areas of proficiency that directly relate to the job.
· Utilize the job description to find the types of preferred and/or required skills and traits.
· This is a great area to match keywords from the job description that may not otherwise be easily listed in your resume.
· Use bullet points and columns to make this section more aesthetically pleasing and organized.
RELEVANT COURSEWORK
· List the core courses you have already completed and are currently in.
· Use bullet points to list each course.
VOLUNTEER WORK / AFFILIATIONS
Organization
City, State
example of resume
SHARKLY BRUCE, COTA/L
Amity Island, FL | (975) 206-1120 |
[email protected]
SUMMARY OF QUALIFICATIONS
· Certified Occupational Therapy Assistant with two 8-week rotations of Level II OTA fieldwork, as well as 3 years of previous healthcare experience in a hospital setting.
· Extensive direct care experience assisting patients after treatment of traumatic wounds from local wildlife attacks.
· Proven track record o.
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Write a resume and cover letter for the following position
Online Marketing Strategist
Riverside, CA 92507
Full-time, Contract
Raincross is seeking a full time marketing rockstar to manage client accounts, devise and implement strategies and craft winning content daily. Candidates must be extremely motivated, possess excellent research and writing skills and pay very close attention to detail.
Requirements
Master the art of creating content: blog articles, updates on social sites, press releases, infographics (or at least the concepts behind them for our design team to create) are all part of the ideal candidates daily tasks
Research and analyze the latest data to uncover gaps; stay up to date on the latest trends and be quick enough to jump on them before they pass
Convert through compelling CTA’s: Create copy for signage, newsletters, email campaigns, online promotions, ads, etc to help brand reach their goals
A/B test: Do you know what works and what doesn’t?
Craft brand strategies: Figure out what they’re doing right, what they’re doing wrong and create strategies to implement. Research to include competitor marketing, trends, etc. Come up with creative new ways to help clients grow and become more successful
Social advertising: Run ads on Facebook, Instagram, Twitter, LinkedIn and any other social platform that allows us to
Responsibilities
Bachelors Degree in Communications, Marketing or similar
Excellent written and verbal communication and customer service skills
Must take initiative, possess creativity, be hands on and a team player
Should be open-minded, a fast learner, enthusiastic, and adaptable
Experience in writing, copy-writing, researching trends, analyzing data, a/b testing, brand strategies and running social ads and campaigns a huge plus
.
Write a response to the peers post based on the readings. Origi.docxarnoldmeredith47041
Write a response to the peer's post based on the readings.
Original Prompt:
Compare Carroll's strategies for creating sound in
Jabberwocky
with those used by Swenson in
A Nosty
Fright.
Pay attention to connotative and denotative meanings of the words and how the poet plays with sound.
Edilzon Ramirez
Response to Prompt:
In both poems there is a common element. And that is a wordplay to make nonsense poetry. The effect of this, is that we must think more in depth to figure out the real meaning behind the works of literature. In Jabberwocky, the writer begins by setting up the mood giving us the background of the events that are about to occur. The use of exclamation marks throughout the poem afterwards, are what in my opinion, give it the sound. For example, “O frabjous day! Callooh! Callay!” suggests sort of a proud/relived cry. Which is furthered backed up by the whimsical words that have a positive connation to them due to the slaying of the jabberwocky, who terrorized the people.
While in “A Nosty Fright” another poem with nonsense words or portmanteau the mood is sad, and it only becomes gloomier. Like Miss Brill, the poet describes things together, in the first stanza “roldengod and the soneyhuckle” and jumps to a lonely chipmunk, suggesting that it has lost its companion. There is hope for it when it meets the grasshopper. Ultimately, it comes to an end “Here we part,” said the hassgropper. “Pere we hart,” mipchunk, too”. All hope is lost for the chipmunk and is waiting for the winter to come. This symbolizes death because during the months of October, November, and December many mammals including the chipmunks hibernate and its almost like it wanted to go to sleep permanently remarking things like “Will it ever be morning, Nofember virst”.
Some say, that the chipmunk is a representation of the author and her sexuality. She like the chipmunk, was alone and the typhoon that was mentioned earlier, was her losing her mind. The words and the sounds they make, further makes this evident because it is gibberish written by someone who is broken.
(Your response to your peer should add or extend the point given by your peer.)
.
Write a response to the following prompt.Analyze the characteriz.docxarnoldmeredith47041
Write a response to the following prompt.
Analyze the characterization Shakespeare employed in
Julius Caesar
, paying particular attention to the role of women. (50 pts) Remember, as you write, to use the language of characterization as we have discussed in class.
.
Write a response to a peers post that adds or extends to the discus.docxarnoldmeredith47041
Write a response to a peer's post that adds or extends to the discussion point of your peer by Friday 07/24/2020.
This week's discussion prompt:
Explain how Faith in "Young Goodman Brown," Georgiana in "The Birthmark," and Elizabeth in "The Black Minister's Veil" are use to reveal some truth about the central male characters in each story. Describe the similarities that you see among these women characters.
Peer's Post:
-Emily Seide
In each of the three short stories, the female characters play a large role in the character development of the three male protagonists (Goodman, Aylmer, and Hooper). Throughout each story, the women leave a lasting impact on their significant other’s mentality of the world and perception of others. In “Young Goodman Brown”, Brown is faced with troubling sights that make him alter his point of view on his town and the townspeople. Brown was introduced to the true form of some nasty people, including his wife, Faith. When he returns home the next morning from a place of sinister evil, his encounter with Faith and his townspeople has made him a hardcore skeptic of anyone and everyone around him. Goodman Brown never trusted a soul after that night because he was forced to believe that evil resides in everyone. In “The Birthmark”, Aylmer goes insane trying to remove his wife, Georgiana’s, birthmark. Even after hearing how beautiful and well liked she is, Georgiana agrees to get her birthmark removed. Rather than seeing this as a perfect part of her, Aylmer sees the birthmark as a flaw that gives her an imperfect complexion. Later in the story, as the birthmark fades and she wakes up, she states that he should’ve admired what he had in the first place, then dies. This made Aylmer realize that he took time for granted, and now he lives a life without Georgiana due to his impatience with her already beautiful complexion. And finally, in “The Minister’s Black Veil”, Reverend Hooper consistently wears a black veil that covers the majority of his face. Several people were afraid and intimidated by it, except for his fiancée, Elizabeth. After further questioning, she begins to fear the veil due to what it symbolizes- the sin in all human beings. Hooper’s plea for Elizabeth to stay reveals the extent of which he is willing to sacrifice, and the decision for him to continue to wear the veil reveals great sorrow; “Do not leave me in this miserable obscurity forever!” (Hawthorne, 36). In each of the short stories, each female character, always a love interest, is first skeptical of the main character’s choice of actions, then later comply. In each short story, a life lesson is learned for each male character.
Readings are attached!
.
Write a response mini-essay of at least 150 to 300 words on the dis.docxarnoldmeredith47041
Write a response mini-essay of at least 150 to 300 words on the discussion topic identified below. Take a position and defend it. (Specify a thesis and support it very briefly with evidence)
The response essay should provide one example from the contemporary world to support your
Position. Ideally you have a source reference for your example. You must have a source reference if you
Refer to any material which is neither common knowledge nor personal experience. essay should be typed using
APA style
feature with a title page and list of references if any are used.
Topic:
Technology changes education
Postman argues that television technology substantively changes aspects of culture such as news, politics, religion, and education in ways that suit the technology, not the human culture that uses the technology. It is a point others have made as well, though it is still contested by many other philosophers and social critics. One excellent example of technological change is on-line course delivery. While there are some who say that the new medium does not provide an education, others (such as your instructor) believe they can accomplish a better education in some subject areas. What have you noticed? What differences are there in on-line education that are due to the way it is technologically mediated? What differences do they make in the education you are receiving? Do you think this is a better or worse education? Why might your instructor think it can be better (and not just because he manages the class while in his pajamas)?
.
Write a response for each document.Instructions Your post sho.docxarnoldmeredith47041
Write a response for each document.
Instructions:
Your post should be a thoughtful response and should include outside reference material from the internet or primary literature. That reference should be referred to specifically with an in-text citation (author, year) and your post should have a bibliography with those outside sources you used cited in APA format.
.
write a resonse paper mla styleHAIRHair deeply affects people,.docxarnoldmeredith47041
write a resonse paper mla style
HAIR
Hair deeply affects people, can transfigure or repulse them. Symbolic of life, hair bolts from our head. Like the earth, it can be harvested, but it will rise again. We can change its color and texture when the mood strikes us, but in time it will return to its original form, just as Nature will in time turn our precisely laid-out cities into a weed-way. Giving one's lover a lock of hair to wear in a small locket [3] around his neck used to be a moving and tender gesture, but also a dangerous one, since to spell-casters, magicians, voodoo-ers, and necromancers of all sorts, a tuft of someone's hair could be used to cast a spell against them. In a variation on this theme, a medieval knight wore a lock of his lady's pubic hair into battle. Since one of the arch-tenets of courtly love was secrecy, choosing this tiny memento instead of a lock of hair from her head may have been more of a practical choice than a philosophical one, but it still symbolized her life-force, which he was carrying with him. Ancient male leaders wore long flowing tresses as a sign of virility (in fact,
"kaiser" and "tsar" both mean "long-haired"
). In the biblical story of Samson, the hero's loss of hair brings on his weakness and downfall, just as it did for the hero Gilgamesh before him. In Europe in more recent times, women who collaborated with the enemy in World War II were humiliated by having their hair cut short. Among some orthodox Jews, a young woman must cut off her hair when she marries, lest her husband find her too attractive and wish to have sex with her out of desire rather than for procreation. Rastafarians regard their dreadlocks as "high-tension cables to heaven." These days, to shock the bourgeoisie and establish their own identity, as every generation must, many young men and women wear their hair as freeform sculpture, with lacquered spikes, close-cropped patterns that resemble a formal garden maze, and colors borrowed from an aviary or spray-painted alley. The first time a student walked into my classroom wearing a "blue jay," it did startle me. Royal-blue slabs of hair were brushed and sprayed straight up along the sides of his head, a long jelly roll of white hair fell forward over his eyebrows, and the back was shiny black, brushed straight up and plastered close to the head. I didn't dislike it, it just seemed like a lot to fuss with each day. I'm sure my grandmother felt that way about my mother's "beehive," and I know my mother feels that way about the curly weather system which is my own mane of long thick hair. One's hairstyle can be the badge of a group, as we've always known -- look at the military's crew cut, or the hairstyles worn by some nuns and monks. In the sixties, wearing long hair, especially if you were a man, often fetched a vitriolic outburst from parents, which is why the musical Hair summed up a generation so beautifully. The police, who seemed so clean-cut and cropped then, were succee.
Write a response about the topic in the reading (see attached) and m.docxarnoldmeredith47041
Write a response about the topic in the reading (see attached) and make sure you include the following:
1. Brief summary of the reading
2. What was intersting?
3. The main points highlighted and what do you think of the reading?
( 2 page response)
.
Write a research report based on a hypothetical research study. Con.docxarnoldmeredith47041
Write a research report based on a hypothetical research study. Conducting research and writing a report is common practice for many students and practitioners in any of the behavioral sciences fields.
A research report, which is based on scientific method, is typically composed of the different sections listed below:
Introduction:
The introduction states a specific hypothesis and how that hypothesis was derived by connecting it to previous research.
Methods:
The methods section describes the details of how the hypothesis was tested and clarifies why the study was conducted in that particular way.
Results:
The results section is where the raw uninterpreted data is presented.
Discussion:
The discussion section is where an argument is presented on whether or not the data supports the hypothesis, the possible implications and limitations of the study, as well as possible future directions for this type of research.
Together, these sections should tell the reader what was done, how it was done, and what was learned through the research. You will create a research report based on a
hypothetical
problem, sample, results, and literature review. Organize your data by creating meaningful sections within your report. Make sure that you:
Apply key concepts of inferential hypothesis tests.
Interpret the research findings of the study.
Examine the assumptions and limitations of inferential tests.
Develop a practical application of the research principles covered in this course.
Focus of the Research Report
To begin, create a hypothetical research study (you do not have to carry out the study; you will just have to describe it) that is based on the three pieces of information listed below. Once you have your hypothetical study created, write a three- to four-page research report (excluding title and reference pages) that outlines the study. You are encouraged to be creative with your research study, but be sure to follow the format outlined below and adhere to APA formatting as outlined in the Ashford Writing Center.
Your hypothetical research study should be based on the following information:
Recent research has indicated that eating chocolate can improve memory. Jones and Wilson (2011) found that eating chocolate two hours before taking math tests improved scores significantly. Wong, Hideki, Anderson, and Skaarsgard (2009) found that women are better than men on memory tests after eating chocolate.
There were 50 men and 50 women who were randomly selected from a larger population.
A
t
-test was conducted to compare men and women’s performance on an assessment after eating chocolate. The results showed an independent
t
-test value of
t
.05(99) = 3.43;
p
< .05
Your research study must contain the following:
Title Page
Title of your report
Your name
The course
Instructor
Date
Introduction
Introduce the research topic, explain why it is important, and present the purpose of the paper and the resea.
Write a Research Paper with the topic Pregnancy in the adolesce.docxarnoldmeredith47041
Write a Research Paper with the topic: Pregnancy in the adolescent life.
The conditions are:
APA format
Double space
One inch margin on all sides
All paragraph in the body are indented
The title is centered on the page with your name and school institution
Paragraph 2, 3, and 4 need another inch more
All pages should be numbered and with citation
Apart of the Research paper write the topic sentence (a question or a statement) & the THESIS of the Research Paper. Write 3 citations for your Research Paper.
.
Write a Research Paper with the topic Autism a major problem. T.docxarnoldmeredith47041
Write a Research Paper with the topic: Autism a major problem.
The conditions are:
APA format
Double space
One inch margin on all sides
All paragraph in the body are indented
The title is centered on the page with your name and school institution
Paragraph 2, 3, and 4 need another inch more
All pages should be numbered and with citation
Apart of the Research paper write the topic sentence (a question or a statement) & the THESIS of the Research Paper.
Write 3 citations for your Research Paper.
.
Write a research paper that explains how Information Technology (IT).docxarnoldmeredith47041
Write a research paper that explains how Information Technology (IT) promotes getting people who are affected by policies involved in the policy-making process. Cite specific examples.
1000- 1200 words APA format and
Create a powerpoint presentation using 5 slides on the main points covered in your research paper. You may use a title slide and a reference slide.
Please find the attached text book.
.
Write a research paper outlining possible career paths in the field .docxarnoldmeredith47041
Write a research paper outlining possible career paths in the field of Human Resources Management (HRM) and based upon independent research discuss how different organizations might develop and implement a strategic HRM plan.
Research Paper Instructions:
IMPORTANT!!
Submit your work as an MS WORD ATTACHMENT in either a .doc, .docx, or .rtf format.
Please support your ideas, arguments, and opinions with independent research, include at least three (3) supporting references or sources (NOT Wikipedia, unknown, or anonymous sources), format your work in proper APA format, include a cover page, an abstract, an introduction and a labeled conclusion in accordance with the course rubric, a minimum of 3 FULL pages of written content, and a reference section. Double space all work and cite all listed references properly in text in accordance with the 6th edition of the APA manual, chapters 6 & 7.
.
Write a Research paper on the Legal issues associated with pentestin.docxarnoldmeredith47041
Write a Research paper on the Legal issues associated with pentesting.
Paper Specifics
3000 words (not counting citations)
APA format
Max team size of two
Minimum 5 academic sources
Provides clear summary and introduction to project scope; includes coherent discussion of key concepts, principles, and problem statement; develops clear context between project tasks and performing security testing in a virtual environment
Provides a thorough and concise summary of the project by listing the purpose and results of each test conducted; or research summary; clearly links the results with recommendations/research, which are supported by test data and external references
.
Write a research paper on one of the following topics .docxarnoldmeredith47041
Write a research paper on
one
of the following topics:
1. What are the effects of corruption on capitalism and foreign investment? (Unit II)
Be sure to include at least the following points in your paper:
What are the types of corruption?
What are effects of corruption on MNCs?
How can MNCs deal effectively with these problems?
2. How can MNCs effectively negotiate with local employees, local suppliers, and local governments in the Middle East? (Unit IV)
Be sure to include at least the following points in your paper:
What are some examples of negotiation cases in the Middle East?
How do MNCs use negotiation to solve problems?
What roles do different cultures have in negotiation?
3. Discuss the problems MNCs face when assigning expatriates to an Eastern European country and how they should support the expatriates. (Unit VII)
Be sure to include at least the following points in your paper:
What are problems for international assignments in Eastern Europe?
What are solutions for the problems?
What are strategies MNCs can implement to support their expatriates?
Directions:
The paper should be at least 750 words in length.
You are required to use a minimum of three scholarly sources for the paper.
All sources used must be referenced; paraphrased and quoted material must have accompanying APA citations.
.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Walmart Business+ and Spark Good for Nonprofits.pdf
The Environment and Corporate Culture1. Define an organizational.docx
1. The Environment and Corporate Culture
1. Define an organizational ecosystem and how the general and
task environments affect an organization’s ability to thrive.
The organizational environment consists of all elements existing
outside the boundary of the organization that have the potential
to affect and influence the organization. This environment
consists of two layers: the task environment and the general
environment.
The task environment is closer to the organization and includes
the sectors that conduct day-to-day transactions with the
organization and directly influence its basic operations and
performance such as competitors, suppliers, and customers.
The general environment affects the organization indirectly. It
includes social, economic, legal-political, international, natural,
and technological factors that influence all organizations about
equally.
2. Explain the strategies that managers use to help organizations
adapt to an uncertain or turbulent environment.
The environment creates uncertainty for organization managers.
Uncertainty means that managers do not have sufficient
information about environmental factors to understand and
predict environmental needs and changes. Two basic factors
that influence uncertainty are the number of factors that affect
the organization and the extent to which those factors change.
Strategies to adapt to these changes in the environment include
boundary-spanning roles, interorganizational partnerships, and
mergers and joint ventures.
Boundary-spanning roles are assumed by people and/or
departments that link and coordinate the organization with key
elements in the external environment. Interorganizational
partnerships are a popular strategy for adapting to the
environment by reducing boundaries and increasing
collaboration with other organizations. A merger is the
combining of two or more organizations into one. A joint
2. venture involves a strategic alliance or program by two or more
organizations.
3. Define corporate culture.
Culture can be defined as the set of key values, beliefs,
understandings, and norms shared by members of an
organization. It can be analyzed at two levels. At the surface
level are visible artifacts, which include things such as manner
of dress, patterns of behavior, physical symbols, organizational
ceremonies, and office layout. At a deeper, less obvious level
are the expressed values and beliefs, which can be discerned
from how people explain and justify what they do. These are
values that members of the organization hold at a conscious
level. They can be interpreted from the stories, language, and
symbols that organization members use to represent them.
Some values become so deeply embedded in a culture that
members are no longer consciously aware of them. These basic,
underlying assumptions and beliefs are the essence of culture
and subconsciously guide behavior and decisions.
4. Provide organizational examples of symbols, stories, heroes,
slogans, and ceremonies and explain how they relate to
corporate culture.
Fundamental values and corporate culture cannot be observed
directly, but they can be understood through the visible
manifestations of symbols, stories, heroes, slogans, and
ceremonies. A symbol is an object, act, or event that conveys
meaning to others. Symbols associated with corporate culture
convey the organization’s important values. A story is a
narrative based on true events that is repeated frequently and
shared among organizational employees. Stories are told to new
employees to keep the organization’s primary values alive. A
hero is a figure who exemplifies the deeds, character, and
attributes of a strong culture. Heroes are role models for
employees to follow. A slogan is a phrase or sentence that
succinctly expresses a key corporate value. Many companies
use a slogan or saying to convey special meaning to employees.
A ceremony is a planned activity that marks up a special event
3. and is conducted for the benefit of an audience. Managers hold
ceremonies to provide dramatic examples of company values.
Organizational culture represents the values, understandings,
and basic assumptions that employees share, and these values
are signified by the above events. Managers help define
important symbols, stories, heroes, slogans, and ceremonies to
shape the future.
5. Describe four types of culture
The adaptability culture is characterized by values that support
the company’s ability to rapidly detect, interpret, and translate
signals from the environment into new behavior responses. This
culture emerges in an environment that requires fast response
and high-risk decision making.
The achievement culture is a results-oriented culture that values
competitiveness, aggressiveness, personal initiative, and
willingness to work long and hard to achieve results. It is
suited to organizations concerned with serving specific
customers in the external environment, but without the intense
need for flexibility and rapid change. An emphasis on winning
and achieving specific ambitious goals is the glue that holds the
organization together.
The involvement culture places high value on meeting the needs
of employees and values cooperation and equality. This culture
has an internal focus on the involvement and participation of
employees to adapt rapidly to changing needs from the
environment. Managers emphasize values such as cooperation,
consideration of both employees and customers, and avoiding
status differences.
The consistency culture values and rewards a methodical,
rational, orderly way of doing things. This culture uses an
internal focus and a consistency orientation for a stable
environment
The external environment exerts a big influence on internal
corporate culture. The internal culture should embody what it
takes to succeed in the environment. If the external
environment requires extraordinary customer service, the
4. culture should encourage good service; if it calls for careful
technical decision making, cultural values should reinforce
effective managerial decision making.
6. Examine the relationship between culture, corporate values,
and business performance.
Companies that succeed in a turbulent world are those in which
managers are evaluated and rewarded for paying careful
attention to both cultural values and business performance.
Some companies put high emphasis on both culture and solid
business performance as drivers of organizational success.
Managers in these organizations align values with the
company’s day-to-day operations—hiring practices,
performance management, budgeting, and criteria for
promotions and rewards.
7. Define a cultural leader and explain the tools a cultural
leader uses to create a high-performance culture.
A cultural leader is a manager who uses signals and symbols to
influence corporate culture. Cultural leaders influence culture
by articulating a vision for the organizational culture that
employees can believe in, and heeding the day-to-day activities
that reinforce the cultural vision. To create a high-performance
culture, a cultural leader would tie the central values that
employees believe in to the need for high performance, and then
make sure that work procedures and reward systems match and
reinforce those values. Finally, the cultural leader must be sure
to exemplify high-performance in his or her own work
activities.
Planning and Goal Setting
1. Define goals and plans and explain the relationship between
them.
A goal is a desired future state that the organization attempts to
realize. A plan is a blueprint for goal achievement and
specifies the necessary resource allocations, schedules, tasks,
5. and other actions. The term planning usually incorporates both
ideas and means determining the organization’s goals and
defining the means for achieving them.
2. Explain the concept of organizational mission and how it
influences goal setting and planning.
The overall planning process begins with a mission statement,
which describes the organization’s reason for existence. The
mission describes the organization’s values, aspirations and
reason for being. A well-defined mission is the basis for
development of all subsequent goals and plans. Without a clear
mission, goals and plans may be developed haphazardly and not
take the organization in the direction it needs to go. Because of
mission statements, employees, customers, suppliers, and
stockholders know the company’s stated purpose and values.
3. Categorize the types of goals an organization should have.
Within the organization there are three levels of goals:
strategic, tactical, and operational.
· Strategic goals are broad statements of where the organization
wants to be in the future. Strategic goals pertain to the
organization as a whole and are the stated intentions of what the
organization wants to achieve.
· Tactical goals define the results that major divisions and
departments within the organization must achieve. Tactical
goals apply to middle management and describe what major
subunits must do in order for the organization to achieve its
overall goals.
· Operational goals describe specific results expected from
departments, work groups, and individuals. Operational goals
are precise and measurable.
Designing Organizational Structures
1. Discuss the fundamental characteristics of organizing and
explain work specialization, chain of command, span of
management, and centralization versus decentralization.
6. Organizing is the deployment of organizational resources to
achieve strategic goals. Organizing is important because it
follows the management function of planning. Planning and
strategy define what to do; organizing defines how to do it.
Organization structure is a tool that managers use to harness
resources for getting things accomplished. The deployment of
resources is reflected in the organization's division of labor into
specific departments and jobs, formal lines of authority, and
mechanisms for coordinating diverse organization tasks.
Work specialization, sometimes called division of labor, is the
degree to which organizational tasks are subdivided into
separate jobs. When work specialization is extensive,
employees specialize in a single task. Jobs tend to be small, but
they can be performed efficiently.
The chain of command is an unbroken line of authority that
links all employees in an organization and shows who reports to
whom.
The span of management is the number of employees reporting
to a supervisor. Sometimes called the span of control, this
characteristic of structure determines how closely a supervisor
can monitor subordinates. The average span of control used in
an organization determines whether the structure is tall or flat.
A tall structure has an overall narrow span and more
hierarchical levels. A flat structure has a wide span, is
horizontally dispersed, and has fewer hierarchical levels.
Centralization and decentralization pertain to the hierarchical
level at which decisions are made. Centralization means that
decision authority is located near the top of the organization.
With decentralization, decision authority is pushed downward to
lower organization levels.
2. Describe functional and divisional approaches to structure.
Functional structure is the grouping of positions into
departments based on similar skills, expertise, work activities,
and resource use. A functional structure can be thought of as
departmentalization by organizational resources because each
type of functional activity such as accounting, human resources,
7. engineering, and manufacturing, represent specific resources for
performing the organization's task. People and facilities
representing a common organizational resource are grouped
together into a single department.
Divisional structure occurs when departments are grouped
together based on similar organizational outputs. In the
divisional structure, divisions are created as self-contained units
for producing a single product. Each functional department
resource needed to produce the product is assigned to one
division. In a functional structure, all engineers are grouped
together and work on all products whereas, in a divisional
structure, separate engineering departments are established
within each division. Each department is smaller and focuses
on a single product line. Departments are duplicated across
product lines.
3. Explain the matrix approach to structure and its application
to both domestic and international organizations.
The matrix structure uses functional and divisional structures
simultaneously in the same part of the organization. The matrix
structure has dual lines of authority. The functional hierarchy
of authority runs vertically, and the divisional hierarchy of
authority runs horizontally. The matrix approach to structure
provides a formal chain of command for both the functional and
divisional relationships. The matrix structure is typically used
when the organization experiences environmental pressure for
both a strong functional departmentalization and a divisional
departmentalization. Global corporations often use the matrix
structure. The problem for global companies is to achieve
simultaneous coordination of various products within each
country or region and for each product line. The two lines of
authority typically are geographic and product, and the matrix
provides excellent simultaneous coordination. It is an
organizational structure that deliberately violates Fayol’s
principle of unity of command.
4. Describe the contemporary team and virtual network
structures and why they are being adopted by organizations.
8. The implementation of team concepts has been a widespread
trend in departmentalization. The vertical chain of command is
a powerful means of control, but moving decisions through the
hierarchy takes much time and keeps responsibility at the top.
The trend is to delegate authority, push responsibility to the
lowest possible levels, and create participative teams that
engage the commitment of workers. This approach enables
organizations to be more flexible and responsive in a
competitive global environment. The dynamic network
organization is another approach to departmentalization. Using
the network structure, the organization divides major functions
into separate companies that are brokered by a small
headquarters organization. The network approach is
revolutionary because it is difficult to answer the question,
“Where is the organization?” This organizational approach is
especially powerful for international operations.
5. Explain why organizations need coordination across
departments and hierarchical levels and describe mechanisms
for achieving coordination.
Coordination refers to the quality of collaboration across
departments. It is required whether there is a functional,
divisional, or team structure. Coordination problems are
amplified in the global arena, because units differ not only by
goals and work activities but by distance, time, culture, and
language. Coordination is the outcome of information and
cooperation; managers can design systems and structures to
promote horizontal coordination. The vertical structure is
flattened, with perhaps only a few senior executives in
traditional support functions such as finance or human
resources. A task force is a temporary team or committee
designed to solve a short-term problem involving several
departments. Task force members represent their departments
and share information that enables coordination. Companies
also set up cross-functional teams for coordination. Companies
also use project managers, responsible for coordinating the
9. activities of several departments on a full-time basis for the
completion of a specific project. Reengineering is the radical
redesign of business processes to achieve dramatic
improvements in cost, quality, service, and speed. Because the
focus of reengineering is on process rather than function,
reengineering generally leads to a shift away from a strong
vertical structure.
6. Identify how structure can be used to achieve an
organization’s strategic goals.
Structure depends on a variety of contingencies. The right
structure is “designed to fit” the contingency factors of strategy,
environment, and technology. These three areas are changing
for organizations, creating a need for stronger horizontal
coordination. Two strategies proposed by Porter are
differentiation and cost leadership; these strategies require
different structural approaches. The pure functional structure is
appropriate for achieving internal efficiency goals. The
vertical functional structure uses task specialization and a chain
of command. It does not enable the organization to be flexible
or innovative. Horizontal teams are appropriate when the
primary goal is innovation and flexibility. The firm can
differentiate itself and respond quickly to change. Other forms
of structure represent intermediate steps on the firm’s path to
efficiency or innovation. The functional structure with cross-
functional teams and project teams provides greater
coordination and flexibility than the pure functional structure.
The divisional structure promotes differentiation because each
division can focus on specific products and customers.
7. Define production technology and explain how it influences
organization structure.
Technology includes the knowledge, tools, techniques, and
activities used to transform organizational inputs into outputs.
Joan Woodward described three types of manufacturing
technology.
a. Small-batch and unit production. Small-batch
production firms produce goods in batches of one or a few
10. product products designed to customer specification. Examples
include custom clothing, special-order machine tools, space
capsules, satellites, and submarines.
b. Large-batch and mass production. Mass
production technology is distinguished by standardized
production runs in which a large volume of products is produced
and all customers receive identical products. This technology
makes greater use of machines than does small-batch
production. Examples include automobiles, tobacco products,
and textiles.
c. Continuous process production. In continuous process
production, the entire workflow is mechanized in a
sophisticated and complex form of production technology. The
process runs continuously and therefore has no starting or
stopping. Human operators are not part of actual production
because machinery does all the work. Examples include
chemical plants, distilleries, petroleum refineries, and nuclear
power plants.
Service organizations include consulting companies, law firms,
brokerage houses, airlines, hotels, advertising companies,
amusement parks, and educational organizations. Service
technology also characterizes departments such as legal, human
resources, finance, and market research in large corporations.
Service technology involves:
· intangible output—services are perishable and, unlike
physical products, cannot be stored in inventory; and
· direct contact with customers—employees and customers
interact directly to provide and purchase the service.
Production and consumption are simultaneous.
Chapter 10
Designing Adaptive Organizations