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Flexibility, adaptability, and a global mindset cause my organization to behave in a responsive rather than hierarchical fashion. These organizational values conspire to create an organizational culture that respects education, values protocol and is detail-oriented, yet is not such a slave to the rules that it loses sight of human beings. After all, if the rules were absolute, there would not be different government laws and bylaws, depending on the country one is sealing with. The services I perform require communication is with diverse doctors from an ever-increasingly wide range of nations, including South Africa, India, British Columbia, Iran, Iraq, China, Cuba, and Segal. Each one of these governments, organizations, and educational systems differs from the United States' own, yet all nations and national must be respected so that the place I work for realizes its goals of improving health care and education across borders.
Organizational learning for Credentials Specialists such as myself thus takes place on almost a daily basis. To perform my job I must set about acquiring knowledge and utilizing information to adapt successfully to changing circumstances, as must most of my colleagues. I consider myself lucky to be part of an organizational culture that values and requires tolerance of cultural and personal diversity and requires good communication skills as essential to do business. Valuing education and tolerance spills over...
The constant exposure to the ways of other nations, and the diverse but very real competencies of other doctors in other environments and ways of conceptualizing medicine is always informative, and humbling, and encourages the organization as a whole to see itself as part of a world community, rather than an enclosed culture of narrow values and assumptions.
An enthusiasm for one's organizational goals and tasks, and a feeling of a positive and inclusive, yet not enclosed organizational culture is the ideal environment. I am proud to be part of such a place of positively shared actions, values, and beliefs that have developed within the organization and guided the behavior of its members. Being part of a global workplace is not simply healthy for profits; it is healthy for the soul when one comes to work. Also, the knowledge that the management respects its employees by extending a full range of medical benefits to employees and staff increases the incentive for the staff to behave efficiently and relate to customers with grace and efficacy. We are always professional, yet net never impersonal, we are committed to specific goals, yet not culturally biased, and although work may be stressful, it is a productive form of stress to complete a task, not because of unhealthy conflicts of personality.
organization whose culture will be studied is FedEx, in particular the Express division of the company. FedEx is an overnight courier company, and its culture, leadership style and management practices are largely based on the U.S. Marine Corp (Smith, 2008). There are a number of ways to categorize organizational culture. According to McNamara (2000), FedEx would fit into the club culture. This culture is defined as holding that the most
Org Structure Welcome to Acme Solutions! Ours is a growing company and I am pleased to welcome you to our family. You will find that Acme's simple organizational structure suits your preference for a collaborative work environment. We at Acme believe that even specialists can contribute to overall organizational success in areas beyond their locus of control. Therefore, the span of control in our organization is wide. We like to work
Organizational Culture of Your Company Organizational Structure The best organizational structure that can be developed is the project organizational structure. It combines the concepts of the line, line organizational and functional authority structures. Consequently, authority is distributed, enabling vertical control and coordination. It also gives room for dependent and interdependent activities. The direction of workflow under this structure depends on the abilities and talents of staff, influenced by where they are placed
Walt Disney Company Organization's culture determines communication Walt Disney's culture and communication can be described as two sides of the same coin. It is through structured mechanisms and processes that the organization exists. It is through documents, memos, meetings, and conversations that employees coordinate their activities. These communicative behaviors are collectively known as the discourse of the company. Therefore, it is primarily identified as the means by which Walt Disney creates a
Organizational Culture Integrating culture and diversity in decision-making:The CEO and organizational culture profile. Historically, there are many definitions about organizational culture, which different literatures offer different definitions. The most popular definition is "the way a company does their thing around the company." In addition, organizational culture refers to the attributes of an organization, or in other terms, it is appropriate to link organizational culture as the right ways in which companies understand
Culture must not simply be inclusive to an organization. Organizational internal culture must shift with the larger national cultural context in light of the needs posed by globalization. Chapter 12: Strategic Competency and Organizational Design IBM, showed a constructive ability to engage in organizational learning. Despite facing political obstacles such as 9-11 and prejudice against technology companies after the dot-com bust it has remained a huge, complex technological powerhouse. IBM's longer-term