Organizational Culture and Sustained Competitive Advantage Organizational culture is a defining feature of every organization. The unique culture that every organization displays has an affect on its ability to remain profitable. Culture can have either positive or negative affect on the ability of the organization to remain competitive. Much academic research up to this point has focused on theory and defining what is meant by culture and sustainable competitive advantage. This

Organizational Culture and Leadership Leadership is power, exercise of influence of an authority that seeks to inspire the conduct of others (individuals or groups) in order to get them to voluntarily achieve clearly defined objectives. While some have naturally predisposed to leadership, it is also true that leadership develops over time. What is the key to a productive leadership? How to improve weaknesses to achieve positive results? How to mobilize and

Over the past decade, 'culture' has become a common term used when thinking about and describing an organization's internal world, a way of differentiating one organization's personality from another. In fact, many researchers contend that an organization's culture socializes people (Stein, 1985) and that leadership styles are an integral part of the culture of an organization. A culture-specific perspective reflects the view that the occurrence and the effectiveness of certain

Organizational Culture/Rewards System There are numerous links made in research regarding organizational culture and a rewards system. A majority of the studies available suggest that in general an organizational culture that fosters communication and a collaborative or team oriented environment is more likely to successful implement a rewards system, and more likely to have a rewards system in place than one that does not (Burke, 1995). Malekzadeh and Nahavandi (1993) show that

Interviews with company leadership and project team leaders, when they can be identified and have availability for such interviews, will also be conducted along the same lines, though with more purposeful and direct questioning regarding their desires for progress in project management and their view of organizational culture and structure. Conclusion The research proposed herein will build on current understandings of project management, enhancing the current body of literature by taking

Managing Diversity in Organizations Diversity can be described as the manner of recognizing, appreciating, accepting, respecting, and reveling dissimilarities among individuals with regards to age, class, ethnicity, sex, physical and intellectual capability, race, and sexual orientation (Esty et al., 1995). Diversity has become a significant and beneficial component for organizations. With the constant increase in globalization, organizations have been forced to diversify their set of personnel in the work environment. Employees