Organisational Culture Essays (Examples)

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Organisational Cultures and the New NHS
The role of the PFI in the NHS

This chapter aims to analyse the United Kingdom's (UK's) National Health Service (NHS), revealing its origins and the key aspects of organizational culture in both the public and private sectors.

The PFI in the UK is now one of the major ways in which public sector services have been created in the UK (roadbent, et al., 2002). However, it has been under public scrutiny regarding its operation in the National Health Service (NHS).

PFI calls upon the private sector to supply asset-based services to the public sector over a long period (up to 60 years) in exchange for monthly lease payments (roadbent, et al., 2002). PFI was officially created in 1992 under the Conservative Government but was furthered by the Labour Government when it came into power in 1997.

The Labour Government has expanded the PFI in general into areas of….


Fortress Culture: Employees don't know if they'll be laid off or not. These organisations often undergo massive reorganisation. There are many opportunities for those with timely, specialized skills. Examples are savings and loans, large car companies, etc."

According to research, Sainsbury's appears to be a fortress company, as it is struggling to find the right strategy and culture for its business.

Edgar Schein, a cultural analysis, has contributed a great deal of literature regarding aspects of organisations that seem irrational, frustrating, and intractable (Deal and Kennedy, 2000). According to Schein, p. 375): "The bottom line for leaders is that if they do not become conscious of the cultures in which they are embedded, those cultures will manage them." ecause Schein uses open-systems concepts, it is understood that members of a group culture may also belong to subcultures within a company. Since organisations have a shared history, there will typically be at least….

Culture and Organization
PAGES 3 WORDS 1146

.....organisational environment can be an important source of wellbeing for individuals. This is particularly true if the environment encourages social interactions. Indeed, literature has demonstrated that social interactions in an organisation are crucial for generating positive emotions, which may in turn contribute to desirable employee outcomes such as lower cases of interpersonal conflict, reduced absenteeism, increased loyalty, and higher productivity (Biggio & Cortese, 2013). The connection between positive employee outcomes and positive organisational outcomes cannot be understated. Humans are naturally social beings, and their contact with others is as important as food and other basic needs. Since majority of adults spend a substantial portion of their life at work, the organisational environment is crucial for promoting individual wellbeing. It provides an ideal breeding ground for positive relationships. However, it is unfortunate that most organisations are yet to realise the value of social interactions. The widespread cases of unhappiness at the….

Organisational Behaviour
PAGES 2 WORDS 693

Organisational Behaviour
Endothon and Techfite have different corporate cultures. Endothon, a space exploration agency, has a customer-oriented culture, which can also be referred to as a task-oriented culture. The organisation focuses on results and productivity, and is driven by safety and innovation. This shows that the organisation is more concerned about the task and fulfilling the needs of its customers. While a task-oriented culture is important for enhancing productivity and customer satisfaction, it can result in reduced work morale, motivation, and commitment as there is little or no focus on the needs and welfare of employees. Techfite, on the other hand, has an employee-oriented culture. This is a culture that values the contribution of employees, and seeks to maximise their welfare by fulfilling their needs. Techfite achieves this by offering flexibility and empowerment. Though an employee-centred culture is important for motivating employees, it can result in less focus on productivity.

An acquisition….

Strategic Alignment
Every organisation should have a set of underpinning values, and this is especially true of non-profit organisations, which exist for reasons other than earning profit. The values are typically embedded not only in the strategic objectives that leadership sets for the organisation but also in the methods by which the organisation seeks to attain those objectives. The values set the cultural tone for the organisation, and the culture influences organisation actions and outcomes. The amount of study on this subject, however, has been minimal in management literature. This paper will examine the relationship between organisational culture, organisational values and organisational strategic objectives, with an emphasis on the non-profit sector. The values that underpin an organisation should be reflected both in the culture and the objectives, but the nature of this relationship remains relatively unexplored. This is the gap that the present paper will seek to fill.

Defining Values and Culture

Organisational….

Organisational culture is defined as a "consistent, observable pattern of behaviour in an organisation" (Watkins, 2013). The patterns of behaviour that define a culture are reinforced through the artefacts of culture, including slogans, imagery, written statements, posters, mission statements and vision statements. Culture is therefore reinforce directly by the organisation, which sends the message about the patterns of behaviour that define the organisation repeatedly, because repetition is critical to ensure that the message is received and implemented consistently. Hofstede (2015) argues that there are a number of different dimensions along which an organisation's culture can be understood: means-oriented versus goal-oriented, internally-driven vs. externally-driven, work discipline, open vs. closed system, degree of formality, employee-oriented vs. work-oriented and the degree to which an employee is expected to identify with the organisation. Some organisations have strong cultures, others have weak ones, but the best organisations have cultures that closely align with firm objectives.….

As a consequence, the personnel strategy must be elaborated and implemented based on the following relevant aspects for the organization: the project's mission, objectives, success factors, organization's strategy, and the analysis of the internal and external environment.
Basically, the process of elaborating human resources strategies is the result of a continuous analysis or diagnosis process of all the activities performed within the organization and of the directions that the organization follows.

In the case of Greater Manchester's transport investments process, this is a very important condition. The project must be closely and continuously monitored. All the activities comprised by the project must be controlled, so that they are performed in accordance with the established standards.

The main purpose of the analysis is to identify the human resources of the organization that are able to be introduced in the project and to establish a correlation with strategic decisions that affect the personnel strategy.

Tactical….

Organisational Behaviour
organizational behaviour.

Organizational Behavior - pages answers questions: Why ethical issues a major concern organizations? What individual influences impact ethical behavior? How organizations influence ethical behavior employees? MUST a recent article Wall Street Journal, reputable publication, ethical issues addressed a corporation today.

Organizational behavior

In every organization there is a code of ethics that is to be followed by the employees so as to ensure co-existence and smooth running of the organizations activities. Organizational behavior refers to the examination of individual actions in relation to the workplace setting comprising of the fields of management, communication, psychology and sociology. Within any social setting interactions, varied factors come up that bring about a lot of controversy over what is the standard code of ethics for organizations. The workers who co-exist effectively enhance organizational development whereby individual and organizational performance is improved, the workers feel motivated, satisfied and committed eddy, 2004()

Discussion

In the day-to-day operations of….

Silence too is an important part of communication in Singapore. It is customary to pause before answering a question, to indicate that the person has given the question the appropriate thought and consideration that is needed. Westerners habit of responding quickly to a question, to Singaporeans, often indicates thoughtlessness and rude behavior. Their demeanor is typically calm, and Westerners more aggressive style is often seen as off putting ("Singapore: Language," 2009). Authority is to be respected for both employees of an organization, in Singapore, and when dealing with other organizations (Tse, 2008), and communication content and tone should represent this respect. Business etiquette is also different in Singapore than in many Western countries.
Cultural Business Etiquette in Singapore:

Business is more formal in Singapore than non-Asian organizations are often used to. There are strict rules of protocol, with a clear chain of command, which is expected to be kept on both….

Human esources
Managing Organisational Culture

The values and behaviors that contribute to the unique social and psychological environment of an organization make up the organizations culture. Organizational culture is the summation total of an organization's past and current suppositions, incidents, viewpoint, and values that hold it together, and is articulated in its self-image, inner workings, connections with the outside world, and future prospects.

In dealing with the management of organisational culture, it is firstly essential to recognize as fully as possible the characteristics of the existing or new target culture to include the myths, symbols, rituals, values and assumptions that strengthen the culture. Organisational culture is not something that can be viewed very easily it is consequently quite hard to replace it. Usually when certain leaders form a company, their values are converted into the actions of the members of that organisation. When other leaders take over, it may not be as easy….

Overview
Many countries developed their own automobile industries, and did so in order to create jobs, for national security reasons, and simply because shipping cars overseas was impractical for much of the 20th century. This paper will look at three major automobile manufacturers, one each from Europe, Japan and America, to examine the differences and similarities between them. Each company evolved differently, and did so on the basis of both national culture and in terms of the markets in which they operated. The companies studied are Ford, Hyundai and Renault-Nissan-Mitsubishi. The latter makes a nice case study because it is a French-Japanese firm, one of the biggest and most powerful transnational automakers, but a model that if successful might be replicated increasingly in the future.

Depictions

American automakers are depicted both as monolithic giants, and as dinosaurs at the same time. It is only grudgingly that international press talks about a company like….

Italian and ritish Cultures and Management Styles in Tourism: Q. Hotel
A Critical Analysis of Italian and ritish Cultures and Management Styles in Tourism:

Q Hotel

Italy is a country in a stage of transition. It is no longer a predominantly agrarian society nor yet a fully industrialized economy. It is also a land of striking contrasts, with no unified social or economic patterns. As a society, Italy is centuries old; as a modern sovereign state it was born but yesterday. The very nature of the political unification process probably accounts for some of the disunity. It was not a broad-based movement but occurred predominantly under the auspices of one family, the Savoys, who succeeded in expanding their influence and political rule throughout the country (Rosenzweig & Nohria, 1994). The masses participated only vicariously through national figures and agitators, such as Garibaldi, Mazzini, and Cattaneo, whose dreams of a republican democracy based….

Applying Organisational Consulting Strategies
Consulting fundamentals can be of great value to an organization. This paper explores the application of consulting strategies to functional areas within an organisation, notably leadership, organisational conflict, organisational communication, organisational ethics, as well as employee motivation and team management. Attention is specifically paid to the importance of each area, the information and metrics that may be used to assess each area, and the consulting strategy that would be most effective in addressing each area.

Leadership

The importance of effective leadership -- both at the executive and middle management levels -- in any organisation cannot be overemphasised. Effective leadership is important for influencing a group of people to work toward achieving a defined goal or objective (Sperry, 2002). Any organisation strives to achieve a certain goal or objective. It is the role of leadership to initiate the action necessary to achieve the goal or objective as well as incentivise….

culture include the structural placement of the IT function within the organization, and the philosophical approach to the development, deployment, and use of IT. In terms of changing and transforming an organization, the philosophical approach to the use of IT is the most challenging. The philosophical approach is more abstract, and therefore demands deeper thought about the nature of information technology, the nature of information, the power issues associated with information, and the ethics of information technology. These issues are difficult to grapple with as an individual, and in a group setting, philosophical issues are even tougher to come to terms with. Most organizations are diverse and highly complex. Therefore, it might be hard to find consensus on the philosophical approach to the development, deployment, and use of information technology.
At the same time, information technology has an important philosophical component that must be addressed by managers at some point….

Learning Log: Organizational Culture
Culture

An increasingly globalized marketplace and multicultural society demand a solid understanding of others' cultures, particularly with regards to interpersonal communications. These issues are especially important in the workplace where effective communication requires a careful balance of appreciation and recognition of cross-cultural differences that may affect the exchange. Although common courtesy and common sense will go a long way in preventing inadvertent cross-cultural communications gaffs, it is also important to understand the more salient workplace behaviors that may be regarded as offensive by people from other cultures.

Questions that resulted

What types of workplace behaviors are universally acceptable, if any, irrespective of the culture(s) involved?

What types of workplace behaviors are generally prohibited based on cultural factors?

How can the views of cultural theorists such as Geert Hofstede and others help inform the cross-cultural communication process in the workplace?

Relative positions with respect to the presented information

My personal views were largely in conformity….

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17 Pages
Term Paper

Economics

Organisational Cultures and the New Nhs the

Words: 4642
Length: 17 Pages
Type: Term Paper

Organisational Cultures and the New NHS The role of the PFI in the NHS This chapter aims to analyse the United Kingdom's (UK's) National Health Service (NHS), revealing its origins and…

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46 Pages
Term Paper

Business

Organisational Culture of J Sainsbury

Words: 12724
Length: 46 Pages
Type: Term Paper

Fortress Culture: Employees don't know if they'll be laid off or not. These organisations often undergo massive reorganisation. There are many opportunities for those with timely, specialized skills. Examples…

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3 Pages
Essay

Culture

Culture and Organization

Words: 1146
Length: 3 Pages
Type: Essay

.....organisational environment can be an important source of wellbeing for individuals. This is particularly true if the environment encourages social interactions. Indeed, literature has demonstrated that social interactions in…

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2 Pages
Essay

Business

Organisational Behaviour

Words: 693
Length: 2 Pages
Type: Essay

Organisational Behaviour Endothon and Techfite have different corporate cultures. Endothon, a space exploration agency, has a customer-oriented culture, which can also be referred to as a task-oriented culture. The organisation…

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6 Pages
Term Paper

Business - Ethics

Organisational Values Culture and Goals

Words: 1916
Length: 6 Pages
Type: Term Paper

Strategic Alignment Every organisation should have a set of underpinning values, and this is especially true of non-profit organisations, which exist for reasons other than earning profit. The values are…

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4 Pages
Essay

Sports - College

Nike Organizational Culture Strategy

Words: 1304
Length: 4 Pages
Type: Essay

Organisational culture is defined as a "consistent, observable pattern of behaviour in an organisation" (Watkins, 2013). The patterns of behaviour that define a culture are reinforced through the artefacts…

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10 Pages
Research Proposal

Business - Management

Organisational Behaviour Greater Manchester Congestion

Words: 2582
Length: 10 Pages
Type: Research Proposal

As a consequence, the personnel strategy must be elaborated and implemented based on the following relevant aspects for the organization: the project's mission, objectives, success factors, organization's strategy,…

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2 Pages
Essay

Business - Ethics

Organisational Behaviour Organizational Behaviour Organizational Behavior -

Words: 659
Length: 2 Pages
Type: Essay

Organisational Behaviour organizational behaviour. Organizational Behavior - pages answers questions: Why ethical issues a major concern organizations? What individual influences impact ethical behavior? How organizations influence ethical behavior employees? MUST a…

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9 Pages
Term Paper

History - Asian

Culture and Diversity Issues in

Words: 2845
Length: 9 Pages
Type: Term Paper

Silence too is an important part of communication in Singapore. It is customary to pause before answering a question, to indicate that the person has given the question…

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34 Pages
Dissertation

Business - Management

Managing Organizational Culture

Words: 9860
Length: 34 Pages
Type: Dissertation

Human esources Managing Organisational Culture The values and behaviors that contribute to the unique social and psychological environment of an organization make up the organizations culture. Organizational culture is the summation…

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4 Pages
Essay

Business - Industries

organizational culture and national culture of Automakers Comparison

Words: 1431
Length: 4 Pages
Type: Essay

Overview Many countries developed their own automobile industries, and did so in order to create jobs, for national security reasons, and simply because shipping cars overseas was impractical for much…

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8 Pages
Essay

Careers

Italian and British Cultures and Management Styles

Words: 2710
Length: 8 Pages
Type: Essay

Italian and ritish Cultures and Management Styles in Tourism: Q. Hotel A Critical Analysis of Italian and ritish Cultures and Management Styles in Tourism: Q Hotel Italy is a country in…

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8 Pages
Research Paper

Business

Applying Organisational Consulting Strategies

Words: 2449
Length: 8 Pages
Type: Research Paper

Applying Organisational Consulting Strategies Consulting fundamentals can be of great value to an organization. This paper explores the application of consulting strategies to functional areas within an organisation, notably leadership,…

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2 Pages
Essay

Education - Computers

Culture Include the Structural Placement of the

Words: 611
Length: 2 Pages
Type: Essay

culture include the structural placement of the IT function within the organization, and the philosophical approach to the development, deployment, and use of IT. In terms of changing…

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4 Pages
Essay

Business - Management

Learning Log Organizational Culture an Increasingly Globalized

Words: 1163
Length: 4 Pages
Type: Essay

Learning Log: Organizational Culture Culture An increasingly globalized marketplace and multicultural society demand a solid understanding of others' cultures, particularly with regards to interpersonal communications. These issues are especially important in…

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