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The Sears store I am familiar with has some cultural strengths and weaknesses. Communication flows in a top-down way, because few employees in the store have any real authority. The store has assistant managers and managers for each department, and the managers report to people above them, but real control is highly centralized. New policies are communicated via memos put in each employee's mail slot. For complicated new procedures, such as the use of a new cash register, is done in formal classes.
The store represents a broad range of people including males and females of all ages, gay and straight, including Caucasians, African-American, Hispanic, Caucasian, and Asian. In the lunchroom, the same people eat together each day, with ethnic divisions obvious. Certain groups join certain others, but particular groups rarely intermingle. Conversation is rarely about work, possibly because most people have jobs with limited responsibility.
Clark, Margaret M. 2004. "A jury of their peers: giving employees a say in resolving each other's workplace disputes can pay big cultural dividends." HR Magazine, Jan. 23.
Dwan, Sue. 2003. "Weapons of self-destruction: if someone in the workplace has a large chip on their shoulder they will damage much more than just themselves." NZ Business, April.
Meisinger, Susan. 2004. "HR Leadership Is Key To Creating Better Workplaces." HR Magazine, Aug. 12.
Namie, Gary. 2003. "Workplace bullying: escalated incivility." Ivey Business Journal Online, Nov. 2.
Organizational Culture of NYU Langone Medical Center
As a non-traditional volunteer intern at NYU Langone Medical Center from September to December 2016, I obtained a first-hand look at the organization's culture. My objective as a student intern was to develop my communication and problem-solving skills by shadowing various employees at the center and performing tasks appropriate to my skill-level and background. What I discerned in terms of workplace culture came by way of conversations with employees at Langone, observations of interactions among staff and supervisors, documents like the employee hand book and physical artifacts -- like the promotion of the NYU logo on merchandise almost everywhere one looked. In this paper, I will provide an analysis of the culture at NYU Langone Medical Center and explain why the organization's culture supports organizational goals and the well-being, morale, and productivity of individual employees.
The organizational goals of Langone Medical…
Unethical Practices at Enron
Enron was a company that imploded in the early 2000s after a public scandal involving its accounting books and organizational leaders. The unethical practices at Enron were essentially accounting fraud. LAX market regulation laws were exploited by these leaders and corruption ensued as these activities quickly paved the way for real fraudulence, as losses and unprofitable investments were virtually "erased" from the books and stashed in entities where they could remain hidden, like a rotting corpse in a cellar. However, this trick did not last for long. Inquiring minds soon wanted to know how Enron was able to rise so quickly -- and what it would take to make it fall.
Enron's management team, led by Skilling and Fastow, was a dynamic, "likeable" force, which lacked two important elements of good leadership -- transparency and accountability. Enron was changing as an organization, moving from being simple…
Anand, V., Ashforth, B., Joshi, M. "Business as usual: The acceptance and perpetuation of corruption in organizations" Academy of Management Executive, 19, no. 4 (2005): 9-23.
Bazerman, M., Tenbrunsel, A. "Stumbling into Bad Behavior." The New York
Times. 2011. Web. 21 Oct 2015.
Carter, Stephen. "The Insufficiency of Honesty." Atlantic Monthly. 1996. Web. 21 Oct
Motivation in the Workplace: Recommendations for Case Study Analysis
In order to transform the group at Acme into a working, successful, productive group, they must be motivated. Motivation begins, first, with having a sense of what is expected of one. Transformational leaders must be able to communicate a vision to workers, inspire them to want to be part of that vision and to pursue, provide them with the needed emotional and social support so that they will engage, and give them the logical reasons for why embracing the change is necessary (Xirasagar, 2008). For the workers at Acme, it is clear the goals, objectives and purpose for the group have not been defined. Until these are defined, the workers will not be motivated. Motivating them, therefore, hinges upon their knowing what they are expected to achieve.
Second, motivation can come in terms of extrinsic or intrinsic inputs—i.e.,…
Race, class, gender, ethnicity, and religion are all variables that impact a person’s identity, worldview, communication style, and behaviors. Applying the sociological imagination to the workplace environment enables a greater understanding of how these factors impact daily interactions and events, with the goals of promoting harmony and resolving conflict. Being aware of race, gender, and religion has helped me function better in teams. The times that I neglected to recognize race, religion, and gender taught me valuable lessons and helped me to become more emotionally and socially intelligent. Race, gender, and religion are all socially constructed variables rather than being absolute categories; therefore it is always important to remember the fluidity of these constructs and to relate to each person individually as opposed to making sweeping generalizations based on stereotypes and assumptions.
Moreover, categories and definitions of race, gender, and religion are not monolithic. What it means to be white,…
orkplace survey: orkplace Change
How long have you worked here?
hat is your official position?
How would you rate the difficulty of the adjustment process from your old to your new work environment on a scale of 1-10?
Have you experienced a change in your position while working here (reassignment, promotion, demotion, or other)?
How would you rate the difficulty of the adjustment process from your old to your new work position from a scale of 1-10?
Some people classify workplace culture according to these characterizations: an 'academy' culture, which is stable and hierarchical, a 'baseball team' culture, which is fast-paced, with a great deal of job mobility, a 'club' culture, where employees are judged by how well they fit into a group, or a 'fortress culture' where employees with specialized skills work in a highly pressured and often suspicious environment (McNamara, 1997). ould any of these characterize your experience…
McNamara, Carter. (1997). "Organizational Culture." Management Help.
Retrieved 15 Feb 2008 at http://www.managementhelp.org/org_thry/culture/culture.htm
This essay examines the meaning of culture and provides several possible titles and topics that may be used as starting points for developing a paper on culture. It discusses the definition of culture, how culture is developed, and how cultures change. It shows how cultural identity and cultural differences are formed and how culture diversity is a fact of life. It also explains why in spite of diverse cultures commonly existing in one group there is usually a dominant culture that comes to the fore and is promoted by the leaders of the group. The essay closes with recommendations for other ways in which a paper on culture can be written.
Culture is the heart and soul of a society, group or organization: it is the manifestation of what a particular set of people thinks, feels, believes in, and holds as ideal. It is the communication of what a people…
I would ensure that Ford's H is in alignment with the company's business strategy by identifying the aims of the firm and evaluating how well the H's objectives, methods, and outcomes match the goals of the overall business. The is the responsibility of the H Business Operations division (Human esources, 2016).
The H job positions listed for Ford's H department consist of the following categories: Global Occupational Health Services, Compensation & Benefits, Corporate Travel, Global Security & Fire, H Business Operations, H Labor Affairs, Learning & Organizational Development, and Occupational Safety. Current job openings include Applicant Tracking System Administrator, Occupational Health Nurse, Worker's Comp Litigation Attorney, and Plant Physician. In the Global Occupational Health Services department of the H, the work centers on strategically enhancing the health/safety of employees through the improvement of health standards in the workplace. In the Compensation and Benefits department, H employees are tasked…
Human Resources. (2016). Ford. Retrieved from http://corporate.ford.com/careers/departments/human-resources.html
Kissack, H., Callahan, J. (2010). The reciprocal influence of organizational culture and training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4): 365-380.
Ratnam, V., & Chandra, V, (1996). Sources of diversity and the challenge before human resource management in India. International Journal of Manpower, 17, (4/5), 76-96.
Rogers, S., Jiang, K., Rogers, C., Intindola, M. (2015). Strategic Human Resource
For instance, if one individual "kept telling another employee sexual jokes that the second employee found offensive, it would be sexual harassment in the workplace. If two employees dated and engaged in consensual sex, this would not be sexual harassment. If one of the two then wanted to terminate the relationship, and the other used the unequal relative terms and conditions of employment of the work place to further the relationship, this would be sexual harassment in the workplace." (Sexual Harassment in the orkplace, 2004) in other words, consent is key -- conceivably a man could be made to feel uncomfortable, perhaps by another man, through repeated exposure to sexual jokes even after the perpetrator of the 'humor' was asked to cease and desist.
Hostile orkplace. (April 1997) it's time: Institute for Management Excellence online newsletter and website. Updated 2001. Retrieved on October 3, 2004 at http://www.itstime.com/apr97.htm.
Hostile Workplace. (April 1997) it's time: Institute for Management Excellence online newsletter and website. Updated 2001. Retrieved on October 3, 2004 at http://www.itstime.com/apr97.htm .
Sexual Harassment in Workplace." (2004) Discrimination Attorney. http://www.discriminationattorney.com/harasswk.shtml
In the incipient stages, change causes reticence and this reticence is mostly obvious in the case of the more mature group of employees. While the younger staff members are more opened to change and will embrace it as a new career opportunity, the older population is simply looking to perform its current tasks into retirement. When reticence occurs among the younger population, it can be reduced through change management programs. The reticence of the more mature population cannot however be reduced as it a deep rooted within the individuals.
A second impact, obvious at the level of all employee groups, is that of strain creation. Fedir and Herold argue that organizational change creates two sets of strains. The first set is given by the possibility for the change to modify the job specifics. In other words, the employee is worried that modifications would be incurred in the way in which…
Barnett, W.P., Carroll, G.R., 1995, Modeling Internal Organizational Change, Annual Review of Sociology
Dawson, P., 2003, Understanding Organizational Change: The Contemporary Experience of People at Work, SAGE
Eric, P., 2008, Definition of Organizational Change, Associated Content, http://www.associatedcontent.com/article/1051603/the_definition_of_organizational_change.html?cat=46 last accessed on June 3, 2010
Fedor, D.B., Herold, D.M., Effects of Change Management on Employee Responses: An Overview of Results from Multiple Studies, CPBIS, http://www.cpbis.gatech.edu/files/papers/CPBIS-WP-04-02%20Herold_Fedor_Change%20Management%20Fall%202004.pdf last accessed on June 3, 2010
Workplace Poster for a oland etail Company
Workplace Poster for a Sears Holdings Corporation
isk of staff theft poster
The following is a typical illustration of the Sears Holdings Corporation poster that warns against theft and vandalism of the products and services within the company. In order to ensure n equitable safety of the products and services within the retail company, the management team has come up with a lethal facet of model of managing the available avenues of resisting any occurrence of theft. The poster is a general demonstration of the warning that is against any form of theft within and outside Sears Holdings Corporation. Service management is a lucrative feature that often ensures safety and strength if the available avenues of production. In order to have a sound avenue of securing the sustenance of customers in the market, a given protocol must be observed. This protocol is supposed…
Dempsey, J.S. (2010). Introduction to private security. Belmont, CA: Wadsworth Cengage
Gardner, D. (1998). Using ICT in history: A teacher's resource guide. Cheltenham: Stanley
Boosting job satisfaction by offering employees safety nets should they get MSD or offering as many preventative measures as possible will lead to a corporate culture more conducive to long-term profitability. Firms should move away from the prevailing business model that discounts employee satisfaction (and employee health) and shift toward a more holistic vision of business. No industry or organization will fare well for long if they cannot maintain a healthy workforce. Firms and their leaders also have an ethical obligation to provide their employees with the best ergonomic equipment and the latest knowledge about MSDs.
MSDs are not a problem, regardless of arguments that insufficient research backs up OSHA's claims. Enough research is available and enough case studies testify to the problem. The federal government absolutely should intervene and mandate complete coverage for MSDs because one of the purposes of government is to help maintain public safety.
educing workplace injury requires a multifaceted approach, and requires responsibility on the part of employees and managers. I am frequently called upon to move, lift, or manipulate objects. Most of the time this behavior is in accordance with my job description, and I was offered some basic safety training and guidelines when I was hired to perform the job. However, the details of each procedure were not offered in the training. As a result, we only received general guidance, such as how to bend our knees when lifting heavy objects. Issues related to workplace environment and ergonomics remain woefully ignored by senior management. Moreover, there is no ongoing training to remind personnel of their role and responsibility in preventing workplace injury. I have witnessed many of my colleagues do things that are not according to recommended procedure, thereby causing injury.
Management is often able to prevent workplace injuries,…
Center for Behavioral Safety (2010). Proactive safety: How to reduce workplace injuries by 50%. Retrieved online: http://cbsafety.com/2010/06/07/proactive-safety-how-to-reduce-workplace-injuries-by-50/
McFarlin, K. (n.d.). How to reduce workplace accidents with employees. Houston Chronicle. Retrieved online: http://smallbusiness.chron.com/reduce-workplace-accidents-employees-10979.html
McLaughlin, M. (2011). Reducing workplace injuries begins with effective training. HR.com. Retrieved online: http://www.hr.com/en/app/blog/2011/09/reducing-workplace-injuries-begins-with-effective-_gt4s02nh.html
Workplace Conflict and Injustice: Mediation Options
It’s difficult to discuss an employee dispute or issue of recent times without thinking of the #timesup and #metoo movements. While these movements have been most visible in Hollywood, they definitely impact women in every industry and workplace scenario. More and more women are refusing to be silent when it comes to dealing with sexual harassment and related toxic behaviors in the workplace—and they shouldn’t have to be. This paper will examine an instance of employee conflict that occurred not within the entertainment world, but within an adjacent industry—the lifestyle and sports apparel industry, concerning one of the giants in the field—Nike.
The problems at Nike involved inappropriate behavior in the workplace, sexual harassment, and even sexual assault. Women within the company detailed workplace violations such as, “ There were the staff outings that started at restaurants and ended at strip clubs. A supervisor…
For instance, LaFleur and Hyten (1995) suggested that performance of hotel banquet staff improved when staff members received monthly bonuses function of their ability to meet accuracy and timeliness goals in setting up banquet functions (cited in Ambrose & Kulik, 1999).
Implementing these strategies should be facilitated by the fact that the two strategies complete each other. Establishing clear goals and their attainment is facilitated by the incentive, which may increase goal commitment, motivation, and thus, performance.
Incentive media kit (2005), etrieved from site: http://www.huttonmedialimited.com/images/pdfs/Incentive-rates-Production2005.pdf
Ambrose, M.L., & Kulik, C.T. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231-292.
Steven H. Appelbaum, ammie Kamal (2000). An analysis of the utilization and effectiveness of non-financial incentives in small business. Journal of Management Development, Volume: 19 Issue: 9 Pp. 733-763
t Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," etrieved…
Incentive media kit (2005), Retrieved from site: http://www.huttonmedialimited.com/images/pdfs/Incentive-rates-Production2005.pdf
Ambrose, M.L., & Kulik, C.T. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231-292.
Steven H. Appelbaum, Rammie Kamal (2000). An analysis of the utilization and effectiveness of non-financial incentives in small business. Journal of Management Development, Volume: 19 Issue: 9 Pp. 733-763
Rt Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," Retrieved from site, http://www.hm-treasury.gov.uk/Documents/Public_Spending_and_Services/Public_Services_Productivity_Panel/pss_pspp_makingadifference.cfm ?
The way that a society treats its criminals is indicative of the moral character and worthiness of that society. While it is easy for us to ignore and disregard the criminals amongst us by leading them to prison and throwing away the key, an important lesson is lost in this disregard for the human experience. In California the intolerance of violent crime and action has led to the development of the Three Strikes Law, which was implemented in 1994. As a policy maker I am firmly opposed to this law as I find it to be inhumane, impractical, excessively expensive and carried out in poor taste with a snobbish attitude towards those of us who have temporarily lost our way. A new policy is needed that can help address the important facts and details particular to the State of California and its unique needs.
Batabyal, A. (2014). It's time to rethink three strike and similar laws. Rochester Business Journal, 3 Jan 2014. Retrieved from http://www.rbj.net/article.asp?aID=205046
California Courts, The Judicial Branch of California (nd). Viewed 2 Feb 2014. Retrieved from http://www.courts.ca.gov/20142.htm
Cohen, D. (2013). Latest FBI Crime Statistics Released. Right On Crime, 20 Sep 2013. Retrieved from http://www.psychologytoday.com/blog/inside-the-criminal-mind/201104/do-prisons-really-make-offenders-worse
Egelko, B. (2013). Prop. 36 3 Strikes Change working lawyers say. 9 Sep 2013. Retrieved from http://www.sfgate.com/crime/article/Prop-36-s-3-strikes-change-working-lawyers-say-4800057.php
Geneational Gap in the Wokplace
Contempoay woking age Ameicans ae categoized into fou distinct geneations that, allegedly, have been made into what they ae and thei pesonalities fomed due to the socio-political and economic as well as histoical occuences of thei age. These fou geneations ae vaiously known as: Taditionals, Baby Boomes, Geneation X, and Geneation Y
Thee ae at least two views egading geneational diffeences in the wokplace. The fist suggests that whilst individuals ae distinct, nonetheless, shaed geneational values, events, beliefs, behavios, and occuences indelibly affected membes of a paticula geneation and impact them fom effective integeneational communication (Zemke, et al. 2000). The othe is that although, cetain geneational events do occu that influence people's behavio and beliefs, ultimately employees ae constant and geneic in what they seek fom jobs and tying to categoize them and pedict thei pefomance accoding to geneation categoy is misguided (Yang & Guy,…
references of the younger generations. Similarly, whilst discussion groups are the format of choice for the older generations, the younger generations see them as least effective and more time-consuming. Again, one can readily see historical circumstances as prompting choice. Additionally, the younger generations tend to value feedback more than the older ones do, and the various generations seem to indicate different methods in learning and internalizing skills. Computer and Internet may have a great deal to say in the diversities between the characteristics on these points.
As regards desire for greater balance between life and work, most of the evidence that the younger generations seem to incline towards the latter in comparison to the older ones, is anecdotal. It may be that the younger generations resists the influence of work on their lives to a greater extent than the older generations do, but, this again may differ according to personality and context and needs further research.
Other differences in Workplace Generation Gap
Definitions of 'success' and 'leadership' vary too between the generations with apparently generational perspectives of the constructs hinging on the paradigms of their times. The gap seems to be most pronounced between the Traditionals and the younger generations with the Traditionals connecting success to workplace conduct, and the younger generations connecting it to computer skills. As regards leadership style, the two older generations prefer a leader with credibility, whilst the younger ones prefer empathy and active listening (Deal, 2007).
All generations want to be valued and appreciated as well as receive fair treatment. In the end, definite differences may exist more in popular literature than in real life. Further empirical research needs to be conducted to demonstrate whether this is or is not the case.
This must be done with care so that the accused offender does not attempt to take retaliatory action against the accuser. The Goforth article discusses how the Equal Employment Opportunity Commission and the Ohio Civil Rights Commission use outreach programs to show business leaders how a proactive approach to sexual harassment issues can prevent lawsuits, protect bottom lines and preserve reputations. The article recommends that employers must take an active role in creating an atmosphere in which employees like to come to work. Sexual harassment in this case must be addressed on a personal level with employees, to put the challenge out in the open.
A third suggestion of how to deal with sexual harassment in the workplace is mentioned in Elliot's article. Elliot suggestions that all employers should implement and strictly enforce a sexual harassment policy, and he offers a list of items that any good policy must include.…
Employees handle a large amount of private documentation and must uphold the law of confidentiality legally and ethically.
Despite the stress on confidentiality of client information, communication flow is still important to the organization's ability to get work done. / Thus confidentiality in the service of customers, not in the service of secrecy is the organizational mantra. Additionally, communication is not simply fostered in the organizational culture's common professional dress. Because communication skills are so integral to the organization's work, when dealing with other nations over the phone, creating better communication styles in its employees' dealings with one another has become an integral part of the organization's standard operating procedures and mission statement. There are regular updates regarding company policy for employees and weekly staff meetings to foster a healthy and open communication flow between staff and management. No one need ever feel out of the loop. The organizational flow…
Workplace discrimination can be understood as an inappropriate, unjustifiable treatment towards a person or a set of people at the workplace. Such undesirable treatment is based more often on people's race, ethnicity, age, marital status, sex or other describing characteristics (Australian Human Rights Commission, n.d). Workplace discrimination can give the impression of a repudiation of particular civil liberties, neglectful treatment, deliberate undervaluing of an employee's character or work outcomes and attainments. Workplace discrimination is not only done by the employee but by the fellow employees or peers and other superiors as well. Workplace discrimination, although often not as blatant as in previous periods, continues to proliferate across organizations and on a global level. Fittingly regarded as modern discrimination, discriminatory behavior in the present day is time and again categorized by elusive and clandestine behaviors that can edge below regulations and organizational guidelines (Marchiondo et al., 2015).
Types of Discrimination in…
Honeywell's organizational culture emphasizes attention to detail as part of the firm's commitment to excellence, growth, and consumer satisfaction. There are four pillars to Honeywell's organizational culture and the first and foremost is the one that focuses squarely on the employee's need to pay close attention to everything that he or she is expected to do. This includes having leaders who are able to adapt across cultures and be responsive to the complex needs of others who live and work outside the immediate circumference in which the director, leader, manager or lower-level employee is used to operating in (Kelley, 2016, p. 213). This paper will describe how Honeywell's culture and commitment to attention to detail has paid off for the company over recent years, as the firm has succeeded in boosting net income to more than $6.5 billion in the most recent fiscal year (Honeywell Annual Report, 2016).
Emotional Intelligence and the Role it Plays in Project Portfolio Management
One of the most important and essential qualities of leadership needed in today's multigenerational business world is Emotional Intelligence (EI). EI is a "people smart" type of intelligence -- it enables an individual to read a person and provide the right kind of emotional feedback and/or responses to that person's needs. Leaders who demonstrate strong emotional intelligence are able to improve project performance because they focus on the individuals within a team rather than simply or exclusively on goals and procedures (Cacamis & Asmar, 2014). EI allows one to be person-centered, oriented towards responding to emotional cues that the other is consciously or unconsciously displaying in their words, behavior, body language, and communications. Effective use of EI can help organizations to promote a stronger workplace culture, stronger teams, and stronger performance overall (Den, Deanne & Belschak, 2012). In a…
Building a culture-based company is important for success because culture is a factor in what drives workers to be committed to a goal and to strive to meet objectives. A positive workplace culture will serve to motivate and guide employees, while a negative workplace culture will distract and deter them from advancing. Building a culture-based company thus entails identifying positive attributes and values to promote within the workplace so as to provide workers with the core motivators they need to stay ahead and progressive.
It is also about filling an organization with the "cream-of-the-crop" as Bill Taylor at GameChanger Blog notes is the case with Zappos, which actually pays employees to quit (Harvard Business eview, 2008). The idea is that after hiring new workers and initiating them into the workplace culture that the organization wishes to develop, new hires have an idea of what is expected of them and what…
100 Interviews. (2009). Zappos CEO Tony Hsieh talks about building a culture-based company. YouTube. Retrieved from https://www.youtube.com/watch?v=JdKZapHZL4c
Harvard Business Review. (2008). Why Zappos Pays New Employees to Quit -- And You Should Too. YouTube. Retrieved from https://www.youtube.com/watch?v=cQLTQAv5JQA
Cultural influences on training and development are pivotal in the success of both (Kissack, Callahan, 2010). Cultural influences can be as simple as having an organizational culture that promotes a unified, coherent vision/goal towards which all employees can strive. It can consist of strong leadership with leaders who have good Emotional Intelligence and Social Intelligence and thus are able to keep morale high in the workplace. It can consist of incentivizing workers through good H plans like health benefits or rewards for goals being met. It can consist of a strong devotion to ethics and corporate social responsibility (CS). Each of these examples serves to reinforce training principles and positive development.
For these reasons, however, cultural continuity and change on organizational succession planning are important. If a workplace culture that is effective has been cultivated by is not continued by the arrival of new leadership in upper positions…
Kissack, H., Callahan, J. (2010). The reciprocal influence of organizational culture and training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4): 365-380.
Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-
analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24: 138-158.
Professional Culture in Spain
The plan for the dinner event will include a number of different facets specifically designed to facilitate acculturation between all of the guests, which include seven (of the 11 total) attendees who are not native to Spain and its culture -- which is providing the backdrop for this event. Firstly, it is necessary to tell all of the participants of this dinner to bring gifts for one another. Specifically, each person in the party will bring a gift for either an employee or his or her spouse, so that no one is left out. Therefore, when the dinner commences and the guests are first situated at the table, they can exchange gifts with one another as a sort of ice-breaker which will allow them to initially get acclimated with one another. elationships are important in doing business in Spain (Expat, 2016).
Additionally, it is critical to…
ExpatFocus (2016). Spain - business and workplace culture. www.expatfocus.com Retrieved from http://www.expatfocus.com/expatriate-spain-business-culture
InterNations (2016). Working in Spain. www.internations.org Retrieved from https://www.internations.org/spain-expats/guide/working-in-spain-15498
The modern 21st century has posed new challenges for the organizations to survive and grow (Smith et al. 2010). As they are operated and managed by human beings, the challenges are ultimately faced by the individuals who are responsible for making decisions and implementing them (Nieuwenhuizen, Weiss and Rossouw, 2009). As challenges are multifaceted, and human lives are divided into various aspects, it is difficult to excel in every field. The gap between desired and actual state of mind leads to stress and has a high impact on employee performance and productivity.
The concept of supervision is not new in business settings. It may be rooted right in the main essence of organizational structure from where delegation of authority and chain of command were introduced. In lieu of human psychology to stay conscious when being observed and monitored, it is more likely that they are not in normal…
Bill's team has a problem with its organizational culture. It emphasizes procedure over workplace culture and thus the team has no real team spirit or spirit of mission. The organizational culture has to be better effected.
The problem is a group function, which can be rooted in leadership -- but because Bill has just taken over it is difficult to place blame there. He is currently assessing the situation. However, because the group consists of "individuals" who do not really get along, there is no real "group function" -- and this is consistent with the lack of workplace culture.
A leadership problem would emanate in negative ways -- such as narcissism from the leader, negative feelings, cruelty, a lack of communication, a lack of empathy, a lack of care about how his attitude impacts his followers and the overall success of the organization. This is not really the…
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks: CA:
Wiseman, T. (1996). A concept of analysis of empathy. Journal of Advanced Nursing,
culture workplace. (This include, necessarily limited, fellow employees,
Culture plays a vital role in the workplace in contemporary times. Most organizations have their own respective cultures, as well as do individual industries, countries, parts of countries, and even different parts of the world. All of these varying cultures and sub-cultures come together in the workplace environment, and make for some interesting interactions -- not all of which are beneficent. I have had a number of different interactions with individuals who were part of cultures that are not innately my own, and have always come away with them by gaining a degree of didactic knowledge that sheds insight into future situations of intercultural activity.
Industry specific culture is one that is difficult to assess -- or even to necessarily prepare for -- without fully emerging oneself into it. For instance, when I attended my first data governance conference last winter, I…
Your PowerPoint Slide, Chapter 3 Slide 9. I don't have the rest of the reference.
.....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…
Such results, if typical, would have a dramatic impact on the bottom line of any company that implements such programs. By definition, this improves employee productivity ($ value output per employee).
In our company, substance abuse by employees is a serious problem, and the impacts mirror those of other companies in the developed world. hile we do not experience significant rates of injuries as the result of substance abuse, we do experience the other negative outcomes that are associated with substance abuse in the workplace -- absenteeism and lost productivity especially. There are pervasive negative effects on the culture of the organization as well, with employee resentment occurring, but yet not being manifested in either stigmatization or support.
As with most firms, we understand that it is in all likelihood easier and cheaper to address substance abuse issues with the employee than it is to find, hire and train…
Bacharach, S.; Bamberger, P. & Biron, M. (2010). Alcohol consumption and workplace absenteeism: The moderating effect of social support. Journal of Applied Psychology. Vol. 95 (2) 334-348.
Cook, R.; Back, A. & Trudeau, J. (1996). Substance abuse prevention in the workplace: Recent findings and an expanded conceptual model. Journal of Primary Prevention. Vol. 16 (3) 319-339.
Cook, R. & Schlenger, W. (2002). Prevention of substance abuse in the workplace: Review of research on the delivery of services. Journal of Primary Prevention. Vol. 23 (1) 115-142.
FSIPP. (2010). Prescription drug abuse in the workplace on the rise. Centre Daily Times. Retrieved October 23, 2010 from http://www.centredaily.com/2010/10/21/2287321/prescription-drug-abuse-in-the.html
.....social injustice and inequality. First, literature related to the fundamentals of discrimination and descriptions of gender discrimination are discussed in the literature. Following a detailed discussion of what the literature says about gender discrimination, the literature review shifts toward the quantifiable effects of gender discrimination in the workplace. Effects are examined both in terms of measurable effects on organizations and individuals.
Fundamentals of Discrimination
Discrimination is unfortunately pervasive in the workplace. Described as an "inaccurate perception of differences," discrimination can be based on independent variables like race, gender, language, and other demographics (Cleveland, Vescio & Barnes-Farrell, p. 149). The differences perceived are "inaccurate," and also have a direct impact on status, access to power, and access to avenues of promotion or pay increases. Most literature frames discrimination as being "subtle and covert," well concealed from the realms of legal scrutiny, and often difficult to define precisely (Marchiondo, Ran & Cortina,…
culture on communication. Then explain two ways misunderstandings might occur among cultures with different communication styles. Finally, propose two solutions to enhance cross-cultural communication.
ommunication: The influence of culture on communication
Although the urge to communicate using a common language may seem to be a universal impulse, the ways in which communication takes place is highly dependent upon an individual's cultural context. For example, within an Asian cultural context, the level of hierarchy, social distance, and expectation of obedience is different between parents and children than in a Westernized cultural context. This can often cause conflict for Asian adolescents reared in the United States who are still 'acculturated' to Asian norms by first-generation parents at home (Rhee, hang & Rhee 2003: 750). While the relationship of a child to a parent exists in all cultures, the expectations attached to that relationship are far from universal in nature and scope. Acculturation…
Communication (both verbal and non-verbal) is key to understanding a culture. Language, gestures, expressions, and other symbols for interaction, help to explain the differences between cultures and help one understand the attitudes, values, and beliefs of a certain culture. Language, including each word, utterance, and distance between conversations, are all influenced by culture.
Language and culture are closely intertwined. Language affects culture while culture affects language. Cross-cultural research has examined miscommunication and why it happens. Two umbrella explanations for miscommunication are via the interpersonal underpinnings of politeness and indirectness (Fiske, Gilbert, & Lindzey, 2001). Scollon and Scollon (1981) found that Athabaskans (indigenous peoples of North America-Alaska), " tend to assume greater distance when interacting with unacquainted individuals than do English-speaking Americans" (Fiske, Gilbert, & Lindzey, p. 1402, 2001). Thus, Athabaskans prefer more distance and more negative politeness strategies while Americans refer more positive approach-based politeness strategies. This could result in a misunderstanding when group members interact. Another communication difference ties more specifically into language. Speakers of English tend to refer to themselves via pronouns when reporting their actions (i.e. "I went to the store") while speaks of other languages (namely Japanese) often do not do this at all (i.e. "Went to the store"). Using pronouns is a linguistic practice that tends to be used in more individualistic cultures like America, where the emphasis is on the person. Conversely, not using pronouns is related to more collectivistic cultures where the target of the sentence is decontextualized (Kashima & Kashima, 2003). Related to this is another cross-cultural difference of linguistic abstractness. South Korean speakers are more likely to use verbs when they speak whereas English speakers are more likely to use adjectives, to describe a variety of social objects (Kashima, Kashima, Kim, and Gelfand, 2006). There are many other cross-cultural differences in communication that may or may affect the way we understand others.
Enhancing cross-cultural communication requires understanding a culture's background, roots, traditions, and values, amongst other factors. Knowing whether a culture is individualistic or collectivistic is hugely significant, and would really explain the differences between at least the two examples seen here. Studying the social construction of meaning to a culture requires a lot of work, but allows us to understanding a culture's language and means of communicating, at least verbally. Knowledge of expressions and gestures and other kinesics of a culture can help to understand the nonverbal communication produced by a culture. There is no other ways to decreasing misunderstandings without knowledge of the origin of the misunderstanding itself. This requires complete comprehension of the culture in all its facets. Without that ability, one will struggle to understand and accept the verbal and nonverbal communication styles used by different groups of people. If you don't grow up with it, it is foreign to you and can often seem negative, or wrong. However if looked at from the other lens, the other group feels
Many of these misgivings turned out to be untrue, and teachers found they could monitor the students using the computers with little difficulty. Now, it would seem unusual to find a schoolroom without at least one computer, but then, it was different, and change was met with resistance and even alarm by some of the teachers.
More recently, there has been an increased interest in the community to change kindergarten to a full-day instead of a half-day concept. Many of the staff and the teachers are not happy about this concept, and do not want their classrooms to change from half-day to full-day. They cite a variety of arguments, noting that these young students are too young for a full day of instruction, to their own resistance to working with 5-year-olds to a full day. Because there is also some resistance from the community, the teachers are also using this…
Rossman, G.B. "Change and Effectiveness in Schools -- a Cultural Perspective."
Capitalism and Culture
The works of Smith, Marx, Freud and Wolf center around the history of capitalism and its meanings as it has emerged from the west: first from western Europe and subsequently from the United States of America. However, this is not the only light in which world economy might be seen. There are various economic systems that are viable in various cultures. These will be considered in terms of the above-mentioned authors, together with authors who write from a different perspective, including Sahlins and Appadurai.
The main characteristic of the capitalist system is that those who produce actual goods are employees. They do not own and cannot buy their own equipment and materials. Through this system, and especially through the advent of the machine, workers have been separated form the production process. Such displacement has occurred through coercion, especially during the early stages of the system,…
Kilcullen, R.J. "Marx on Capitalism." 1996. http://www.humanities.mq.edu.au/Ockham/y64l06.html
Sahlins, M. "The Original Affluent Society," 1998. http://www.hrc.wmin.ac.uk/campaigns/ef/dt/affluent.html.
Szeman, I. Review: Modernity at Large: Cultural Dimensions of Globalization by Arjun Appadurai. Public Worlds Volume 1. Minneapolis: University of Minnesota Press, 1996.
Wolf, Eric R. Europe and the People Without History. Berkeley: University of California Press, 1982.
Culture is obviously an issue that pervades all aspects of life. This is and remains true even in cultures that are rather homogenous in nature like Japan. Just one of the realms of life that culture pervades is the workplace. Rose Kearney-Nunnery openly explores this from the perspective of nursing. Two of the important concepts that she covers when it comes to the same is cultural competence and cultural humility. They involve the same overall topic but they are actually quite different in terms of their definition and function. While it is possible to get too fixated and focus on what makes people different from a cultural standpoint, not focusing on such things at all is less than wise.
The first term up for discussion is cultural competence. The author mentioned in the introduction briefly summaries the term by saying it is the competent and informed…
Landy and Conte (2013) note the fairness is understood as a component of exchange between two or more parties. The fairness reflects some form of equity, but the authors note that there are a few different perspectives against which fairness can be evaluated. The first of these is distributive fairness. This concept reflects a fairness of outcomes. This principle can come in a pure form, like in Cuba where everybody earns the same wage, but more often it comes with some sort of caveat, like "equal pay for equal work." There are different norms to describe distributive justice. These can be merit (the equal pay for equal work) norm and the need norm (to each according to his need). Landy and Conte also note that culture plays a role in how justice is perceived. The norm of a country will be different based on the collectivist-individualist paradigm. Because equity…
Folger, R. & Konovsky, M. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal. Vol. 32 (1) 115-130.
Landy, F. & Conte, J. (2013). Work in the 21st century: An introduction to industrial and organizational psychology. John Wiley & Sons.
Sociology Questions elating to Gender and Culture
The media has made significant efforts to demonstrate non-bias with regards to gender in advertising as part of efforts to promote gender equality. While the media may attempt to communicate non-bias messages relating to gender and advertising, there is a considerable amount of information that communicates the exact opposite. The need for communicating a message of non-bias when it comes to gender and advertising is not only attributed to efforts to promote gender equality but also efforts towards preventing gender discrimination. Notably, there are different sociological approaches in relation to gender and research. Some of these sociological approaches are applied in advertising and the media and continue to take place in the United States despite the various attempts by the media.
There are varying sociological approaches when it comes to gender and research since sociologists explain gender roles using different theoretical perspectives. Some…
"Ray-Ban's 'Never Hide' Campaign Features Gay Male Couple For First Time." (2012, April 26). Huffpost Gay Voices. The Huffington Post. Retrieved May 12, 2015, from http://www.huffingtonpost.com/2012/04/26/ray-ban-never-hide-campaign-gay_n_1456315.html
"The Sociology of Gender." (n.d.). Chapter 1 -- Theoretical Perspectives and Feminist Frameworks. Retrieved May 12, 2015, from http://www.pearsonhighered.com/assets/hip/us/hip_us_pearsonhighered/samplechapter/0132448300.pdf
Yet, a more complex IT system sits at the basis of the process. Five highly important rules define the relationships between the given entity classes. They will be succinctly presented below:
1. The store registers its customers' information (such as complete name, date of birth, address, e-mail or telephone number)
2. The store has a library of videos with the respective video copies and their location on the shelves
3. A customer can rent a video copy and it would be registered in the video store as being rented
4. Upon returning a copy, it would be placed back on its shelf (at this stage, the customer is also required to make the payment for the purchased service, but this business stage is not included in the software application)
5. The office clerk can receive notifications from the software application whenever a customer is late in returning the rented video…
Beynon-Davies, P., 2004, Database Systems, Houndmills
Chapple, M., Entity Relationship Diagram, About.com, http://databases.about.com/cs/specificproducts/g/er.htm last accessed on July 4, 2009
innovation is a group of steps and activities visualized for translating ideas into actual products / services / processes. The innovation process commences with identifying and defining the source problem (Sva?, 2012).The building blocks of an innovative culture are as follows:
These aforementioned building blocks are linked. For instance, the values of an enterprise affect the employee's behavior, workplace climate, and how success is perceived and quantified.
An innovative culture inherits ideas from research conducted by multiple authors. For promoting innovation, most enterprises generously invest time in resources, processes, and quantifying success. However, most companies have neglected to evaluate the more difficult to identify and/or measure factors of innovative culture with respect to people - including climate, behavior, and values.
To date, apparently, most companies have quantified innovative culture in terms of processes, management of resources, and measuring success of innovation rather than measuring building…
Curtis, S. (2013, October 15). The Innovations That Took Amazon from Online Bookseller to Dominant Global Marketplace. Retrieved from www.businessinsider.com: http://www.businessinsider.com/the-innovations-that-took-amazon-from-online-bookseller-to-dominant-global-marketplace-2013-10
Eaton, K. (2013, Febuary 05). Fast Feed. Retrieved from www.fastcompany.com: http://www.fastcompany.com/3005481/samsung-bets-billion-innovation-and-investment
He, L. (2013, March 29). Google's Secrets Of Innovation: Empowering Its Employees. Retrieved from www.forbes.com: http://www.forbes.com/sites/laurahe/2013/03/29/googles-secrets-of-innovation-empowering-its-employees/
IBM. (2006). Five barriers to innovation: Key questions and answers. IBM Global Business Services.
Friedman, Stewart D. 2002. "Leadership DNA: The Ford Motor Story.(Ford Motor Co.'s leadership training policy)."
Training & Development, March.
In this article, Friedman describes an innovative leadership program instituted at Ford Motor Company. It is designed to identify employees with leadership potential, help the company stay competitive, and pull the leaders of the company together to make changes that will allow the company to change and keep up with changing times. It also serves the purpose of speeding up the development of executives, and communicates the beliefs and practices (what Friedman calls "culture") throughout the company.
In addition, the program has the goal of making the company more environmentally and socially sensitive, and this includes the executives in this program, who include some sort of social program in what they do.
Interestingly, the program does not build in any extra time for the people who enroll in it. It…
Nagel, Liza, and Brown, Sheri. 2003. "The ABCs of managing teacher stress." The Clearing House 76:5, May/June.
Nelson, J. Ron; Roberts, Maura L.; and Ohlund, Barbara J. 2001. "Sources of Occupational Stress for Teachers of Students with Emotional and Behavioral Disorders." Journal of Emotional and Behavioral Disorders, Summer.
Pretrus, Teodor and Kleiner, Brian H.
2003. "New developments concerning workplace safety training: Managing stress arising from work." Management Research News 26:6, pp.
Experienced as Internal Coach in Place of Work
The objective of this study is to reflect on the challenges experienced as an internal coach within the place of work and specifically on the challenges of managing the boundaries between the writers as an internal coach, the coachee and the coach's line manager.
Coaching and mentoring are described as relationships that help people: (1) take charge of their own development; (2) release their potential; and achieve results which they value. (McGraw and Hill, nd, p. 8) Stated as nine key principles for internal coaching are the following: (1) the LEARNING relationship is at the heart of change; (2) the CLIENT sets the agenda and is resourceful; (3) the COACH OR MENTOR facilitates learning and development; (4) the CONTEXT is work; (5) the OUTCOME is change and action; (6) the APPROACH OR MODEL provides movement and direction; (7) the SKILLS…
What is effective coaching and mentoring at work? (nd) McGraw Hill. Retrieved from: https://www.mcgraw-hill.co.uk/openup/chapters/9780335243853.pdf
Change Agenda (nd) CIPD. Retrieved from: http://www.cipd.co.uk/NR/rdonlyres/5EBC80A0-1279-4301-BFAD-37400BAA4DB4/0/coachsuperv.pdf
Supporting staff working with people who challenge services: Guidance for Employers (2013) Skillsforcare.com. Feb. 2013. Retrieved from: http://www.skillsforcare.com/Document-library/Skills/People-whose-behaviour-challenges/Supporting-staff-working-with-challenging-behaviour-(Guide-for-employers) vfw-(June-2013).pdf
Coaching: A Global Study of Successful Practices (2008-2010) American Management Association. Retrieved from: http://www.opm.gov/WIKI/uploads/docs/Wiki/OPM/training/i4cp-coaching.pdf
Workplace discrimination leads to a mismatch between qualified workers and their jobs, and it carries significant economic consequences in the American workplace.
Okechukwu, Souza, Davis and Castro (2014) define workplace discrimination as unfair rules and conditions that impair the ability of group members. It is motivated by inferiority and mistreatment of the disadvantaged group over the dominant group. It is based on races and even occurs among disadvantaged groups themselves. For example, some ethnic groups are favored than immigrant workers. Discrimination does exist with respect to age, gender, and disabilities as well. Though Americans prohibit societal and historical influences among the workers through the Disabilities Act, it does persist. Workplace discrimination is unequal treatment of employees whereas workplace harassment involves negative actions toward a worker with respect to race/ethnicity, gender, etc. Sexual harassment includes sexist behavior, sexual hostility, unwanted sexual attention, and sexual coercion in which one's gender or sex…
In a recent study co-learning is categorized into two separate domains; the facilitator and the explorer. According to the study the facilitator of learning is the individual who "does not get in the way of learning by imposing information…a facilitator guides the process of student learning" (Brantmeier, 2010, p. 1) while the student, or learner, is defined as an empowered explorer who is an "independent or collective explorer of knowledge through disciplined means" (p. 1). Whether the student is one as defined in the traditional sense, or it is a co-worker seeking to gain knowledge of the business world, both facilitator and explorer learn by sharing knowledge through communication.
Oftentimes the facilitator is one that has had previous experience in the workforce with the specific subject at hand. The facilitator is therefore often the leader of the group or project. Being a leader requires experience but it also…
Brantmeier, E.J. (2010) Empowerment pedagogy: Co-learning and teaching, accessed at website: www.indiana.edu/~leeehman/Brantmeier.pdf on April 25, 2011
Clarke, N. (2005) Workplace learning environment and its relationship with learning outcomes in healthcare organizations, Human Resource Development International, Vol. 8, Issue 2, pp. 185 -- 205
Gratton, L. & Erickson, T.J.; (2007) 8 Ways to build collaborative teams, Harvard Business Review, Vol. 85, issue 11, pp. 100-109
Kitching, J. (2008) Rethinking UK small employer's skills policies and the role of workplace learning, International Journal of Training and Development, Vol. 12, Issue 2, pp. 100 -- 120
Person A has many different and unique attributes to add to the workplace. This versatile person has a wide range of skills that could aide any group trying to accomplish tasks large and small. Person A is balanced in many ways. The ability to be both creative, demonstrated by her poetry skills, and linear, by her accounting ambitions, will definitely help bring a more balanced attitude towards her occupation.
Person A's tendency towards not procrastinating can be used at her workplace for everyone's advantage. This trait. when channeled in an effective manner, can help jumpstart ideas and put them into motion. Person A's love for horseback riding and nature would also be beneficial to her co-workers due to the patience and kindness in dealing with such a hobby. Person A's ability to write will provide a great way to communicate to her co workers as well…
National Culture and elated Theories
This paper presents a comprehensive discussion on the cultural diversity and its impact on the organizational performance and management practices. The paper includes a methodical analysis of the influence of culture on operational performance of an organization and the working patterns of individuals. A logical criticism has also been done on the relevant theories and concepts that are widely practiced in the business world.
Cultural diversity refers to the differences of cultural backgrounds, religious beliefs, social norms, races, and other dimensions among individuals. Cultural diversity is widely seen in large societies and multinational organizations. Due to its importance in today's challenging and complex business environment, organizations are giving more focus on managing cultural diversity in their workplaces. A number of research studies have been conducted which explain the importance, challenges, and issues of cultural diversity for business organizations. The most important studies are conducted in…
Collings, D.G. 2012, International Human Resource Management: Policies and Practices for Multinational Enterprises. The International Journal of Human Resource Management, 23 (7): 1509-1511.
Dowling, P.J., & Welch, D.E. 2008, International Human Resources Management: Managing People in a Multinational Context. 5th Edition, London: Prentice Hall
Fischer, R., & Poortinga, Y.P. 2012, Are cultural values the same as the values of individuals? An examination of similarities in personal, social and cultural value structures, International Journal of Cross Cultural Management, 12 (2):157-170.
Gopalan, S., & Stahl, A. 1998, Application of American Management Theories and Practices to the Indian Business Environment: Understanding the Impact of National Culture, American Business Review, 1 (1): 33-38.
The Impact of Workplace Sexual Harassment on Employees and Employers
Sexual Harassment (SH) is a subject that has made its way into the normative, professional lexicon. SH used to be a topic that was not taken seriously because it was a part of the workplace environment that was normal and was not subject to punitive consequences, though there are occasions that are exceptions to the rule. SH is a subject that must be taken seriously by every employee or member of an organization. SH is a subject that must be taken seriously on the individual level and on the organizational level. SH directly affects fundamental aspects of a place of employment, no matter the industry. Prevalent, pervasive, and even sporadic SH in the workplace serves as a destructive force from within and from without.
There is no workplace environment that exists that will never have one instance of SH.…
Houle, Jason N., Staff, Jeremy, Mortimer, Jeylan T., Uggen, Christopher, & Blackstone, Amy. "The Impact of Sexual Harassment on Depressive Symptoms During the Early Occupational Career." Society Mental Health, Vol. 1, No. 2, 89 -- 105, 2011. Available from: http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3227029/ . 2014 January 10.
Jackson, Robert A. & Newman, Meredith A. "Sexual Harassment in the Federal Workplace Revisited: Influences on Sexual Harassment by Gender." Public Administration Review, Vol. 64, No. 6, 705 -- 717, 2004.
Lim, Sandy, & Cortina, Lilia M. "Interpersonal Mistreatment in the Workplace: The Interface and Impact of General Incivility and Sexual Harassment." Journal of Applied Psycholgoy, Vol. 90, No. 3, 483 -- 496, 2005.
Lim, Sandy, & Cortina, Lilia M. "Personal and Workgroup Incivility: Impact on Work and Health Outcomes." Journal of Applied Psychology, Vol. 93, No. 1, 95 -- 107, 2008.
Organizational Cultures: Annotated Bibliography and Summary
Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp.
Web. etrieved from: LexisNexis Database. [Accessed on 21 May
This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on the role of the project manager to not only introduce a team to a project, but hone the group's culture in terms of knowledge, communication, and teamwork in order to maximize the team's effectiveness, which is a method that can be utilized in any working environment.
Heeroma, D., Melissen, F., Stierand, M. 2012. "The problem of addressing culture in workplace strategies. Facilities, 30(7-8): pp. 269-277. Web. etrieved from:
LexisNexis Database. [Accessed on 21 May
Tatum, M. 2012. "What is corporate culture." Wise Geek. Web. Retrieved from:
http://www.wisegeek.com/what-is-corporate-culture.htm . [Accessed on 21 May
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…
Background To Business in China. n.d. [ONLINE]. Available at: http://www.worldbusinessculture.com/Chinese-Business-Style.html [Accessed 18 August 2012].
Campbell, B. 2010. [ONLINE]. How To Improve Your Corporate Culture. Available at: http://www.bcbusinessonline.ca/bcb/business-sense/2010/05/28/how-improve-your-corporate-culture [Accessed 15 August 2012].
Differences in Culture. n.d. [ONLINE]. Available at: http://www.analytictech.com/mb021/cultural.htm [Accessed 24 August 2012].
Edgar H. Schein's Model of Organizational Culture. 2010. [ONLINE]. Available at: http://www.businessmate.org/Article.php?ArtikelId=36 [Accessed 18 August 2012].
Nurturing Ethical Diverse Workplace Building Trust Workplace for assignment read required readings ethics module, including 2010 Deloitte LLP Ethics & Workplace Survey ( http://www.
Workplace Diversity Ethics
The productivity and ethics within the workplace environment are significantly influenced by leadership transparency. This issue has been revealed by studies on human resources in several companies. There are several types of leadership, like autocratic, democratic, transformational, transactional laissez-faire leadership and others. Each of these leadership styles has its advantages and disadvantages, and each of them can be successfully used in a certain type of organization. But transparent leadership is much more than a leadership style.
Transparency in leadership does not limit to the transparency of communication. Transparent leaders have been observed to focus on the facts, in comparison with finding someone to put the blame on. This means that these leaders are interesting in understanding the reasons that determine certain situations in…
1. Henry, M. (2012). Transparency and Leadership. Lead Change Group. Retrieved March 13, 2013 from http://leadchangegroup.com/transparency-and-leadership/ .
2. Pearce, C. et al. (2009). Is Shared Leadership the Key to Team Success. Organizational Dynamics. Retrieved march 13, 2013 from http://cte.rockhurst.edu/s/945/images/editor_documents/PEARCE%20MANZ%20SIMS%20%20%20Shared%20Ledership.pdf .
Social Media/Workplace Conflict
Every day, most of us create permanent records of our lives and the things we do through our Internet use, emails, texts, tweets, blogs, and similar technology. Information intended for friends and family can sometimes be disseminated more widely than expected or planned. Unless one avoids these technologies altogether -- a difficult feat in today's society -- one can no longer be assured that a private life is truly private. Further complicating the issue is the use of these technologies in the workplace. The line between our public and private selves continues to blur. Current legislation is aimed at protecting privacy rights of employees in balance with employers' concerns about the use of social media during work hours and, in some cases, with the use of employer-owned devices. Legal issues can quickly become complex and there is not sufficient practical guidance to help employers navigate an increasingly…
Dorsch, M. (2012). Tweeting the election. State Legislatures (38)4, pp. 28-30.
Folger, J.P., Poole, M.S., and Stutman, R.K. (2001). Working through conflict: strategies for relationships, groups, and organizations, 4th ed. Boston: Allyn and Bacon.
Freifeld, L. (2012). Social media at work. Training 49(6), p. 7.
Hearing, G.A., and Ussery, B.C. (2012). The times they are a changin': The impact of technology and social media on the public workplace, part I. Florida Bar Journal 86(3), pp. 35-39.
The culture and environment of any workplace is extremely important. We are indeed products of our surroundings and we should expect to reflect this nature. The purpose of this essay is to explore the organizational structure and cultural of the King's Daughter Health System. The essay will examine how the organizational structure contributes to the quality of care within the system and also identify how culture, and specifically generational differences also impact the inner workings of this area.
There are essentially three types of general organizational structure that almost all work place systems are based upon. These include the functional structure, the divisional structure and the matrix structure. A functional structure is designed so that each are of the organization is organized according to its specific objectives and goals. A divisional structure is used in large companies that have their resources spread out over a large…
Kings Daughter Health System Organizational Chart.
Ponte, P. et al. (2003). Making Patient-centered Care Come Alive. JONA, 33(2), 2003:82-90. Retrieved from http://www.dana-farber.org/uploadedFiles/Library/adult-care/new - patient-guide/patient-safety-and-advocacy/advisory-council/patient-and-family- care/making-patient-centered-care-come-alive.pdf
There is the belief that Hispanics tend to make more eye contact then some other cultures, and have a tendency toward physical contact in greeting and things of that nature (Argyle, 1988). Moreover, it has been posited that Hispanics tend to sit and stand closer to each other then what is considered normal in U.S. culture. Additionally, the common gesture for 'okay' hand signal used in the U.S. is considered vulgar in some parts of South America. As such, a manager should be knowledgeable first of these gestures and how they translate in Hispanic culture and secondly be wary of using them in professional or personal communication (Argyle, 1988). Additionally, if a manager or leader were to present as stand-offish, maintain little to no eye contact, sit or stand at a great distance or respond negatively to a physical extension during a greeting, that leader may be seen as untrustworthy.…
Adler, P. & Kwon, S. (2002). Social capital: prospects for a new concept. The Academy of Management Review, 27(1), 17-40.
Argyle, M. (1988). Bodily Communication,2nd ed., Methuen & Co. Ltd.
Doktor, R., Tung, R., & Von Glinow, M. (1991). Incorporating international dimensions in management theory building. Academy of Management Review, 16(2), 259-261.
Goode, T., Jones, W., Dunne, C., & Bronheim, S. (2007). Promoting cultural and linguistic competency: self-assessment checklist for personnel providing behavioral health services. Washington, DC: Georgetown University Center for Child and Human Development.
WOKPLACE LEANING AND MANAGE'S PEFOMANCE IN THE HOSPITALITY INDUSTY
elationship between Workplace Learning and Managers' Performance in the Hospitality Industry
elationship between Workplace Learning and Managers' Performance in the Hospitality Industry
Manager's ole as a Leader
Why is Workplace Learning Important
The 'ideal' Workplace Learning Situation
Methods of Workplace Learning
Hospitality Industry Supports and Values Training and Learning
Management Skills in Workplace Learning
Manager's ole in the Hospitality Industry
Optimize Communication between Managers and Employees
Effective Managers in Hospitality Industry
elationship between Workplace Learning and Managers' Performance in the Hospitality Industry
Impact of Managers' Performance
Why Should Managers be Involved in Workplace Learning in Hospitality Industry?
Skills Learnt in Workplace Learning in Hospitality Industry 13
There is a direct relationship between workplace learning and manger's performance in a hospitality industry. This paper deciphers the roles and responsibilities of the manager in…
Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.
Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.
Theresa, B., Blackbourn, S., Hussey, D., & Linda, N. (2009). Developing the Local Workforce: Is Work-Based Learning the Solution? British Journal of Occupational Therapy, 18-28.
Ahu, T., & Ozbilgin, M.F. (2009). Understanding Diversity Managers' Role in Organizational Change: Towards a Conceptual Framework. Canadian Journal of Administrative Sciences, 45-52.
Gender equality establishes the concept and attitude of unbiased and impartial allocation of corporate resources and prospects involving men and women. It establishes equality for men and women in terms of opportunity in social circles. But the corporate world is based on certain gender norms and stereotypes of role provisions. Hence these roles have made certain divisive identities (Sharma, & Sharma, 2012). The social norms of women being the housewife and caretaker of the family have infected eastern and western civilization. Corporations have been hiring women for mid-level and lower level positions, but they are blocked from top level positions (Ntermanakis, as cited by Mihail 2006).
According to Schein, Mueller, Lituchy and Liu (1996), women are afflicted with the typical think-manager-think male norm. In Nichols (1994) opinion, the popular opinion is that women aren't cut out for the tough decisions and roles of management position; hence they are kept out…
Lyman, L.L., Ashby, D.E., & Tripses, J.S. (2005). Leaders who dare: Pushing the boundaries. Lanham, Md: Rowman & Littlefield Education.
Merchant, K., (2012). How Men and Women Differ: Gender differences in Communication Styles, Influence Tactics and Leadership Styles. Retrieved 29 September 2014 from http://scholarship.claremont.edu/cgi/viewcontent.cgi?article=1521&context=cmc_theses
Michailidis, M.P., Morphitou, R.N., & Theophylatou, I.I. (2012). Women at work equality vs. inequality: barriers for advancing in the workplace. International Journal Of Human Resource Management, 23(20), 4231-4245. doi:10.1080/09585192.2012.665071
Ryan, M.K., & Haslam, S.A. (2007). The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions. Academy of Management Review, 32(2), 549-572.
IKEA Organizational Culture
Strong and Weak Sides of Organizational Culture
Impact of Internal and External Factors
Leadership and Organizational Culture
Employees and Organizational Structure
IKEA Organizational Culture
Every organization has a unique culture that dictates how things are done -- it defines the organization's social and psychological behavior. Though there is no universally agreed definition, organizational culture essentially refers to the values, beliefs, attitudes, assumptions, principles, habits, and customs shared by members of a given organization (Schein, 2010). These behavioral aspects constitute the distinctiveness of the organization (Jain, 2005). Indeed, organizational culture can be an important source of competitive advantage for an organization as it determines its strategic orientation, personnel management approaches, and other aspects of organizational behavior (Schein, 2010; Mullins & Christy, 2010). One organization that has built a distinctive organizational culture is IKEA, a Swedish multinational firm involved in the designing and marketing…
Browaeys, M., & Price, R. (2008). Understanding Cross-cultural Management. Harlow: Prentice Hall.
Clarke, L. (n.d.). Corporate culture of the heart. Retrieved from: https://inside.6q.io/ikea - corporate-culture-of-the-heart/
Geert-hofstede.com (n.d.). Country comparison. Retrieved from: https://geert- hofstede.com/sweden.html
Grol, P., & Schoch, C. (2010). IKEA: Culture as competitive advantage. CPA, Paris Chamber of Commerce. Retrieved from: http://www.efbl.org/upload/7730963-Strategijski- menadzment-Studija-slucaja-IKEA-2010-12-16.pdf
It should be pointed out, however, that many of these issues exist for women in developed countries such as the United States.
Voices from Iran, however, also looks at aspects of Iranian women's power and influence, an issue that often receives little notice with Western scholars and activists. Iranian wives, the interviewees point out, possess a great influence over their husbands, giving them great power within their families. Among younger generations, women have made strides towards amassing greater social capital, through institutions such as education.
More than fifty percent of new college admissions, for example, are female students. After the Islamic Revolution (1978-1979), and the following war with Iraq, female college graduates began to enter emerging businesses and industries. Many women, for example, enter the publishing industry, open private medical clinics or enter artistic fields such as film. Younger women have turned to writing and graphic design. This influx has…
Culture of Change by Michael Fullan
The book Leading in a Culture of Change by Michael Fullan discusses the essential factors that help develop effective leadership (and management) in a period and society that is dominated by cultural diversity. Using the Five Components of Effective leadership as the main core of the book's organization, each chapter is a detailed discussion of each of these components, relating them to issues concerning leadership and management in a culturally diverse organization, especially in the workplace environment.
Fullan synonymously associates leadership with management, discussing these two concepts as one and the same throughout the book. Thus, for the purpose of this book report, references to leadership are references to management also, and vice versa.
The first component of effective leadership, Moral Purpose, is defined by Fullan as "[a]cting with the betterment of employees in mind" (3). This definition clearly is clearly identified with leadership,…
Fullan, M. (2001). Leading in a Culture of Change. CA: John Wiley & Sons, Inc.
Diversity in the Workplace
The increase in globalization has resulted in greater levels of interaction of individuals from diverse cultures and beliefs than ever before in the history of the world. As noted in the work of Green, Lopez, Wysocki and Kepner (2002) "People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent." (p.1) Diversity is defined as "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity, and other characteristics." (University of California, San Francisco, 2012, p.1)
Challenges, arriers, and enefits to Workplace Diversity
The Multicultural Advantage website reports that there are specific barriers and challenges to workplace diversity and that these are inclusive of: (1) communication; (2) resistance to change; (3) Implementation of diversity in the workplace policies;…
1. A Diverse Workforce Is Integral to a Strong Economy. Center for American Progress. Retrieved from: http://www.americanprogress.org/issues/labor/news/2012/07/12/11900/the-top-10-economic-facts-of-diversity-in-the-workplace/
2. Andrade, R. And Rivera, A. (2012) Developing a Diversity-Patent Workforce: The UA Libraries' Experience. Journal of Library Administration. 51:7-8, 692-727
3. Best Practices in Achieving Workforce Diversity (2010) U.S. Department of Commerce. Retrieved from: http://govinfo.library.unt.edu/npr/library/workforce-diversity.pdf
4. DuPont, K. (1999) Handling Diversity in the Workplace; Communication is the Key. American Media, Inc. Retrieved from: http://www.ars.usda.gov/SP2UserFiles/ad_hoc/54400000NewEmployeeResources/Handling%20Diversity%20in%20the%20Workplace.pdf
Where, those facilities that had an adversarial relationship between management / employees or other groups saw dramatic long-term effects. As productivity, higher costs and increased amounts of waste would occur at these facilities. This is significant, because it shows how various issues of conflict are like a cancer that will eat away at the most productive of organizations. In the case of the organization that we are examining, this shows that immediate action must be taken to rectify the situation. The longer the conflict is allowed to occur between the two sales people, means that the various emotions will continue to fester. At which point, it is only a matter of time until the situation will spiral out of control and the long-term productivity of the organization can be brought into question.
Hyde, M. (2006). Workplace Conflict esolution and the Health of Employees. Social Science & Medicine, 63 (8), 2218…
About Workplace Conflict. (2000) Retrieved June 13, 2010 from Conflict at Work website: http://www.conflictatwork.com/conflict/cost_e.cfm
Gershenfeld, J. (1991). The Impact on Economic Performance of a Transformation in Workplace Relations. 44 Industry & Labor Relations Revision, 241.
Hyde, M. (2006). Workplace Conflict Resolution and the Health of Employees. Social Science & Medicine, 63 (8), 2218 -- 2227.
Jordan, P. (2004). Managing Emotions During Team Problem Solving. Human Performance, 17 (2), 195 -- 128.
Healthcare Psychology Stress Illness orkplace Matrix Use table describe relationship stress health workplace identify ways reduce stress workplace. If additional sources, include citations consistent APA guidelines.
Associate Level Material
Stress and Illness in the orkplace Matrix
Use the following table to describe the relationship between stress and health in the workplace and to identify ways to reduce stress in the workplace. If you use additional sources, include citations consistent with APA guidelines.
Include reference page.
hat is the relationship between stress and health in the workplace?
There is a strong relationship between stress and health in the workplace, as there is a significant number of individuals from around the world who believe that their jobs have a negative effect on their health. A study involving civil service employees in London generated conclusive results showing that many individuals experience low control in the workplace and that this lead to serious health…
Cardwell, M. And Flanagan, C. (2005). Psychology AS. Nelson Thornes.
Nguyen, S. Creating an Ethical Organizational Culture. Retrieved August 6, 2013, from http://workplacepsychology.net/2011/02/14/creating-an-ethical-organizational-culture/