Organisation culture, well do you agree my last organisation have no culture of its own. How can organisation have a culture as it is without a life. It is the people in the organisation. How they behave, organise, their values all determine the culture at an organisation.
Simply speaking the behaviour of the people in an organisation determine culture. We are free to do anything in our organisation, you are not monitored free to long breaks, Teamwork, we used to discuss on topics all together weeks sometimes, which resolves huge issues like cakewalk. Individually one cannot solve them. So Teamwork ad leadership type of organisation culture existed in our organisation.
What was the culture of the last organization you worked for? Did you like working there?
Exploring Culture Our discussion this week focuses on culture; specifically the culture of the organization. Our authors define culture as a set of shared assumptions that determines how we act in the workplace (paraphrased from p. 283). Let's get comfortable describing our workplace in terms of culture. In your initial post: Describe your current company's culture. You are encouraged to do this using the three levels of organizational culture from our chapter reading. (If you're not currently working, use your...
Think of an organization you have worked worked for, currently work for or would like to for in the future. Based on your experiences and research you conduct, does the organization's strategy set it apart from rivals? Does the strategy seem to be keyed to a cost-based advantage, differentiating features, serving the unique needs of a niche, or some combination of these? What is there about the organization's strategy that can lead to sustainable competitive advantage? Make sure you are...
Describe the organizational culture at your workplace, or the culture at an organization you are familiar with. In writing your answer, think about what it is really like to work there and be a part of that organization; don’t stop at the espoused or published values only. Do you think the culture should change in any way? Explain why and describe how you would go about starting to promote culture change specifically in that organization. 300 words
If you worked for a company like Amazon or Google that has a strong vision for the future, how would that affect you compared to working for a company that did not have a vision?
Collapse Think about a company you have worked for, either currently or in the past. Reflect upon the corporate culture with respect to the practice of ethics within the organization. What was leadership's role in establishing this culture within the organization? How did power and motivation relate to the degree of ethical conduct?
What mix of rewards would you like if you worked in (a) a university athletics department, (b) a professional sports club, and (c) a commercial tennis club? For each type of organization, weigh the relative importance of your own preferences and the organiza- tional characteristics in your choice of the rewards.
Describe J.C; Penney's culture before and during Johnson's time in the organization. What were the attributes that Johnson changed, and how did this impact the culture and success of J.C. Penney? What types of organizational culture apply to J.C. Penney before and during this change in leadership? According to Stein, changing an organizational culture involves a teaching process. If you were to have a meeting with Johnson, what processes would you recommend to improve the organizational culture at J.C. Penney?
Describe J.C; Penney's culture before and during Johnson's time in the organization. What were the attributes that Johnson changed, and how did this impact the culture and success of J.C. Penney? What types of organizational culture apply to J.C. Penney before and during this change in leadership? According to Stein, changing an organizational culture involves a teaching process. If you were to have a meeting with Johnson, what processes would you recommend to improve the organizational culture at J.C. Penney?
1. In a strong-culture organization, values and behavioral norms are like crabgrass: deeply rooted and hard to weed out. Do you agree and is this good or bad? 2. Employee resistance is a symptom, not a problem, in the change process. What are some of the real problems that underlie employee resistance? Have you seen this in your own experiences?
What organization have you worked at or are familiar with, how were they organized?