Abstract This paper discusses the importance of corporateculture in management and in the overall functioning of organizations. The author examines the way that corporateculture impacts organizational behavior.
From the Paper "Organizational management is an interdisciplinary field dedicated to better understanding and more effective, efficient management of human resources in an organization. It is both research and application oriented, drawing on a diverse array of disciplines, including psychology, management, sociology, social psychology, statistics, anthropology, general systems theory, economics, information technology, vocational counseling, stress management, psychometrics, ergonomics and ethics. This combination of diverse factors and perspectives has spawned many competing theories about human work behavior; in fact, in the mind-1980s, a researcher had identified 110 separate and distinct theories about behavior and organizational management (Miner, 1984, p. 307)."
Abstract The paper outlines the ideas of Geert Hofstede, Deal and Kennedy and Edgar Schein on corporateculture and focuses on how management can enhance and change corporateculture. The paper discusses how positive cultures encourage cooperation, innovation, corporate solidarity and communication and emphasizes how a strong corporateculture is the key to an organization's success.
Outline:
Introduction
Theories of CorporateCulture Enhancing CorporateCulture Changing CorporateCulture Conclusion
From the Paper "Companies, like countries, possess their own cultures, their own individual sets of norms, procedures, goals, and techniques. Much as a particular people praises certain behaviors, a given company will reward actions that in another organization might be looked on as unnecessary or undesirable. Structures and institution, even chains of command, respond to the specific circumstances of a business enterprise. Corporate culture also reflects the outer culture of the society with which that organization interacts. The market shapes this culture, determining many of the factors that gain weight within a business paradigm. Industries that depend on innovation will likely engender corporate cultures that prize risk-taking and change. Companies operating in a more stable environment will typically favor a more conservative approach."
Abstract This paper analyzes the mission and core values of Starbucks Corporation, one of the most well-known U.S. companies. The paper analyzes Starbuck's value statement's role in giving direction for the organization operations, the contribution of its success and compares the espoused values with actual values lived by the company and its employees. The writer also discusses the interaction of communication with corporateculture: how the organization's values impact the communication style and how communication affects the corporateculture. The paper also explains how conflicts can be used to improve communication and build a successful business organization. The writer concludes that core values and communication of those values are important contributors to an organization's success; however, unprecedented changes might require revision of the values and corporateculture.
Outline:
Abstract
Starbucks and its Core Values
Organizational Behavior and Communication Paper
Communication and CorporateCulture Conflict's Role in Communication
Conclusions and Recommendations
References
From the Paper "Starbucks' rapid expansion, mixed record of being socially and environmentally responsible corporate citizen is constant source of discussions within senior management, individual shops, fan and hate sites alike. As a truly global organization, Starbucks is also facing with diverse perception of the values it represents. Opening up a dialogue with interested parties at local and global level, leveraging on the interest it spurs and the vast human resources can result in collision of very different views on the path the company should take in the future to preserve its core values and address practices criticized by many. Listening to constructive criticism from various stakeholders will allows Starbucks to consider various course of options, ensure wider acceptance and find means to retain the small company feeling even as it gets bigger."
Abstract This paper analyzes the issue of women in management and working within a changing corporateculture. The problem of women's careers stuck in middle management is explored, as well as the glass ceiling effect. The changes taking place for women within the corporateculture and the influences on corporate/organizational culture are examined.
From the Paper "The proportion of women participating in the labor force in the United States and across the globe has increased dramatically in recent years resulting in ..."
Abstract The paper discusses how a company's corporateculture plays a large role in its approach to customer relations and social responsibility. Specifically, the paper shows how a company's actions have positive or negative consequences both internally and concerning the public.
Outline:
Introduction
Internal Impact of CorporateCulture CorporateCulture and Social Responsibility
Conclusion
From the Paper "With the state of the economy today and the ever increasing challenges that employee satisfaction and performance pose, corporate culture is more important than ever. If a company is able successfully to instill a particular concept into the psyche of its employees the benefits that stem from that concept literally have no limits.
"The advantages of a successful and positive corporate culture are both internal and external. Today's customers are significantly savvier than their predecessors and how a company behaves in the office and in the community are equally important."
Abstract This paper defines corporateculture as everything that is commonplace within the organization, which is created by what the employees believe and management emphasizes within the dynamics of the business. Next, the author analyzes the advantages and disadvantages corporateculture plays within the association. Understanding corporateculture, the paper underscores, is essential to the success of the organization and of its individual employees.
From the Paper "In turn, a malformed corporate culture could have a reverse effect on the organization. Corporate culture can create conflicting values, and dysfunctional behaviors. A strong negative corporate culture can undermine even the most well-meant changes. When established cultures are being questioned or challenged, the people who hold these cultures and values will see it is as a threat, and will only resist the changes."
Abstract This paper examines corporateculture and change. The author points out elements of successful change management. This paper explores the influence of global marketing.
From the Paper "Cynthia Kemper writing in "Training Development" notes that the current focus in some industries including telecommunications companies is on developing global markets. Global marketing is responsible for developing transnational workforces and international management teams in multicultural settings The demands associated with doing business in a global workplace are still not fully understood. However, the process itself is presenting daily challenges to corporate executives senior managers human resources managers training professionals and organizational consultants around the world. What remains undisputed is the fact that the ability to ..."
Abstract The writer defines corporateculture and discusses how it can influence behavior at work. The paper gives details of types of behavior patterns that can become corporateculture. Finally it describes three aspects through which a company's culture is most apparent: the socialization of new employees, subculture clashes, and the behavior of top management.
From the Paper "The traditional corporate culture was made up of a "deal" between a company and its employees. If a person joined the organization, he/she accepted the ethic and standards that made up the way of life in that company. The employee was committed to the company and the company was committed to its employees. (Hopkins and Richman, 1999.)"
Abstract The paper examines corporateculture and uses the United States Marines as an example of this. Three works are cited: Marion F. Sturkey's "Warrior Culture of the U.S. Marines", Sgt. James Covington's "Suits to BOOTS: Marines teach Corps' values to business students" and "Corps Values". Sturkey explains that the marine's character is defined by three constant "Corps Values", honor courage, and commitment. The paper defines these values and also explains the the "Code of Conduct" of 1955. Covington discusses how the marines handle leadership challenges in a stressful environment and how this knowledge can be applied in the business world. The paper concludes that the marine's commitment to decentralized management and bottom-up thinking has evolved due to high risk, high speed and, high focus assaults which tend to be unforgiving on bureaucratic or autocratic management styles.
From the Paper "Honor requires the ultimate standard in ethical and moral conduct, and a Marine must never lie, cheat, or steal, must adhere to a code of personal integrity and be accountable for his actions, and above all, must never sully the reputation of his Corps (Sturkey pp). Courage is honor in action, moral strength, heeding the inner voice of conscience and doing what is right in spite of adverse consequences (Sturkey pp). Commitment is total dedication to Corps and Country, and is a combination of selfless determination and relentless dedication to excellence (Sturkey pp). And once a Marine, always a Marine, for there is no such thing as an ex-Marine or former-Marine, only reserve, retired or veteran Marines (Sturkey pp). These three Corps Values make up the bedrock of each individual Marine's character, and are the foundation of the Corps itself (Sturkey pp). These values have been handed down from generation to generation and are the reason why the U.S. Marines are the most respected and revered fighting force on earth (Sturkey pp)."
Abstract Using the example of the Enron scandal, this paper briefly examines how the corporateculture plays a role in the organizational approach to customer relations and social responsibility.
From the Paper "During the recruitment and retention selection phase, a process is typically employed within organizations not only to select individuals who have the technical skills and knowledge to perform their roles within the organization but also to select people who will fit in with, and not undermine, the organization's culture."
Abstract The paper examines the concept that organizational culture is emerging as one of the greatest single management dimensions. The paper argues that corporateculture has become not only beneficial, but necessary due to the increasing prevalence of globalism as a financial, economic and commercial world system. The paper explores how the current role of culture in organizations is actually a managerial role within a corporation's leadership structure and one that must monitored, fostered and actively developed. The paper concludes that organizational culture can be managed, should be managed, and is being managed in novel and proactive ways across the globe.
Outline:
Introduction
Organizational Culture Global Influence on Organizational Culture Conclusions
From the Paper "This rise in importance of organizational culture as primary competitive differentiator has come about because of and within the framework of the global economy. For, as the literature attests, and Balmer and Wilson make clear, "An important prerequisite for a corporate reputation to contribute to business survival and success is that it offers a distinct advantage in relation to the organization's external environment..."(par.3). In other words, organizational culture is uniquely related to its reputation, its financial success and its externally oriented interactions with the marketplace."
Abstract This article looks at the effects of personal, cultural and organizational values on decision-making in a person's personal and professional life. It explores the difference between ethnic culture and corporateculture and looks at how corporateculture colors decision-making at work.
From the Paper "Personal and cultural values affect decision making in a person's personal life because they define who the person is and how they will react to different situations. Different cultures often have vastly different value systems such as the respect for elders in Eastern cultures, the faith-based beliefs of different religious groups such as Buddhists, Muslims and Hindus. These factors play a major role in the way people think and how they approach problems. In some cultures, it is customary to seek the advice of elders in decision-making whereas ... "
Abstract Interest in corporateculture is not a new issue. As early as 1939, analysts began noting that informal organizational structures were an important part of the work environment, and often determined the success of companies more (or at least as much as) formal structures (Ogbonna & Harris 39). While scholars and social scientists are typically those who conduct formal analysis of workplace culture, any employee in any organization both contributes to that company's culture, and is also affected by that culture.
From the Paper "Introduction
Interest in corporate culture is not a new issue. As early as 1939, analysts began noting that informal organizational structures were an important part of the work environment, and often determined the success of companies more (or at least as much as) formal structures (Ogbonna & Harris 39). While scholars and social scientists are typically those who conduct formal analysis of workplace culture, any employee in any organization both contributes to that company's culture, and is also affected by that culture. Given this mutually dependent relationship, it is no surprise that an increasing amount of attention has been paid to corporate cultures in recent years. This research examines the concept of corporate cultures and how culture affects communication within an organization."
Abstract The paper relates that the Japanese and American corporatecultures utilize different image protecting values. The paper looks at the Japanese Boshido Codes of Honor, which instills a more individualistic type of corporate image and is extremely important to the success or failure of the leader or employee. The paper then compares this to America's more secular or more "practical" ethical approach to protecting corporate image. The paper shows how these differing views highlight the contrasting elements of ethical values instilled within the modern Japanese and American corporate identity.
From the Paper "The Japanese culture is often been for centuries a country that has been isolated from the rest of the world due to extreme nationalism and resentment toward western imperialism. In the past, a distrust of "outsiders" such as Americans and Europeans has led to an individualistic process within Japanese business culture that rejects outside secular belief systems. Although modern Japanese society has recognized business ethical models through European identity (Kantian Philosophy) in modern times, there is a general tendency for Japanese business leaders and employees to follow their duties, yet not dishonor their own individual role within a particular organization."
Abstract This paper evaluates the culture of Southwest Airlines (SWA) by examining the two major categories of organizational cultures - individualistic and collectivist. It explains that organizational culture is the basic pattern of shared assumptions, values, and beliefs considered the correct way of thinking about and acting on problems and opportunities facing the organization. The paper also discusses the differences between individualistic cultures, where the primary emphasis is on personal freedom of choice, and the collectivist culture where personal goals are less important than organizational goals and interest. The paper concludes that SWA has a collectivist culture and has created a culture that allows the employee to contribute and have fun at the same time.
From the Paper "More than 32 years ago, Rollin King and Herb Kelleher got together and decided to start a different kind of airline. "We Weren't Just Airborne Yesterday" began with one simple notion: if you get your passengers to their destinations when they want to get there, on time, at the lowest possible fares, and make darn sure they have a good time doing it, ("time flies when you're having fun!") people will fly your airline. They were right, businesses began to catch on. The Tom Joyner Morning Show (The TJM show) is currently a big advocate and does plenty of advertising for Southwest Airlines. Whenever the TJM show is performing a live Skye show, they present two of their audience attendees with two tickets from SWA to fly anywhere in the USA. Blue Cross Blue Shield of Florida has an account with Southwest Airlines for all of their employees and business traveling needs. What began as a small Texas airline has grown to become one of the largest airlines in America."
