Brenda Barnes

Lueneburger, Christoph (2014). Lessons from Chrysler: how to rev up a purpose-driven corporate culture. Retrieved from

In a collection of articles unlike the other books we have read, The Harvard Business Review along with the School of Business at the university did a five year research on the connection and balance between work and life outside of work. But it also looks at the higher end of the social ladder. They look at executives of company’s worldwide. Like I said, this edition of the HBR is a series of articles that go from a deep look into the “mommy-track” to different future looks on prospective jobs, and details the path of employees of all levels on how to understand the tricky and

Every organization has values and beliefs that define what they do and how they do things in the organization. These values have significant influence on how the employees behaves and the general performance of the organization – it is these set of values and beliefs, rooted deep in the company’s organizational structure that depict the “dos”, “don’t” and the “hows”, of the organization and these unequivocally represents the culture of the organization. This concept became popular in the 1980s when Peters and Waterman in their book: “In search of Excellence” presented the profound argument that, the success of any organization is inextricable linked to the quality of its culture. (Carpenter, M., Taylor, B., Erdogan, B. 2009 p183). The purpose of this paper is an attempt to analyse the impact diverse cultures played in the success of the Lincoln Electric Company.

as Oprah Winfrey she is an actor and a popular talk show host she was born in Kosciusko, MS.

Work hard, show up every day and to give your best ,” this is how Brenda Wilson lived her life. Brenda Wilson is a loving person with a great sense of humor. Growing up on a farm taught her how to work hard and care for others. She said her proudest achievement was raising two fantastic children.

Katzenbach and Khan believe there are three categories of manager: a good manager, a people person and a pride-builder. A good manager is fair and rational working toward equality and efficiency. They focus on the development of individuals with potential using formal development plans. A people person is typically hands on and explains the reasoning behind their decision. This individual is easy to work with and uses their connections to create development opportunities for their favorites. A pride-builder encourages staff to be actively involved in problem solving and empowers staff to pursue ideas. They strive to get the personal best effort from every team member and are often a role-model for expected behaviors (2010).

“The Great Post-It Massacre” discusses how different leadership styles can cause serious problems within the workplace amongst management and subordinates. Adventures Plus is a rapidly-growing discount travel agency with fifty offices throughout the United States and Canada. Beverly Sadowsky was the first vice president of Adventures Plus. While Sandusky held this position, Bob Scanlan was promoted to small business account and assigned to the office in Dallas. Although Bob did not find his job exciting, he was happy with it because it was more relaxed than his previous position and he felt appreciated.

The founders of the corporation were executives with high standards of integrity, religious convictions, respect and care for its employees, customers, and the community. According to Hess & Cameron (2006), the leaders feel that they should live the values, share the vision, make others successful, as well as, manage the business. They are committed to the organization’s culture and values based on putting people first and integrity.

You lightly run your hands over the seamless white lace. Let the satin gently slide between your fingers. You stare at your reflection, quite certain that you are dreaming. You are a vision in white. An angelic goddess. It is your wedding day, and everything has fallen together just as you envisioned when you were a little girl. Nothing could ruin this moment of pure joy; or so you thought. Suddenly your parents burst into the room spitefully bickering about nothing in particular, just as they have your entire life. The magic moment is broken and you are suddenly snapped back into reality. How silly of you to think that your divorced parents would push their differences aside and focus solely on the bride. You now find yourself having second thoughts hoping that one day, you and your soon to be husband will not end

I believe that it is also important to support an organization culture including some key values including the following: integrity, great customer service, unity, respect and compassion and excellence. (Newstrom, 2014, p. 100).

(Rodriguez, 2014) When Jim Blanchard came on board, he was purpose driven by making people his center of attention; he was also interested in the community. The goal of Synovus was the establish the Golden Rule by “treating other right and treating others with kindness and pulling from others.” (Hess & Cameron, no. 226 & 263) The desire for integrity was a trait established and integrated throughout the organization. As a member who served in the Armed Forces for 20 years, I understand the Integrity first. “Individuals commonly internalize the values, norms, attitudes, and behaviors promoted by an organization's leadership, a process that often occurs subconsciously.” (Mantel, 2015) Since this trait flowed from management, it was easy for the employees to walk in this unique trait that permeated the fibers of the company’s culture. The Synovus management leadership style was evident because it translated into management as “the mentor or coach rather than the traditional boss-subordinate relationship.” This attitude went beyond the regular nine to five concepts that led to take care of people. (Hess & Cameron, no. 291) Additionally leaders who practice this attitude became the change agent, and assist in the developing self-confidence and growth which challenges the status quo.

In today’s dynamic business environment leadership must understand the value and importance of their organizations’ culture. While it may never be formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter’s clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create and maintain a healthy culture.

• Jasper Hennings, president of Rio Grande Supply Co., knew that a company’s top executives are responsible for determining an organization’s corporate culture. He was proud of the culture of the Texas-based wholesale plumbing supply company. His management team espoused and lived the values: integrity, honesty, and respect.

The culture of an organization is the set of values, beliefs, behaviors, customs, and attitudes that helps its members understand what the organization stands for, how it does things, and what it considers important"(Griffin, 49). In other words, "the way things work around here" (Dr. Williams). In order for any small business or large corporation to be successful, the employees must understand what is expected of them. While things might be slightly different in a large corporation versus a small "mom and pop shop", the goal of both is the same. MAKE THE BUSINESS MONEY. The topic of my paper will be on makes a good corporate culture.

Researchers have argued that work-life balance practices have impacts on work performance, interpersonal relations, improvement in productivity and reduction on turnover rate (Beauregard and Henry, 2009). In this essay, the writer mainly focuses on the discussion of how work-life balance influence employee retention. The aim of this paper is to demonstrate that work-life balance plays an important role in retaining employees.