Essay about Corporate Culture

In 2008, Iraq Memory Foundation founder Kanan Makiya said in an interview with the Washington Post, “The U.S. has not committed atrocities in Iraq that are even remotely comparable to what Saddam did.” A prolific writer on Saddam Hussein’s regime and an Iraqi himself, Makiya has written extensively on the power of violence and fear in modern Iraq. This paper argues the enduring legacy of violence within Iraq left by Saddam Hussein’s regime, specifically referencing his human rights abuses at Abu Ghraib prison. In an attempt to fully examine the rise and continuation of institutional torture within Iraq, this paper will explore the building of Abu Ghraib prison in the late 1960s, and subsequently examine Saddam Hussein’s rise to power beginning with his joining of the Ba’athist party in 1956. Following the introductory historical background begins an examination of the effects of, and responses to, Saddam’s human rights abuses during his reign. The final portion of this paper examines the U.S’s use of torture within Iraq, and human rights violations following Saddam Hussein execution in 2006, concluding with final remarks on the state of Abu Ghraib prison today and what it represents for the future.

Organizational culture could almost be considered the roots of a company. The way a company’s employees think, the way the customers feel, and the company’s decisions are made are all based around the culture that the company has laid for itself. An employee’s values, thoughts, and actions should reflect those stated in the company’s mission. Southwest Airlines and American Airlines, while both attempting to create a culture that is comfortable and pleasing to their

The novel Animal Farm written by George Orwell, is about a group of farm animals who are inspired by the wise boar, Old Major, to see the discomfort in their lives changed for the better. The animals are made aware of their minuscule rations, lack of freedom and their enslavement. They choose to take action and rebel against Mr Jones. At first, the rebellion is successful but soon becomes corrupt and some animals become ‘more equal’ than others. This is shown when an animal hierarchy is formed and certain animals become more powerful than others. Corruption breaks out when Napoleon reduces rations except for himself and his fellow pigs. Napoleon soon makes himself superior to the others in a number of ways.

Management researchers seem to agree that the things that companies do called "corporate culture" is an intangible concept and hence difficult to define. Among the attempts to define "corporate culture", the following definition is useful as a starting point:- "culture represents an interdependent set of values and ways of behaving that are common in a community and that tend to perpetuate themselves, sometimes over long periods of time" (Kotter and Heskett,1992,141) Peters and Watermann argue that changing a culture cannot be accomplished.

Can managers influence the culture of their organisations? Discuss with reference to at least one example. It is only since the 1970s that the emphasis has shifted from a management-by-numbers to a more people-focused way of managing, in response to various problems that could not be overcome using the prior method (e.g. limitations to the Theory X way of managing, new production methods etc.). Pop-management theorists have since made direct links between an organisation’s culture and its performance, though this is not the entire story. As Kilmann et al (1985) put it: ‘a culture has a positive impact on an organisation when it points behaviour in the right direction... alternatively, a culture has a negative impact when it points

Culture within an organisation is a system of shared values, beliefs and norms of individuals in the organisation and how the value consensus creates a way in which people behave. The shared values have a strong influence on the individuals in the organisation and dictates how a person acts, dresses and performs in their job. A unique culture is developed and maintained by an organisation which provides guidelines and boundaries, through informal means, for the behaviour of the people within the organisation.

When trying to maintain a healthy organizational culture the leader has many factors that he/she must balance. Maintaining a healthy organizational culture may be viewed as an entire strategic

Edgar Schein, a famous theorists dealing with organizational culture, provides the following definition for the term: "A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems." (organizationalculture101) However, organizational culture is more than sharing assumptions used by a group to solve problems; it is the combination of the points of view, ineffectual processes, education, backgrounds of all the staff which are part of an organization way of doing things. Corporation culture should uncover from the board of the directors to the rest of

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.

A positive organizational culture is essential to develop a indisputable reputation. This type of culture comprises multiple elements that must be polished to create the kind of harmony that is required for success. It is imperative that an organizational culture reflect the values, mission, philosophy, and attitude of the organization and its members. These elements also effect how associated individuals should conduct themselves as a representative of the group. Especially, if the culture wants to be considered strong and maintain tolerance without being aggressive. It can be difficult to distinctly express an organizations culture. However, leaders within the organization must effectively clarify the groups objectives, so all member have one solid perception. Which is shared an thoroughly understood. These factors help to establish boundaries and promote orderliness.

Corporate culture is a powerful force that runs through every organization. It is defined as the attitudes, experiences, beliefs, and values that operate within an organization. And these undercurrents define

A company should establish a series of values as the basis for culture such as honesty, excellence, attitude, respect, and teamwork. A company that creates the right culture will have an advantage when it comes to attracting and keeping good employees.

The purpose of this paper is to define and report, both, similarities and differences among three specific organizations. I will compare organizational structures, cultures, and theories between the specified healthcare organizations. I will then discuss challenges and opportunities for improvement. I will use these concepts to exemplify my learning process through prospective leadership plans, which could improve my healthcare organization.

Corporations are the building blocks for communities, counties and cities. They have their own agendas and can impact these areas in minute and monumental ways. The major factor which predicates this impact is their organizational culture. Organizational culture has been defined as, “the system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members” (Schermerhorn, Hunt & Osborn, 2005). Employees are key factors which alter how corporate cultures evolve. Examples of how they can contribute might be; how staff members interact and react in their profession or what their attitude and mentality are before and after a given schedule. Regardless of the factor,

A strong positive organizational culture develops from employee awareness of the distinct differences between their company and other companies along with company mindfulness and embracing cultural diversity of its employees. As long as the organizational uniqueness of companies is positive, company pride among employees expands and improves the employees’ willingness to learn. Conversely, disinterested employees lack commitment to their company and lack desire to learn, making training more difficult.