Organizational Concepts And Cultural Context

(Ch.2) It was while reading the introduction of this chapter that the realization hit me that ‘Culture’ governs every walk of our life. Right from what we wear and what we speak, to what we perceive as beautiful (or ugly), how we behave differently with different people, our idea of right and wrong – everything is part of our culture, which has been handed down to us as accepted from our past generations. This has been very beautifully explained in the first two pages of the chapter. I particularly liked one example in the ‘Case In Point’ (p. 9), where it is pointed out that crossing your ankle over your knee is a posture that is considered rude in Japan. This might not seem a big deal to people in other countries, but when in Japan, it would do us good remember this.

If one looks at the organization as a human body with a respiratory system, a skeleton, and a brain, the culture of the organization is its face. The organizational culture determines how individuals, both in and outside of the organization, perceive the way business is conducted. The National Defense University Website, in a section called Organizational Culture, highlights several cultural forms including language, use of symbols, ceremonies, customs, methods of problem solving, use of tools or technology, and design of work settings that create the way the organization is perceived (NDU 2009). An example of this idea is a restaurant. Most restaurants divide the business in the “front of the house” and the “back of

When it comes to good management, it is hard to stress enough how important it is to start with the basics of understanding the very design, structure, and culture that are appropriate in fulfilling the goals of that organization. Experts say that organizational structure and culture should work in tandem - as a team within the organization. It is important for organizations to “understand the difference between the two aspects because they can have a major influence on the firm’s success or failure.” John (2013).

"There isn't any room at the top for local girls like us," yet the upper level management had the world at their fingertips (Nichols, 1988). Mike Nichol's quirky 1988 film Working Girl was in many ways much more than a romantic comedy. It reflects the extreme separation between the levels of the hierarchy within a typical organizational culture in the United States in the 1980s. Examining the physical space of the working environment show just how separated the lowest class of workers were from the rest of the organizational culture, a process which thankfully is often avoided today.

The cognitive components, beliefs and values constitute Organizational Culture and Structure. Other beliefs on the subject argue that they include artifacts and behaviors between the visible and the invisible aspects of organizational culture, leading to a common distinction, that a distinction is basically the response to the climate or culture of the organization. Other theorists distinguished multiple levels in comparison to the visible and hidden levels of the company. Schein (1985) as an expert in Organizational Culture identifies more levels:

Organisational culture is that strong unique component of culture that is created by an organisation that bears a distinct atmosphere that brings either a sense of belonging, can make someone what to be associated/identified with the organisation or vice versa.

“The factors that are most important in the creation of an organization’s culture include founders’ values, preferences, and industry demands.” - (Carpenter, M., Taylor, B., Erdogan, B. (2009))

Module Leaders: Miss. Noor Unit No: 3 Title of Module: Organization & Behaviour Word Limit: 2000-2500 Assessment Method: Word Document Report Academic Year: July 2012/ Jan 2013 Assessment Period: Semester 2/1 Assessment No: 1 Submission Date: 19-03-2013

There are many different interpretations on what organizational culture is; it can be defined as … This essay will be discussing and explaining organizational culture and change, furthermore how culture can have an influence on behaviour at work. In addition there will be an discussion on the organizational culture of two UK businesses, as well

The Organizational Culture Theory analyzes the various cultural aspects of organizations, most notably the five metaphorical performances, the seven cultural markers, and the notion of culture being something an organization is versus culture being something an organization has. The five metaphorical performances are ritual, passion, sociality, politics, and enculturation. Rituals are certain events that are done at certain times, such as getting coffee at a certain time every day. Passion is how one describes their mundane work through stories that indicate how they see it as just the opposite of boring. Sociality describes acts among workers in the organization that can bring them together, such as joking or

China is a developing country with a lower economic level than America. Hence, McDonald has adapted their pricing strategy in the Chinese market in accordance with the economic level. The same product would be available at different prices from Chinese and American markets.

This paper investigates the role of culture in an organization. Literature suggests that many factors including structure of the organization affect the culture of an organization. The most common types of organizational structures are functional, divisional, and matrix. The elements of a strong organizational culture are a well-defined mission statement, respect for members of the organization, and open communication. Three models used to change organizational cultures are Lewin’s change management, McKinsey 7-S model, and Kotter’s 8-step change model. The role an individual plays, employee or manager, in an organization can affect the perception an individual has concerning the culture of the organization. Leaders often look at

When examining the significance of the concept of culture for organizational business, we first must identify the two theories of culture theory and organizational theory. Diving into these two theories, we will review in detail of how each impact a family-owned business and how the effectiveness of the management and leadership summarize the culture of the business while evaluating the different purposes about the nature of culture and the organization business. The evaluation will require a reflection on the concept of culture; “Culture is the characteristics and knowledge of a particular group of people, defined by everything from language, religion, cuisine, social habits, music and arts.” (The Columbia Electronic Encyclopedia, 2012).

Cultural influences on organizational cultures and practices have become a very important research topic in the field of management and organization since the last decades of the 20th century. National culture has been seen as one of the most influential situational factors, which determine organizational phenomena. More recently, after the collapse of socialism, the role of national culture in organizational practices in countries that are in transition is becoming a widely recognized and studied topic. However, empirical studies about cultural influences on organizational

Culture impacts most aspects of organizational life, such as how decisions are made, who makes them, how rewards are distributed, who is promoted, how people are treated, how the organization responds to its environment, and so on. (Mullins , 2010) The right culture aids the execution of strategy, (Becher , 2012) lifts productivity and innovation, (Boedker, et al., 2012) and in doing so provides organizations with a form of competitive advantage which is very difficult to replicate. In corporation culture, there are also key elements such as beliefs, values and norms. This essay talks about evaluating thoroughly about components within organization culture and the management of the culture in hospitality perspective.