Organizational Concepts Spread Through National And Cultural Boundaries Essay

Whereas the duties of directors show strong similarities in all corporate governance systems their obligations are different and thus the structure of supervisory bodies. The U.S. and the U.K. model follow in general the principle of shareholder value that has been criticized recently to have lack a long-term perspective and favor short term profit over sustainability. In Europe the idea of stakeholder focus as a contra position of corporate governance as a shareholder approach is popular, also due to the tradition of countries such as Germany, Switzerland and Spain to follow the French system of civil law. In this tradition values such as employment and the idea that a business has not only an obligation to its investors but also to society, its employees, the environment and the government is apparent.

As known each organization has a set objective to be achieved. Hence depending on the objective & to achieve those objectives, an organization can be structured in many difference ways: the 2 basic division, is the division of labour& coordination & supervision. These are done to be in-line with the organizational objective.

Organizational culture is the stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

I work for Cornerstone Services in Joliet, IL. Cornerstone is a not-for-profit organizational that provides vocational, residential and behavioral health services for individuals with chronic mental illness and/or intellectual disabilities ("Cornerstone Services,” 2016). Cornerstone has been serving the Joliet and greater Will County area since 1969, and Kankakee County since 2013, and strives to integrate individuals from institutions and nursing homes into the community and make connections to local resources to enrich the lives of those we serve. A number of therapy programs are offered such as outpatient therapy, group therapy, addiction counseling, psychosocial rehabilitation

The formal reporting lines refers to the communication between directors, managers, and those employees under them in the organizational structure while the informal reporting line refers to the communication that occurs between health care professionals in the course of the decision-making process, i.e. nurse to physician discussing a patient. Informal communication also can be peer to peer regarding conflict, policy, or safety issues. If a decision is made between the peers, the formal reporting line can be entered in with the peers taking the information up the chain to the managers and directors. Often informal reporting becomes formal reporting. In my organization our formal reporting line starts with the unit charge nurse, proceeding to the team coordinator, the director

The organizational culture and subcultures within a business determines, to a larger extent, how the business performs and the quality of people that comprises an organization. Such culture is often initially created on purpose, but takes on life and identity of its own, developing organically and eventually controls and cultivates people within the organization.

In the above statement Geoff is concerned about his grocery store where in comparison of the those out of super stores. Relating to the concept of permeable organizational boundaries it is a matter of concern for Geoff as the demand for local grocery store was diminishing with time the demand for the super stores kept on increasing. Fred might want to acknowledge new thoughts all things considered, and change for better support of his customers.

Within the business world there is a constant, unrelenting need to adapt to the ever changing environment, standards, and personalities. This continuous need to acclimate has been a key attribute that business professionals have been practicing throughout history; particularly in the last century due to the onset of the industrial age, and even more prevalent within the last two decades as a result of the development of the internet and the burgeoning global economy. During these last twenty years or so there has been a paradigm shift exemplified by how professionals from generation y interact with the previous generations.

Culture in an organization is very important. Some would say that the culture is the core of that organization. Each organization has reasons why a certain culture is developed. Every culture is different depending on the workplace. It is important that the organization has the right culture setting and maintain that culture throughout. Problems always occur in organizations and they need to be solved as soon as possible. Leadership is another key opponent to have a successful organizational culture. Without the proper leadership style an organization could either be very successful or just fall apart completely.

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

“With increasing globalization, organizational culture will be more important than national culture”. Discuss and critically evaluate this statement.

You have been hired as a consultant for an INGO (International Non-Governmental Organization) to help refugees. You can pick a particular refugee group or stream to address, or just look at refugees in general. Your job is to help the INGO understand why there seems to be substantial public resistance to refugees in the United States right at the moment and/or strategize how to help combat this apparent resistance.

Cultural differences and dimensions are very important when it comes to the corporate world. There have been numerous studies done on individual differences that are seeking out to identify the reasons why people behave in which the way they do. In the United States, it is important to understand each dimension and which cultural dimension we focus on most. In this paper, the five cultural dimensions and how they are implemented in the corporate world will be discussed.

However international markets are difference due to each society, this paper will provide a different definitions for corporate governance, and we will study the main factors that will influence the form and structure of corporate governance systems, those factors are traditions, religion, tax methods and corporate governance methods.

As more businesses turn to international markets, professionals are discovering themselves in overseas locales, wheeling and dealing like never before. Thus to be successful working abroad, one must understand the different aspects of a culture and how the cultural dimensions play a role in business transactions, negotiations, and managerial positions. Once those differences and dimensions are understood a person must be willing to make personal adjustments and implement courses of action to accomplish acculturation. Consequently, our cultural intelligence, literacy, and communication abilities play a significant role in the success or failure of working internationally; furthermore, establishing credibility amongst colleagues.