a. Why is building organizational culture in service culture so difficult? b. What is the right strategy to build a service culture by combining organizational culture and organizational climate? c. How should the paradigm of values and culture in the company be built?
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a. Why is building organizational culture in service culture so difficult?
b. What is the right strategy to build a service culture by combining organizational culture and organizational climate?
c. How should the paradigm of values and culture in the company be built?
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- Choose any successful organization with which you’re familiar or one that you would like to know more about and answer the following questions. *Answer must be Relevant and to the point *Must be in short paragraph of Around 200-220 world Question: a) Why was that organization was so successful? b) How does that organization differ from other competitive organizations? c)How could that organization attract their customers? d) What are the challenges they may encounter in future? e) Describe the job specialization used there. Is it efficient and effective? Why or why not? How could it be improved? f) Assess their culture by looking at the following aspect Like physical design, symbols, words, stories, policies etc. g) Assume that you’re the top manager in that organization. What types of information from environmental scanning do you think would be important to you? Where would you find this information? h) Now assume that you’re a first-level manager in this…Post a 3–4 paragraph analysis of the impact of changes within a complex adaptive system on a transformation in an organization. Next, explain the potential impact of complex adaptive systems on leadership and innovation within an organization. Use examples of potential changes to the organization to support your response.Extend the conversation by identifying implications for practice or research, as well as for your own research agenda, where appropriate. Be sure to integrate one or two new related, and engaging, questions that will extend the discussion about your post in constructive ways.A. Introduce about the external and internal environment of organization. B. Discuss the different type of general and task environments with appropriate real world examples C. How an organization developing a unique culture? Explain various types of organizational culture with real company examples. D. Explain your personal benefits for studying about organization environment and culture.
- The Post Office's new organizational structure has four departments: The Government department, the Large Organizations department, the Medium and Small Size Organizations department, and the Households and Individuals department. Accordingly which of the following is correct regarding the Post Office's new base of departmentalization? A) It is a Matrix departmentalization.B) It is Product-Team Departmentalization.C)It is Divisional-Customer departmentalization.D) It is Hierarchical Functional departmentalization.1) How would you propose a business analytics, data science or AI initiative for a target organization? -Describe the organization and its current situation to provide the context for your proposal. You may have identified a problem or simply an opportunity for improvement in the organization.What is culture,how culture is shaped form vision, mission and philosophy of owner and how its continuation is ensured.Also explain hidden culture and how can you read hidden culture of organization. All aspects should be explained with the help of relevant examples
- Peter Druker’s famous adage culture eats strategy for breakfast is often used in organizational conversations about building the organizational value proposition that helps attract and retain top talent. In my experience, that expression can be misapplied to suggest that the softer side of culture is the most important aspect of an organization’s approach – the nontraditional engagement experiences aimed at making a workplace fun.Don’t get me wrong – I’m a huge proponent of fun workplaces. But it often seems that performance is an overlooked or underrepresented component of making a workplace engaging, exciting and the kind of place people want to be part of.Performance-oriented cultures where goals are ambitious and teams work hard to achieve big things – can be some of the most fun, most compelling places for top talent to join and stick around. Winning together bonds teams to each other and to the company, particularly when those victories are founded on a performance…Peter Druker’s famous adage culture eats strategy for breakfast is often used in organizational conversations about building the organizational value proposition that helps attract and retain top talent. In my experience, that expression can be misapplied to suggest that the softer side of culture is the most important aspect of an organization’s approach – the nontraditional engagement experiences aimed at making a workplace fun.Don’t get me wrong – I’m a huge proponent of fun workplaces. But it often seems that performance is an overlooked or underrepresented component of making a workplace engaging, exciting and the kind of place people want to be part of. Performance-oriented cultures where goals are ambitious and teams work hard to achieve big things – can be some of the most fun, most compelling places for top talent to join and stick around. Winning together bonds teams to each other and to the company, particularly when those victories are founded on a performance…Which of the following are aspects of organisational culture that facilitate the conversion of creativity into innovation I. Organizational cultures become creative and innovative when they encourage “combinatorial play" II. cultivation of diversity of thought III. organizational culture that can facilitate innovation is the ubiquity of weak ties IV. organizational culture that nurtures creativity and innovation is an organization wide ability to look long term a. All of the above b. I and II c. I d. III and IV
- Q1. Organizations are moving towards adopting advanced technologies to increase their efficiency and effectiveness. Nevertheless, traditional viewpoints are still relevant in this new industrial age. Using a real example, discuss how the selected organization applies any of the traditional viewpoints to run its business amidst technological advancement. Q2. Innovation is essential for businesses to remain relevant in today’s competitive market. It results from creative thinking. The impetus of these creative ideas is then translated into innovation. However, scholars have identified 11 challenges that could stop employees from producing creative ideas. Discuss four (4) creative idea challenges that you have faced. Q3. In Human Resource Management, the question of whether a job is actually needed can be described using workflow analysis. Using an executive job as an example, describe how this job is created using the workflow analysis.Organizational culture is: Select one: a. amorphous and changeable. b. a potential source of competitive advantage. c. so difficult to analyze that most firms should choose to ignore it. d. rarely unique to a single firm.Commencing with a profound examination of organizational dynamics, illuminate the cardinal significance of feedback loops as catalysts for perpetual refinement and enhancement in the orchestration of organizational coordination across the expansive continuum of time, delving into the intricate interplay of iterative learning mechanisms, adaptive responses to dynamic contextual shifts, cultural assimilation, and strategic recalibration, thereby unraveling the multidimensional complexities intrinsic to fostering a culture of relentless evolution and seamless coordination amidst the ever-unfolding tapestry of organizational evolution.