explain briefly any five characteristics of the organizational cultures
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List and explain briefly any five characteristics of the organizational cultures by using your own words.
1-Member identity.
2-Group emphasis.
3-People focus.
4-Unit integration.
5-Control.
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- Read the case and answer the questions below: a) Using the dimensions of Organizational Culture, explain the present culture at Ritz- Carlton. b) (i) How do employees learn the culture? (ii) How the employees at Ritz-Carlton learn the culture? Specify.Which characteristic of organizational culture describes the degree to which management’s decisions take into account the effect of outcomes on people within the organization? 1) Member identity 2) Group emphasis 3)People focus 4) Unit integrationCase: Organizational Culture Gone WrongThe power of organizational culture is rarely as obvious as it was at Wells Fargo Bank. Whether positive or negative, culture within an organization drives employee behavior, sometimes in ways that are either not intended or not desired. Consider the case of Wells Fargo Bank where employees were pressured to cross-sell products to their customers. While trying to increase revenues and customer loyalty through selling multiple products is a fine strategy, in this case things went a bit too far. The bank managers emphasized cross-selling and had a goal for each customer to use up to eight products from the bank such as checking and savings account, mortgage loans, and credit cards. Personal bankers who worked at bank branches faced daily, sometimes hourly, sales goals to generate 10 to 20 product sales per day. District managers met multiple times each day with branch managers and employees to track their progress. This high-pressure environment was…
- Please refer to the case below and answer the question. http://panmore.com/apple-inc-organizational-culture-features-implications Question: Evaluate the management strategies/functions and diversity of employees exists in the company mentioned within the case study1. What actions can corporate leaders take to shape and/or change organizational culture? 2. Describe the challenges an organization faces in developing a positive and cohesive corporate culture.These concepts below may look different but have complementary perspectives. Explain in detailthe concepts of: 1. Power 2. Politics 3. Domination and Authority 4. Decision Making Provide organizational examples from the workplace.
- Why front-line workers can not understand organizational culture? Why do leaders need to understand that changing the culture is not always the answer when making organizational changes?Discuss why some theorists believe that the number one job of the CEO is to be the Gatekeeper of the organization’s culture. How is culture established? Is it hard to change? Describe how a manager who worked for 15 years in Los Angeles would apply a contingency management approach when she is transferred to a similar managerial position in the firm's Barcelona, Spain office.Describe any two (2) dimensions of organisational culture with examples. Explain any three (3) benefits to a firm of having a strong organizational culture. Answer this question in not more than 400 words.
- the 4 corporate cultures in management Can you please explain to me the 4 corporate cultures briefly ? - Achievement culture - Involvement culture - Adaptability culture - Consistency cultureMost managers do not create an organizational culture, but rather go to work at a company that already has it in place. Therefore, the main responsibility will be to manage the organizational culture. Based on this premise,As a leader, how can you influence the organizational culture of the company in which you work? Propose two (2) concrete actions that lead to strengthening the organizational culture.When answering,Define in your words what organizational culture is.reflect on what you would do to create or reinforce a culture of inclusion.For Change Leadership and Communication Skills Describe the definition of organizational culture and the role of the healthcare leader in ensuring a high performing culture where there is no we vs. they and all staff are empowered to openly share safety concerns and/or frustrations in the work environment thereby allowing for quality management tools to support improvement overall?