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(2008, 2200 words)
The paper examines organizational structure and culture of JSC Orton and HMP Holloway conducting PEST analysis of the external environment of both organisations. The features of the functional structure are outlined highlighting its advantages and disadvantages. The structures of the two companies are compared making conclusions about their fit with the external environment.
(2007, 800 words)
This discussion considers three question surrounding cultural values. The first question considers the belief that culture value has no impact on gender and work beliefs and then considers the argument that there is a definite impact. It uses the examples of Western v's Islamic cultural beliefs in the workplace. The second question considers how communication in culture affects individuals. This question considers the example of arranged marriages in the Islamic faith and how communication is used within this cultural context. The third question considers communication within the Chinese culture and the workplace. It illustrates the importance of cultural value, especially when doing business with another culture otherwise a disastrous result could ensue.
(2006, 2500 words)
The paper addresses the issues of corporate culture in multinational corporations (MNC) identifying the levels of culture and discussing the components of a cultural web, i.e. stories, symbols, rituals, control systems, etc.
(2006, 4000 words)
The paper examines the concept of culture management reviewing literature on the theory of corporate culture and discussing the issues of bureaucracy, corporate values and beliefs, managerial control, new recruits training, social events, myths and stories, etc.
(2006, 3500 words)
The paper addresses the issues of organisational culture (OC) critically reviewing Schein’s model of culture levels and analysing OC in a fictitious company Innovative Balloons viewing it from the managerial perspective and from the perspective of social science. OC during organisational change is discussed touching on the role of political behaviour, reward systems, team work, etc.
(2006, 7500 words)
The dissertation examines the corporate culture of the IBM Company seen through the eyes of a group of students who had a work placement in the organisation under the IBM Industrial Trainee (IT) scheme. The background of IBM, their corporate culture and values is presented. A review of literature is offered touching on the theories of social anthropology, culture, values, reward, etc. The state of culture in large organisations is described. Qualitative research methods are applied including unstructured telephone interviews, interactive focus group studies, etc. Conclusions are made about the students’ perception of the company’s culture highlighting the areas of concern.
(2006, 2000 words)
The paper examines the concept of corporate culture reviewing definitions of culture, outlining the benefits of a strong culture, discussing Hofstede’s cultural dimensions, the strategies of multinational enterprises (MNE) in adapting to local cultures, etc.
(2006, 2200 words)
This paper examines the role of women in management based on the cross-cultural comparison of two countries of Japan and the United States. The analysis applies Hofstede’s four-dimensional empirical model and how the cultural differences affect the role of working women.
(2006, 2000 words)
The paper examines the concept of corporate culture providing a review of academic approaches to culture, workplace, employment relationship, labour control, etc. Advantages and disadvantages of culture as a tool of labour control are discussed.
(2006, 3000 words)
The paper examines various aspects of organizational culture providing a review of opinions on its definitions, levels of analysis, corporate value systems, cultural paradigms, cultural change, the role of top management, etc.
(2006, 1000 words)
The paper discusses managerial strategies and activities in creating customer-orientated corporate culture. The problems of staff commitment are outlined suggesting solutions to increase staff involvement in working towards the same goals. The activities to accommodate the needs of customers are reviewed highlighting the importance of staff and customer relationship building.
(2006, 3300 words)
This document has been produced as a template that can be used for strategic management exam preparation. The document covers topics related to process and context of strategic management that include nature of strategy, issues from different perspectives, influence of culture on strategy and different models that are helpful for strategic analysis. The second part of the document looks at the domain of managing strategic change which includes need for and process of strategic change, approach to manage change, resistance to change and role of culture in strategic change. There are general analyses based on different models that can be used for most of the industries.
(2005, 2000 words)
The paper examines the role of cultural awareness in international mergers and acquisitions. Academic literature on national culture, organizational culture and mergers is reviewed. Conclusions are made about cultural impacts on mergers.
(2005, 4000 words)
The paper reports on the organisational culture of the Home Depot Company providing an overview of its history and ideology. The changes in the companys strategy following the change in the governance are discussed on the basis of the theories related to control, standardisation, accounting, leadership, employee moral and motivation, etc.
(2004, 3000 words)
The paper reports on the performance of two companies: HP and DELL. HP is a global provider of products, technologies, solutions, and services. The history of the company is outlined focusing on the merger between HP and Compaq and its consequences. HP's corporate culture is discussed highlighting the merits of its management style. The business environment of the company is analysed along the lines of products, competition and partnerships. DELL is one of the leading companies on world computer market. The paper offers an overview of the history of its establishment and competition environment. The business model of the company is presented focusing on the costs and competitive advantages. DELL's products, suppliers and customers are discussed.
(2004, 2000 words)
The paper analyses the corporate culture of Sportasia, a UK non-unionised business with principles of partnership. The strategies of the company are described along the lines of the employees' rights and responsibilities, including the issues of individual commitment, employee protection, development opportunities, etc. The key principles of Sportasia, namely, collaboration, collective effort and mutual gain are discussed. The problems that the company might face in the future are outlined; suggestions about changes in management style are offered.
(2005, 2000 words)
The paper is a discourse on the subject of organisational, or corporate culture. Definitions of corporate culture are referred to emphasizing strategic importance of culture within management. The author offers examples that show the importance of corporate culture in promoting motivation, empowerment, innovation and marketing. Variables that can influence the management of culture are outlined and supported by evidence.
(2003, 2000 words)
This essay aims to address whether it is misleading to speak of there being a single culture operating within any organisation and that Business organisational cultures are multiple and highly complex. Essay refers to various theories of organisational culture including those of Schien and Hofstede. Last part of the essay is aiming to assess the implications of organisational culture complity for the management of organisations.
(2004, 1000 words)
This paper analyses the importance of organisational culture as a component of organisational change process.
(2004, 1000 words)
Understanding and assessing organization's culture can mean the difference between success and failure in today's fast changing business environment. This paper will discuss how culture drives the organization and its actions. More focus on how organizational culture might affect the management of different size of companies. This will be discussed in values, beliefs, taken-for-granted assumptions in the small companies and multinational companies,
(2004, 3000 words)
As it was stressed by Deal and Kennedy (1988) "In Culture there is strength". Funny enough, the writer discovered an article under the same heading by Joann Davis in Publishers Weekly on 12th of March 1982, which provided the writer with a thought that the subject definitely attracted some attention in 1980s. In any case, the aim of this particular report is to critically evaluate the above statement ideally basing the discussion upon the available academic and practical work and evidence respectively. The report is to be completed by final conclusion on the relevance and credibility of the statement as in the past, so to the modern day.
(2002, 2400 words)
Conclusion:
This essay has attempted addressing the three initial questions; answered the first and second questions by giving a brief account of cultural changes within organisations. Used relevant examples from the beginning of the organisation or corporate culture, using Peters and WatermanÌs theories. It linked it all with the more traditional academic disciplines and used the ´excellent companyŽ notion. It then focused on the reasons behind corporate culture changes programs, again using mainly positive examples successful companies that represent what good comes from these changes. Used anecdotal evidence with a personal account of organisational culture changes that were experienced ´first handŽ by the writer of the essay working for a big organisation in the UK . The mainstream approach and the critical approach were also used. A mention also to the concept of HRM and SHRM as a modern management tool to implement and see through culture changes. To finally conclude in the last section, with arguments pro and against corporate culture changes. At the end of this essay we can conclude that corporate culture is probably a positive thing, as it motivates people and can transform a boring 9 to 5 job to something with a little more meaning added to it. Cultural changes can sometimes be very positive and meaningful, but there are also a lot of examples to say completely the opposite, for many sorts of different reasons and motivations behind.
(2002, 2700 words)
Introduction:
What do the concepts mean and what is the culture by its nature? How culture affects then an organisational behaviour of a company, its organisational design, strategy, design of jobs, group ¹ behaviour, decision-making approach, and management style? What kind of culture, in terms of the above counted aspects, characterizes the company, taken for the investigation? Does the existing culture lead the company to the fore or to the rear position of success? And finally, can organizational culture be ´managedŽ to improve the companyÌs operational effectiveness, and if yes, then how?
(2003, 1400 words)
This paper firstly defines the meaning of organizational culture and different views upon it. Further on importance of it is highlighted and the problem of corporate culture management in raised. Different ways of changing organisational culture are offered and barriers to change are being defined. In relation to the literature reviewed proposed area of investigation is to find the negative effects that organisational culture change poses on company and employee performance and the ways to avoid it.
(2003, 1000 words).
Although bureaucratic systems have come under quite a lot of criticism, the majority of the world's large-scale organisations contain at least some of the features of a bureaucracy. The number of bureaucratic systems is on the rise, mainly due to increasing size and complexity of organisations, and although it does offer some drawbacks if organised correctly it can be a very effective and efficient way of running an organisation.
(2003, 1200 words)
This paper gives the definition of management, analyses different functions of managers and management of stress.
(2003, 4200 words)
The paper provides strong literature review on the area of organisational culture (Definition of corporate culture; Types of organisational culture; Importance of organisational culture; Factors which influence organisational culture; Problems with organisational culture; Culture web; The importance of the paradigm).
(2003, 4600 words)
The aim of this report will be to develop knowledge about the issues of organisational culture change and innovation. Firstly organisational culture will be defined and elucidated. Secondly the concept of innovation will be raised. Lastly, culture of innovation will be explored and gaps in the knowledge will be elucidated. Further in this work large number of academic articles will be reviewed and analysed, outlining the ways in which organisation can change its culture onto more innovative one.
(2003, 4000 words)
Present paper is designed for describing the development of the particular team during the Residential 2002. Basing on the theory of Organizational behaviour and the empirical experience of the researcher it will critically evaluate the development of the team. The development of the team is shown within the "Tuckman's wheel" (Mullins, 1999) model. The application of this model in the evaluation of group development is based on the assumption that it clearly reflects the development of crucial factors such as leadership, motivation and communication. Apart from it, the researcher's analysis is based on various theories of organizational behaviour. The paper also illustrates the integrated nature of organizational behaviour within integrated management module.
(2003, 18500 words)
This thesis explores the concept of the corporate culture change particularly in regards the negative post-effects that can be caused by the process of change. In order to identify these negative post-effects the case studies were conducted.
The findings of the case study revealed that there are several negative post-effects such as redundancy, poor financial performance, conflicts among manager and workers, writeritarian leadership style, and not sincere behaviour of workers.
Moreover, some tips for avoiding these post-effects were found. There has to be a real sense of commitment at all levels of the company in order for the change to be realised. The journey can be hard and frustrating, but it can also be a fun and challenging learning process for all involved.
(2003, 2600 words)
The purpose of this report is to analyse how far corporate culture should be understood as reflecting national culture. To answer this question this paper will start from the analysis of corporate and national cultures which will be followed by the analysis of different views expressed by the scholars (e.g. Hofstede and others) in regards to the link between the corporate and national cultures. Secondly, culture of IKEA will be studies, outlining how international operations and Swedish origin has influenced the current corporate culture of the company. Lastly, factors which influence the extent to which national cultures affect the corporate cultures will be outlined and explained.
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