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(2008, 2700 words)
The paper examines the concept of organisational culture change (OCC) providing its academic definitions, analysing the effects of OCC at behavioural and cognitive levels, reviewing the models of OOC, considering OCC implementation in Apple Inc, and discussing the role of leadership, power and management in OCC.
(2006, 3000 words)
The paper examines the importance of organisational structure (OS) and organisational culture (OC) for effective human resource management providing a review of literature on OS, OC and HRM. The role of HRM in facilitating OS and OC changes is discussed focusing on the issues of employees’ recruitment, selection, performance appraisal, reward management, etc.
(2004, 2200 words)
This paper has been written for a Masters level Organisational Behaviour assignment. The report investigates problems caused by the role culture and rigid hierarchy at a post graduate College, examining evidence of this by way of questionnaires and the analysis of results. An evaluation has been made to define and explore the type of organisational culture, aided by appropriate theory and diagrams. The report continues, by examining how teams and working practices are affected, through clearly defined patterns of behaviour by administrative and tutorial staff, and how creativity and innovation can be stifled within a role culture.
(2006, 2300 words)
Global diversity is changing the way we view the world. Whether a global corporation or not, global diversity is here and it impacts us all-directly or indirectly. Cross-cultural teamwork and collaboration are essential for an organization's success (Phillips & Sackmann 2002). Never in history has migration and globalization of diverse populations changed the face of human resource management as it is today. As Western demographics continue to reflect increasing numbers of women and minorities in the workforce, honing the best out of employees may prove challenging and sometimes defined the mindscape of successful or unsuccessful businesses. Because the workforce would continue to be diverse, our current organisation in pursuit of the most productive employees have to put aside old definitions of "corporate fit" and employ people of different colours and cultures. It cannot afford to miss out on the opportunities our diverse workforce presents. Our large and diverse customer base, for instant demands that we also employ individuals who interact effectively with people of different backgrounds. The development of diversity capabilities may lead to diversity-based competitive advantages. Therefore, it is a business imperative to create the climate for the maximum contributions of cultural diversity be attained. Though no single initiative is comprehensive enough to solve all diversity issues or to successfully manage diversity in organizations; however, diversity training is one of the primary and most widely used initiatives to address diversity issues. Hence, offering managers an opportunity to learn new skills.
(2006, 4500 words)
The paper examines the features of organizational culture (OC) providing its definitions, reviewing the studies related to the role of culture in organizations, discussing the levels of OC, its relation to interactions between the members of the organization, OC and individual identity, OC and knowledge sharing, etc.
(2006, 5000 words)
The paper examines the corporate culture of the John Lewis partnership reviewing definitions of culture, the importance of corporate culture in contemporary organisations, ScheinÒs model of culture levels, the approach of social science to culture, the debate over the nature of organisational culture, etc. The existence of various sub-cultures in John Lewis is argued. Recommendations are offered to John LewisÒs management with regard to their employee co-ownership.
(2006, 4500 words)
The paper examines the concept of organizational culture (OC) providing a review of theoretical approaches to its definition, core components, common theoretical features, structure levels, types of subculture, systems of values and beliefs behind OC, OC functions, etc.
(2006, 2500 words)
The paper examines social and communicational aspects of organizational culture (OC) providing a theoretical framework of corporate communications (CC), discussing the issues of internal communication, OC values and rules, the concept of Ówinning cultureÔ, etc.
(2005, 2800 words)
This paper explores the different studies, concepts and views of Organisational culture. It identifies research that has been undertaken to clarify what Organisational culture is, as well as how it is defined differently by so many people. This difference of corporate culture and Organisational culture is mentioned in brief as lack of clarity and distinction between the two has been found. Ethical management human resource management issues (autonomy) and strategy are all considered to be inter-linked to Organisational culture and help managers understand how Organisational culture can be managed.
(2006, 2500 words)
The paper examines the ways of affecting human consciousness through the values communicated by culture, language and rhetoric. The role of organisational culture in shaping peopleÒs attitudes is discussed arguing whether managing organisations through corporate values is a means of manipulation.
(2006, 2000 words)
The paper investigates the concept of organizational culture (OC) reviewing academic opinions on the stages of culture preservation, the advantages of a strong OC and high levels of employee motivation, the importance of OC knowledge, etc.
(2006, 2500 words)
The paper examines the concept of organisational culture providing a review of attitudes towards the correlation between the management of culture and cultural change. The implications of neglecting the difference between these notions are discussed; influences on organizational culture are highlighted.
(2006, 2000 words)
The paper seeks to explain the difference between the management of organizational culture and the changing of organizational culture reviewing literature on the issues of change and culture. Forms of organizational culture are described including power culture, role culture, task culture and person culture.
(2006, 2000 words)
This essay has been aimed to provide a critical analysis of the literature and the practice that surrounds the debate of the influence of national culture on the organizational culture and consequently on HRM practices and policies of firms. The essay uses different sources of literature to evaluate and contrast the arguments. The discussion is based on the globalization of the MNCs and falls in the domain of international human resource management (IHRM)
(2005, 2500 words)
Organizations, similar to countries of the world, have their own organizational culture, which they seek to develop and maintain for the achievement of their objectives. In fact, culture has become the differentiating factor among organizations today. Different schools of thoughts support and contradict with the fact that Organizational Culture is dependent on National Culture. The report will look at the Toyotas corporate culture in light of the argument that organizational culture is independent of the national culture. Furthermore, it will try to investigate how Toyota has been successful in implementing same organizational culture worldwide by overcoming the national culture barriers.
(2006, 4500 words)
The paper looks at different schools of thought in relation to organisational culture reviewing conflicting definitions of culture and discussing the benefits of culture, its importance in the formation of social identity, etc. The links between strong cultures and successful company performance are highlighted.
(2006, 900 words)
The paper reviews the debate on the possibility of managing organisational culture discussing contrasting points of view and identifying levels of culture, different perspectives on culture, dimensions of culture leadership, organizational behaviour, etc.
(2004, 2000 words)
The paper analyses the advantages of a strong organizational culture including uncertainty reduction, employee motivation, competitiveness, internalization, etc. The importance of knowledge on organizational culture is emphasized.
(2005, 1000 words)
The paper reports on the debate around the concept of organisational culture touching upon the problems of anthropology, subcultures, corporate culture, issues of culture management, etc. The examples of approaches to corporate culture management are given.
(2005, 2000 words)
The paper examines the concept of organisational culture discussing its social, ethical and business characteristics and providing a review of scholars opinions on culture, leadership, social management, cultural planning, etc. The importance of management through culture is highlighted.
(2005, 3500 words)
The paper examines the concept of corporate culture on the basis of literature review covering the problems of memes (beliefs, behaviours, assumptions and routines); the human brain development and learning styles; the issues of balance in groups or teams; leadership roles, cultural communication; individual and multiple intelligence; the types of power; changes at personal and organisational levels, etc.
(2005, 3300 words)
This paper is based around the critical evaluation of the statement, which suggests that there is a high potential for a cultural clash during a merger of two organisations from different countries. Hence, this report includes the definitions of culture Ö organisational and national, effects of different cultures upon the negotiation process and suggestions for the possible and sometimes necessary cross-cultural adjustments during the merger process. In addition, the report goes through the main stages of merger process and highlights the possible impacts of culture at every stage. The report is partially academic and partially practical, that it to suggest the inclusion of opinions of the leading academics of this field as well as some practical examples.
(2005, 2700 words)
This paper explores the matter of clash of cultures in case of international Mergers and Acquisition (M&A) and its role of their failure. The academic studies, which explored the reasons of the M&A's failure were observed. Those studies evaluated the impact of cultural differences, as well as of other issues, such as management, leadership, communication and team integration, on the merged companies' performance. Those theories were backed up with some empirical evidences. The conclusion highlighted the arguments of the discussion and outlined the main reasons of the post-merger firm's failure.
(2004, 18000 words)
This dissertation provides throughout investigation into the concepts of knowledge management and organisational culture and aims to identify whether organisational culture can be a barrier to knowledge management initiatives implementation. Extensive literature review refers to knowledge management and organisational culture theories. Primary research consists of questionnaires, analysis of which enables researcher to test existing theories.
(2004, 3000 words)
The present paper will explore the way new culture contributed to the present success of the company. At first, the paper will outline the major factors that triggered the organisational change and what elements of the organisation were involved. Then, the paper will elaborate on the content of cultural change process. This analysis will be built with the use of cultural web as the analytical tool. The utilisation of this tool will help divide the complex notion into separate but interrelated components to make a clear distinction between the old and new organisational cultures. Along with the analysis of the content the paper will uncover the strategic importance of each component. The further section will describe the way the new culture contributed to the success of Nokia. It will highlight the number of strategic benefits which were introduced by new organisational culture and the way it enable the company to maintain competitive advantage. The section about R&D culture describes the distinguishing features of Nokia's way. It elaborates on such important elements of Nokia's R&D culture as radical innovation paradigm, lean approach and team working. The paper explains the way the open culture contributes to the development of creative and innovative environment. The separate attention is given to the way the new culture fosters self-actualisation of its employees. Finally, the paper considers the pitfalls of the open culture and the range of costs that were incurred due to these pitfalls.
(2004, 2500 words)
This essay looks at the need to ensure maximum organizational effectiveness in a highly challenging and competitive environment; how McVitie's realized the need for change and then critical the whole process they have done. In this paper writer discusses the problems McVitie's had in implementing the change are identified and the way how they overcome these problems is analysed. writer also discussed the effectiveness of the use of Change agents and gave future suggestions for Mcvitie's.
(2004, 3000 words)
This report analyses the meaning of organizational culture, levels of organizational culture, role of organizational culture in organisation, different views onto the management organisational culture (Brown (1995); Harris and Ogbonna; Wilkins and Patterson (1985); Schein and etc); Framework on management of organizational culture, ways to overcome resistance to change and ways to change and manage organizational culture.
(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 Waterman’s 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 ƒ 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 company’s 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, 5000 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, 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, 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, 2000 words)
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