Organizational Culture

This article goes over what defines organizational culture it explains its impact. Edward Schein, the author of "Organizational Culture and Leadership: A Dynamic View" suggests 5 guidelines for leadership roles: 1. "dont't oversimplify culture or confuse it with climate, values, or corporate philosophy. " 2." Don't label culture as solely a human resources (read "touchy-feely") aspect of an organization, affecting only its human side." 3. "Don't assume that the leader can manipulate culture as he or she can control many other aspects of the organization. Culture, because it is largely determined and controlled by the members of the organization, not the leaders, is different. Culture may end up controlling the leader rather than being controlled by him or her." 4. "Don't assume that there is a "correct" culture, or that a strong culture is better than a weak one. It should be apparent that different cultures may fit different organizations and their environments, and that the desirability of a strong culture depends on how well it supports the organization's strategic goals and objectives." 5." Don't assume that all the aspects of an organization's culture are important, or will have a major impact on the functioning of the organization. Some elements of an organization's culture may have little impact on its functioning, and the leader must distinguish which elements are important, and focus on those."

Discusses the potential or workplace gossip, versus the negative effects that it may have in the workplace. Also discusses how it can be used for ones advantage, and for anothers disadvantage.

This website defines organizational culture, the basic assumptions made in an organizational culture, the dimensions of culture, how leaders create organizational cultures, organizational midlife and the evolution of culture and leadership.

This article points the reasons why a company might consider a cultural change, the negatives and the positives. 1. There are three major steps involved in changing an organization's culture. 2. How to Understand Your Current Culture 3.Plan the Desired Organizational Culture (Build a Strategic Framework: Mission Statement, Vision, Values ...) 4.What needs to happen to create the culture desired by the organization?

This article is relevant becuase it investigates the role of culture as it relates to quality management practices. It also takes a look at the different aspects of quality management, infrastructure and core practices. Looking at these practices can enhance our understanding of the effect of quality management on organizational culture. The results concluded that Infrastructure quality practices serve to mediate a direct relationship between culture and performance The mediation model analyses indicated a significant relationship between culture and infrastructure quality practices, but a nonsignificant relationship with core practices The relationship study between culture, quality, and performance showed showing that infrastructure quality management practices have a direct positive impact on performance. culture has a significant relationship with infrastructure quality practices because they involve more of the social and behavioral aspects of quality management, whereas the core practices have a more technical orientation. Core practices rely more heavily on mathematical skills (i.e., statistical process control) and automated systems, whereas infrastructure quality practices rely more heavily on human behavior attributes and communication skills.

This website is for an institute that helps companies deal with invisible bureaucracy, which is defined as an invisible force that prevents things from getting done and positive change from taking place within the company. It describes some of the reasons why this may happen and offers advice on how to reorganize the company's procedures and get satisfactory results.

1. Health care insurance that includes dental and vision coverage. 2. Regular employee evaluations and pay increases. 3. Bonuses based on employee performance. 4. Social Events. 5. Flex Days. 6. Telecommunication - allowing days for employees to work from home. 7. Paid "Early Out." 8. Raffles. 9. Contests. 10. Employee benefits can include having the policy of promoting from within the business.

This article examines how individuals of various companies perceived the management of workplace diversity by their place of employment.

This site goes over the definition of organizational culture and the different types that there are. There are some additional links to explain corporate culture and their life cycles.     

organizational cultural may play an important role in individual risk-taking decisions as well as in influencing the quality of individual performance

1. Leadership Team: plans, sets goals, provides guidance to, manages organization. 2. Motivation or Employee Morale Team: plans and carries out events and activities that build a positive spirit among employees. May plan employee lunches, company picnics, fund raising for ill employees. (Fun team) 3. Safety and Enviornmental Team: ensures the safety of employees in the work place.Recyclying and enviornmental policy reccommendations. Safety training, work place organization. 4. Employee Wellness Team: focuses on health and wellness of the employees. Create different fitness clubs such as running and walking on lunch breaks. Periodic testing of health issues such as high blood pressure. 5. Culture and Communication Team: works to define and create the defined company culture necessary for the success of your organization. Fosters two-way communication in your organization to ensure employee input up the chain of command. May sponser things like monthly newsletters and employee satisfaction surveys. When employees see successful teams, more employees become interested in serving on the teams. The teams make the company a better place to work and provide the opportunity for real employee involvement and commitment.

1. Job interviews in which candidates are asked to describe specific examples of their skills. (most accurately predicts future performance) 2. Automated resume screening and search.(easiet to screen, organize, and find resumes) 3. Assessments that predict whether candidates are motivated by the factors associated with a particular job or a company's values and ways of doing things. (measure job knowledge and abilites, also how well a candidates motivation match up with the company culture and job) 4. Simulations that gauge specific job-related abilities and skills. (helps with indivduals strengths and weaknesses)

We thought this article was good for the class because it discusses the elements and focuses of organizational culture. It also describes the time and effort needed to change the organizational culture we experience.

This web page gives 10 good tips on how to conduct good research on the internet.

This article is from Microsoft on four main ways that you can continue or start to motivate your employees, and how to do it fairly. These include establishing an action plan, being creative when you determine your reward system, give your personal touch to employee rewards, make sure to pay attention to individual initiative along with group initiative.

What are employers looking for in an employee? 1. Understand what the employer is looking for before an interview 2. Basic job qualifications 3. Multitasking (work on more than one project) 4. Initiative (enthusiasm) 5. Creative thinking 6. Long term potential (future in company) 7. Ability to work well with others 8. Ability to make money (help organization) 9. Impressive resume (good impression) 10. Relevent work experience (no hand-holding) 11. Problem solving skills (able to adjust) 12. Online presence (communication--social networking)

This article has to deal with the correct and most effective way of hiring new employees or hiring current employees, but to a better position. This article also shows you the fairest and the legal way of hiring a person. There are five steps in their whole process which states that you will find the best employee if you follow these steps. It tell you what to do from the very beginning like publicizing the opening all the way to termination. I believe that if you follow these steps and find the best way to do well in all these steps you will be hired to the job you want in no time.

This article give a great example of culture change at Chrysler (1994). It also talks about how culture is very powerful. We thought this article was a good one because it really goes into detail on how much organizational culture effects things. The article breaks it down section by section to make it easier for the reader to understand. It gives great examples of things that are known to the reader. This article is very interesting and we enjoyed reading it.