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How do culture and structure impact organizational behavior and the performance of an organization
The role of organizational culture in improving organizational performance
The role of organizational culture in improving organizational performance
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Observable artifacts can consist of physical manifestation of an organizations culture. Observable artifacts can be things such as a manner of dress, awards, myths, published list of values, parking spaces, decorations and so on (Kreitner& Kinicki, 2013). One of the main observable artifacts that Chrysler had and the reason Marchionne was upset, was because he did not like the way Fong doubled rebates on cars in order to increase sales. Although Fong’s intent was to bring profit to the company it back fired and caused the company to lose a great deal of money as a result. Another observable change was Marchionne moving his office to the warehouse and not being in the executive part of the building. Espoused values represent the explicitly
stated values and norms that are preferred by an organization. They are generally established by the founder of a new or small company and by the top management team in a larger organization (Kreitner& Kinicki, 2013). Some of the espoused values demonstrated within the Chrysler company was the need to improve the quality and pricing of their vehicles. Marchionne found a new way for Chrysler not only to increase sells but work in conjunction with FIAT to make a car that was a must have for some people. Basic assumptions are unobservable and represent the core of organizational culture (Kreitner& Kinicki, 2013). Upon walking through the doors of Chrysler Marchionne was very unhappy with the performance of Fong and saw fit to release some employees of their duties, he made some major changes by firing executives, removing the company bureaucracy and adding fear within the workplace.
Rolf de Herr’s 2002 film The Tracker represented some human beings in the past who have been extremely naïve, barbarous, and bigoted when it came to dealing with Indigenous Australians. This film portrayed white racism in the characters of the Fanatic, the Veteran, and at first the Recruit until he becomes stronger and eventually changes his demeanor towards the Aboriginal people. Even though the Tracker experiences immense hardship throughout the movie he was always two steps ahead of his bosses since he was very familiar with the land and was also able to outsmart his superior officers. The Tracker is a gloomy film which presents the dark past of Australia that must never be forgotten.
Hackman (2009), states organizational culture is divided into three categories—assumptions, values, and symbols—and these elements provide insight into the operation of a company (p. 239). According to Hackman (2009), assumptions answer how employees and outsiders are treated, as well as how employees respond to management (p. 239). Furthermore, “Values reflect what the organization feels it “ought to do,” according to Hackman (2009). “They serve as the yardstick for judging behavior” (p. 239).
Imagine that one piece of history that is taken from a town. This piece of history tells l people how this town was built and all the important people that were apart of the community. “Returning Antiquities to Their Countries of Origin” by Joyce Mortimer can many people about how objects are getting taken from Museums. They should be returned immediately. There are so many artifacts out there that could be so important to people, and if someone can just imagine what it would feel to have one of the most important object taken from a museum and to be never returned again. Many people enjoy seeing these objects so why are they being taken?
Separating the Lancer Company into a brand of authentic, exclusively sold artifacts, and a brand of quality, limited distribution products, keeps the perception of Lancer Gallery high in the mind of consumers. This is beneficial because for those who buy authentic artifacts do so to show their social class or prestige, or, because they are interested in that country’s culture. By buying their artifacts from Lancer they be assured that what they purchases is not an imposter or anything that can be bought by the average Joe.
Identification plays a major role in the establishment and maintenance of unified organizations. Aware of this fact, Kangaroo Express, a chain of convenience stores primarily located in southern and southeastern states in the United States, explicitly utilizes different terms, distributes personalized products, and identifies with one consistent logo, with the intent of unifying their employees and workplace relations. On the front page of their website, in just three sentences, the company asserts their values, for all visitors, including current and future employees, to read; the company also mentions their famous personalized “ROO Cup” and boldly includes their specialized logo for all to view. Employing George Cheney’s identification
...rsity. Conformity limits the organization values and appearance to which they cannot change unless the organization wishes to achieve any backlash.
Artifact: 2014 LG Electronics advertisement. Son is standing in front of the refrigerator with the doors wide open. The mother is basically saying does he expect the food to jump out at him and she eventually helps him find food to eat. Then the father does the same thing and the mother sees where the son gets his “deer in headlights” confusion from.
Modern societies and governments have now put more focus on the preservation of cultural property in each region. For example, states in America have a specific person or company in charge of archaeological matters and university anthropology programs have grown. (Messenger) This makes the ethical preservation of cultural artifacts a lot easier because there is a system in place. The idea of artifacts being intellectual property and essential to piecing together the past
Gardner (2006) states that the culture of an organization can be examined through many different theories. From a postmodern approach it would be asked what are the “different ways that people experience this organization” (2006, p.106). In contrast, a modernist approach would ask, “what is the issue and it’s cause” (2006,
Another problem was concerned with TEOCO’s unique organizational culture and philosophy. For this reason, what makes TEOCO different from
- To understand the organizational culture it's important to know the values of the group. These are presented in the mission, vision and goals of Carrefour.
A company such as Nikon could be expected to follow the guidelines of a bureaucratic organization their power distance, uncertainty avoidance, and masculinity
Since an artifact is defined as "anything that can be analyzed," we can comfortably say that "Crazy People" is an artifact. We can go a step further and say that it is also an artifact because it is available to a wide audience. While overall the movie is a narrative about the "adventures" of Emory and his quest for freedom to be honest, some portions of the movie can even be classified as rhetorical. The biggest example that I can think of that can be rhetorically criticized is the preparation that the members of the sanitarium did so that they could present their first ads to Mr. Drucker and Associates.
Schlicht, Ekkehart. "Social Evolution, Corporate Culture, and Exploitation." IZA Discussion Paper Series (2002): 1-10. Print.
Industry characterstics determine the corporate culture. For example, companies in the insurance and banking industries are stable and rule-oriented while companies in the high-tech industry have innovative cultures, and NGOs may be people-oriented. If the industry has a large number of regulatory requirements— banking, health care, and high-reliability (such as nuclear power plant) industries, then the presence of a large number of rules and regulations, a bureaucratic company structure, and a stable culture is natural