More handpicked essays just for you.
challenges in developing a strategy
values and its influence organizational behaviour
Importance of values in organizational behavior
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: challenges in developing a strategy
In many cases cultural diligences is ignored and it financial issues and lawyers takes presidents over culture issues hazardous to an organization. Cultural diligence is very important because the purpose is not eliminated but nor is there any means to find a fit between two organization when merged together. When there is a very wide gab it can be damaging but the best mergers happens when differentiation of culture are debated about what is best for the organization in many cases this happens when other companies merge together.Explicit values are very important within an organization because it helps develops strategy. The mission statement should tell what an organization is about and what the organization’s goals are. Also it will tell about the values are created in strategic statements, with things such as future markets, products, expectations financially these statements speaks volumes about cultures in an organization. In a business values and beliefs expresses the fundamentals when dealing with employees and how it conducts itself with other businesses. Also there are the ...
In my readings, I have agreed with the term for culture in the book?? Cultural Diversity?? written by Jerry V. Filled. It states that "One 's culture becomes one?s paradigm, defining what is real and what is right.? in other words culture is taught to children by family it is a variety of learned behaviors, beliefs, values, traditions etc. All of which help shape a person and is a huge portion of who they are.
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).
Cultural Competence is a substantiated body of knowledge based of cultural “values held by a particular cultural group and the ability to cohesively adapt to individualized skills that fit the cultural context, thus, increasing relationships between employees, managements, and stakeholders, including patience and research subjects. Cultural competency is critical to reducing disparities and improving access to high-quality services, respectful of and responsive to the needs of diverse working conditions and individualized characteristics. The main focus emphasizes the understanding of cultural competence provide internal resources with skills and perceptions to thoroughly comprehend ones cultural attitude, increase the ability to multicultural diversity, and the ability to effectively interact with other cultures (Shelley Taylor, 2006, pp. 382-383), which is absent within the case study of Joe and Jill. Essentially speaking, principles of cultural competence are acknowledgement to the importance of culture in people's lives, respect for cultural differences, an...
1- Why is cultural and linguistic competence an essential component in the work towards addressing and eliminating health disparities?
Cultural competence has to do with one’s culture. Culture affects among other factors, how children are raised, how families communicate, what is considered normal or abnormal, ways of coping with issues, the way we dress, when and where we seek medical treatment, and so forth. I should know because I come from a very cultural home where it is considered bad to talk to a male doctor about anything gynecological.
Culture consists of the beliefs, behaviors, objects, and other characteristics common to the members of a group or society. Through culture, people and groups define themselves, conform to society 's shared values, and contribute to society. Thus, culture includes many elements of language, customs, values, norms, mores, rules, tools, technologies, products, organizations, and institutions. As elements, values and beliefs determine what is true and just in the society. Example, the American dream is to have a family, be wealthy and work hard. Then come the written rules called the norms. These define how to behave in accordance with the society. Example: The road stops signs, swimming pool “no running” signs and the no smoking area boards which are to be followed. Symbols and language are another indication that help people understand the world. Example: Sports uniforms,
. A. Cultural competence and diversity is one of the many code of ethic social workers comply by, which makes the term precisely imperative to the field of social work. One’s university and community can be inevitably diversity. To build cultural competence in my university, I would organize an Cultural fest; allowing students and professors from different countries, ethnic groups and communities to share a part (food, attire music etc.) of their background as it relates to the community or group they’re represent. Furthermore, awareness of cultural competence in one’s community is equally important; therefore, to build cultural competence I would organize community support groups and community clubs to allow members of the community to interact
Values are a core set of beliefs and principles by one or many. A number of factors contribute to the development of values. These include membership in a community or culture, attitudes, beliefs, and behaviors. Values determine what is important in decision-making. Ethics involve conduct, the ability to determine right and wrong. All organizations face ethical dilemmas. Organizations develop corporate social responsibility in reaction to the values and expectations of society. Corporate social responsibility initiatives aim to protect public health, safety...
Organizational cultural is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their
I am the type of person who wants to see things get done. Someone who wants to take action and learn by doing instead of just listing options and just talking and nothing gets done. How to grow in my cultural competence 1. What is the difference between a. and a. Learning about yourself, learning about your own historical roots. Learning about different cultures, seeking different insights into the culture.
Our economic development will forever be defined as our ability to succeed internationally. PwC forecasts India’s real annual GDP growth until 2050 at 8.9 percent, Vietnam’s at 8.8 percent, and China’s at 5.9 percent. The list of fast-growing emerging markets goes on and on. The U.S. forecast is a meager 2.4 percent, comparable with most Western economies. The domestic companies that are likely to see incremental growth in the coming decades are those that are not only doing business internationally, but that are developing the strategic skill set to master doing business across cultures. Cross-cultural core competence is at the crux of today’s sustainable competitive advantage. For example, political environment will tell us, as to how and why political leaders control, whether and how of international business. Legal environment, both national and international will tell us about many kinds of laws by which business firms must work. The cultural environment will tell us about attitudes, beliefs and opinions important to business people. Economic environment will tell us about the economic system being followed by the host country, which may or may not be different from home country. It will also explain the variables such as level of development, human resources, Gross Domestic Per Capita and consumption patterns that determine a firm’s ability to do business. Geography will tell us about location, quantity, and quality of the world’s resources.
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
“Values are the beliefs of an individual, group, or organization, in which they are emotionally invested” (Carpenter, Bauer, & Erdogan, 2015). Many organizations consider corporate values strategically import for building their company’s reputation and keeping the customers’ confidence and allegiance. That, however, is only a tiny portion of the strategic benefits that organizational values can offer. “Further benefits include:guidance for decision-making on all levels, selection criterion for new employees, driver for individual and corporate behavior on all levels supporting the vision, mission, and goals of the company, and effective definition and implementation of core values” (Gupta, 2015). Values within a company need to be more than just a few words that sound nice to ensure overall acceptance within an organization. “Effective core values need to be emotionally appealing and workable” (Gupta,
Ethics and values are very important in guiding employees and management in an organisation. It encourages employees to be accountable and transparent and also in make ethical decisions. In an organisation that ethics are practiced there are less conflicts and there is consistency at all times even when an organisation undergoes difficult times. A code of ethics is established in an organisation to solve problems when the do arise and explains how employees should respond when faced with different situations. Values and ethics are important for employees to get along. Our values tell us what we think is important and that helps us in making right decisions. For example a person who values justice will not be coursing conflicts and will adhere to ...