Organizational Culture Compared - Free Essay Example

Sample details Pages: 5 Words: 1443 Downloads: 9 Date added: 2017/09/12 Category Advertising Essay Did you like this example? Organizational Culture Compared MANAGEMENT 5590 Organizational culture is an idea in the field of Organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. (Hill and Jones, 2001) This definition continues to explain organizational values, also known as beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals. Don’t waste time! Our writers will create an original "Organizational Culture Compared" essay for you Create order From organizational values develop organizational norms, guidelines, or expectations that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another. (Hill and Jones, 2001) Organizational culture is not the same as corporate culture. It is wider and deeper concepts, something that an organization is rather than what it has. Corporate culture is the total sum of the values, customs, traditions, and meanings that make a company unique. Corporate culture is often called the character of an organization, since it embodies the vision of the company’s founders. The values of a corporate culture influence the ethical standards within a corporation, as well as managerial behavior. Montana and Charnov, 2008) To understand organizational culture, it is imperative to first understand culture. Culture can be defined as â€Å"the beliefs, customs, practices, and social behavior of a particular nation or people; a particular set of attitudes that characterizes a group of people; or a group of people whose shared beliefs and practices identify the particular place, class or time to which they belong† (Encarta). Secondly, one must value the meaning of culture in the work place in order to comprehend its advantages. The ability to interact effectively with members of other cultures often translates into financial gain, increased employment, and better advancement prospects† (Devito 26). The next step in understanding organizational culture is to know the exact definition. Edgar Schein defines it as:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, which has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way you perceive, think, and feel in relation to those problems (Nellen). Schein describes the culture of an organization as consisting of three levels. â€Å"At the fundamental level are the core beliefs and assumptions that members of a culture see as truth† (Cheney, et. al 78). Under this level are the ideas that the system is run by the â€Å"invisible hand,† that it is necessary for the system to grow, and that workers must be supervised. The second level consists of values and behavioral norms. In this section the organization beings to recognize its involvement in the culture; it becomes aware of its culture. Artifacts are the third level of organizational culture. Artifacts are the portion of the organization that involves the five senses. They are visible and tangible. An example of a culture’s artifact is its building or the dress code. Deal and Kennedy defined organizational culture as the way things get done around here. They measured organizations in respect of: * Feedback quick feedback means an instant response. This could be in monetary terms, but could also be seen in other ways, such as the impact of a great save in a soccer match. * Risk represents the degree of uncertainty in the organization’s activities. Using these parameters, they were able to suggest four classifications of organizational culture: * The Tough-Guy Macho Culture. Feedback is quick and the rewards are high. This often applies to fast moving financial activities such as brokerage, but could also apply to a police force, or athletes competing in team sports. This can be a very stressful culture in which to operate. * The Work Hard/Play Hard Culture is characterized by few risks being taken, all with rapid feedback. This is typical in large organizations, which strive for high quality customer ervice. It is often characterized by team meetings, jargon and buzzwords. * The Bet your Company Culture, where big stakes decisions are taken, but it may be years before the results are known. Typically, these might involve development or exploration projects, which take years to come to fruition, such as oil prospecting or military aviation. * The Process Culture occurs in organizations where there is little or no feedback. Peop le become bogged down with how things are done not with what is to be achieved. This is often associated with bureaucracies. While it is easy to criticize these cultures for being overly cautious or bogged down in red tape, they do produce consistent results, which are ideal in, for example, public services. Charles Handy (1985) popularized the 1972 work of Roger Harrison of looking at culture which some scholars have used to link organizational structure to organizational culture. He describes Harrisons four types thus: * a Power Culture which concentrates power among a few. Control radiates from the center like a web. Power and influence spread out from a central figure or group. Power desires from the top person and personal relationships with that individual matters more than any formal title of position. Power Cultures have few rules and little bureaucracy; swift decisions can ensue. * In a Role Culture, people have clearly delegated authorities within a highly defined structure. Typically, these organizations form hierarchical bureaucracies. Power derives from a persons position and little scope exists for expert power. Controlled by procedures, roles descriptions and authority definitions. Predictable and consistent systems and procedures are highly valued. By contrast, in a Task Culture, teams are formed to solve particular problems. Power derives from expertise as long as a team requires expertise. These cultures often feature the multiple reporting lines of a matrix structure. It is all a small team approach, who are highly skilled and specialist in their own markets of experience. * A Person Culture exists where all individuals believe themselves sup erior to the organization. Survival can become difficult for such organizations, since the concept of an organization suggests that a group of like-minded individuals pursue the organizational goals. Some professional partnerships can operate as person cultures, because each partner brings a particular expertise and clientele to the firm. Writers from Critical management studies have tended to express skepticism about the functionalist and unitary views of culture put forward by mainstream management thinkers. While not necessarily denying that organizations are cultural phenomena, they would stress the ways in which cultural assumptions can stifle dissent and reproduce management propaganda and ideology. After all, it would be naive to believe that a single culture exists in all organizations, or that cultural engineering will reflect the interests of all stakeholders within an organization. In any case, Parker has suggested that many of the assumptions of those putting forward theories of organizational culture are not new. They reflect a long-standing tension between cultural and structural (or informal and formal) versions of what organizations are. Further, it is perfectly reasonable to suggest that complex organizations might have many cultures, and that such sub-cultures might overlap and contradict each other. The neat typologies of cultural forms found in textbooks rarely acknowledge such complexities, or the various economic contradictions that exist in capitalist organizations. One of the strongest and widely recognized criticisms of theories that attempt to categorize or pigeonhole organizational culture is that put forward by Linda Smircich. She uses the metaphor of a plant root to represent culture, describing that it drives organizations rather than vice versa. Organizations are the product of organizational culture, we are unaware of ho it shapes behavior and interaction (also recognized through Scheins (2002) underlying assumptions) and so how can we categorize it and define what it is? Bibliography Charles W. L. Hill, and Gareth R. Jones, (2001) Strategic Management. Houghton Mifflin. Montana, P. , and Charnov, B. (2008) Management (4th ed. ), Barrons Educational Series, Hauppauge:NY Cheney, George, et. al. Organizational Communication in an Age of Globalization: Issues, Reflecti ons, Practices. Waveland Press, INC. Long Grove, Illinois. 2004. Devito, Joseph A. Messages: Building Interpersonal Communication Skills. Pearson Education, INC. Boston. 2005. Encarta World English Dictionary (2005). ‘Culture. ’ MSN Encarta. Online. WWWhttps://ca. encarta. msn. com/dictionary_/culture. html. Nellen, Ted. ‘Organizational Culture Leadership. ’Edgar Schein. Online. WWWhttps://www. tnellen. com/ted/tc/schein. html. Deal T. E. and Kennedy, A. A. (1982) Corporate Cultures: The Rites and Rituals of Corporate Life, Harmondsworth, Penguin Books. Handy, C. B. (1985) Understanding Organizations, 3rd Edn, Harmondsworth, Penguin Books. Parker, M. (2000) Organizational Culture and Identity, London: Sage.

Alcohol At Sporting Events And Alcohol - 2088 Words

In today’s society, sporting events and alcohol are intertwined. Social drinking has always been a part of the sporting spectrum, whether at a tailgate party, sports bar, professional stadium or arena, and even at home. Collegiate sporting events are no exception to this popular pastime. However, alcohol is not available at every NCAA sporting event. According to Mitchell (2015), only 25% of FBS colleges allow the sale of alcohol at sporting events. Obviously, the main concern for not allowing alcohol at sporting events is the risk of underage drinking, binge drinking, and rowdiness among students and fans. Despite this setback, many colleges are allowing the sales of alcohol in order to decrease the economic burden many colleges are facing. Several colleges such as the University of Maryland and the University of Memphis have recently started implementing the sales of alcohol for this reason. Not only is sales the main revenue stream for selling alcohol, but also sponsorship from the alcohol companies themselves. The idea of extra revenue may sound great for many collegiate athletic departments, but there are legal risks to take into full consideration. In a hypothetical situation where Dr. Mark Emmert resigns as president of the NCAA, the first priority that should be implemented by the new president should be the acceptance of alcohol sales at collegiate sporting events, specifically championship events. When looking at the NCAA as a whole, the biggest setback that mostShow MoreRelatedShould Alcohol Be Allowed At College Sporting Event Venues?975 Words   |  4 PagesResolution: Alcohol should not be allowed at college sporting event venues to help control spectator/fan behavior. Side: No, alcohol should be allowed at college sporting event venues. I. Introductory statement: The debate if alcohol should be allowed at college sports venues can be very intense. 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Another reason that I do not drink is because I saw this girl who was drinking and fell flat on her face, and I called the police because her friend was too scared to do it because they were underage and thought that they would get in troubleRead MoreCauses of Spectator Violence in Sports1604 Words   |  7 PagesSports Safety and Security, â€Å"there are six event characteristics associated with spectator violence, including alcohol intoxication and availability, crowd demographics, event significance, performance quality, crowding, and performer behavior during duration of the event†(18). In order to come with a solution to spectator violence, it is important to identify the causes of these altercations. The most common cause of spectator violence in sports is alcohol intoxication. Everywhere you look in a

Ottoman and Safavid Free Essays

In the late Islamic period (16th -18th), perhaps even more so than in preceding periods, art was an instrument of dynastic expression in this great age of empires. Spurred by royal patronage, the arts flourished under the Ottomans and Safavids. Ottoman art was a vibrant synthesis of Turkish and Persian-Islamic, Byzantine, and Mediterranean culture and styles through conquest, through direct invitation of artisans, or through the migration of peoples. We will write a custom essay sample on Ottoman and Safavid or any similar topic only for you Order Now The Ottoman Turks were renowned for their architecture, as well as for their traditions of calligraphy and miniature painting. They were also renowned for their decorative arts including carpet weaving, jewelry making, paper marbling, and their characteristic Iznik ware ceramics. The Ottomans promoted themselves as the defenders of Islam, and this explains why their public art includes a rich variety of ornamental designs but no human figures. Plant- and flower-based patterns were the most common. Observing Iznik ceramics, a superficial abstraction is dominant in the naturalistic plant designs. Besides, around 16th century Ottoman Miniature Art reached its peak. The Miniatures and illuminated manuscripts were created largely for the emperors, with their focus mostly on the important and powerful figures in their retinues. A unique feature of Ottoman Miniature was that it depicted the actual events realistically, while also keeping the abstract formal expressive touch of the traditional Islamic Art. The Safavid style developed in Iran from 1500, when the country was re-united under the dynasty of this name. Unlike their Ottoman neighbors, the Safavids had no qualms about depicting human beings in all forms of art. These figures became an unusually prominent feature of the Safavid style. Depictions of elegant young men and women, often shown in outdoor settings, adorned many objects, from clothing to the bindings of manuscripts. One of the most renowned manuscripts from the period is a now-dispersed copy of the Shahnama epic. Also textiles and carpets were manufactured of luxury materials as furnishings for the court. The most famous is a pair known as the Ardabil Carpets, created in 1539-1540. The carpets were nearly identical, perfectly symmetrical and enormous. Every inch of space was filled with flowers, scrolling vines, and medallions. Although the central medallion and the repeating patterns throughout the carpet is similar to Ottoman but the Ardabil carpets have A wide range of colors than Ottoman’s which is heavily dependent on reds and blues. How to cite Ottoman and Safavid, Papers

Indigenous Cultures and Health

Question: Discuss about theIndigenous Cultures and Health. Answer: Introduction Indigenous people in Australia are the Aboriginals and the Torres Islander people who mostly live in the remote areas. As per the ABS (2013) they contribute 3% in the total Australian population. The health of indigenous people is not good compared to the non- indigenous people. The rate of mortality in young age is more common in the case of indigenous people. (AIHW, 2014). There are many challenges in improving their health condition. What is the reason leading to the differences in the health conditions of indigenous people from the non indigenous people? Why is they are deprived of the basic health facilities? These questions point towards the discrimination of these people who are related to their land and follow their ethnic beliefs. These people are not open to the western ideologies. They have a different culture, a different life styles and different ideologies. Before taking about the health conditions it is important to define the meaning of culture. Culture signifies the way to live. It frames a person thought about the right and wrong in life. It defines the way a person behaves, make decision and think. (Eckermann et al, 2010). Moving together with common beliefs and thinking forms a cultural group. Indigenous People of Australia The aboriginals are the people who belong to their land and are very close to nature. For the aboriginal people land is the law. It is like mother to them. They believe in unity and kinship. (Graham, 2008). After the colonisation these people were forced to move out of their places which had a bad impact on their life. They were neglected by the non indigenous people. This has led to the deterioration of aboriginal culture. It has a broad term effect on their health, social well being. It has given them long lasting pain and sufferings. The cultural values are getting lost. They find it difficult to adjust in the new environment and maintain the balance with the changes and their cultural beliefs. (Krysinska, Martin Sheehan, 2009). Health of Indigenous People Health condition is Australia is good but no same for all. The difference in the health conditions is significant in Australia. The mortality, birth rate, disease, life expectancy and health related risk are experienced differently by the indigenous and non-indigenous population. There is inequality, lack of health security and health inequity experienced by the indigenous people in Australia. (Public health association of Australia, 2008). They believe in the traditional treatments and those who are more in touch with their culture experience better health condition. (Dockery, A.M., 2009). The access to the health facilities is limited for these people. Health literacy is also less in the indigenous people. Due to these hazards they are mostly deprived of the medical care at the time of need. The socio economic difference makes them more prone to the environmental, behavioural and mental diseases. The discrimination on basis of race, colour and culture is evident in the health care organisations. (Adelaide, 2007). The stories of many aboriginals describe the reasons and effects of these discriminations. Gibbs reflective cycle (1988). Story of Russell Nelly The story of Russell Nelly, 58 years old aboriginal Australian depicts the poor condition of aboriginal people in regards to their physical, mental and social well being. The lack of proper care has driven him to follow a bad life style. Being neglected and looked down upon by the non indigenous people had affected him badly. Born to aboriginal parents under a tree, Nelly joined Gwonangerup mission. In his words the aboriginal people demanding a better life were incarcerated by the government in the 40s era. The struggle all along his life led him towards the alcohol and drugs addiction. In the health care organisation he did not receive a good care. He decided to walk out of the hospital on the 4th day from the ICU and the hospital caretakers did not bother to stop him. He went to jail and experienced bad behaviour in his life. He was never treated equally like others in these years. Life of Nelly is the example of the several aboriginal people. It is sass to observe that in a count ry like Australia, there are people like Nelly who struggle for their existence throughout their life and on the other hand, there are non-indigenous people who experience the best of everything. His unhealthy life style caused many diseases. He suffered from heart diseases, diabetes and blood clots. As per him, the aboriginal knowledge of the people around him was effective in the treatment. He believes that the medicinal bushes helped him to get cured. This shows the strong belief of the aboriginal people in the traditional treatment techniques. It is this belief that has to be acknowledged by the government that these people should be accepted in their own cultural background. Changing their life and knowledge to get adapted to the western ideas is not required. Personal Reflection As per my studies on the aboriginal culture and health, the outcome is poor. The evident differences and inequalities in every respect are making a bad impact on the health of these people. The poor health condition in the aboriginal women is a major concern. As per Reibel Walker (2010) there are various strategies and plans to implement cultural competency in health care organisations by the Australian government but implication of these methods are observed for improving the health of aboriginal women and kids. I feel it is time that health professionals should work in forward direction to improve the health condition of these people. What can be done? It is important to provide health safety, health literacy and equity to the aboriginal people. The access to the health facility by these people should be encouraged to maintain the health of the people. The health organisation and professionals has to understand the cultural difference and treat these people accordingly. Racism is a factor which should be avoided. It is required that the health professional should consider these people equally and provide them with better health facilities. Racism is experienced by many indigenous people in health care centres. (Durey, 2010). Cultural safety and security is defined as the actions, strategies which can improve the health condition of the indigenous people. (Coffin et al, 2002). As a health professional I believe that it is important to have knowledge of the cultural similarities and dissimilarities between our culture and the aboriginal culture. In this way the gap can be overcome. Cultural competency plays an important role in maint aining good health for the indigenous people. Good health is every human birth right. The government of Australia need to develop strategies and programs in their ethic settings. The health professionals should acknowledge the needs and help these people. Conclusion The right to good health and care is equal for all. Culture and background of a person is the most importance aspect of an individual. The aboriginal people love their cultural beliefs and wish to follow it. In order to provide them with better health facilities, it is important that the health centres and professionals develop the understanding of their culture and provide them with the facilities which make the indigenous people comfortable. To develop a good and healthy nation, health of the individuals is important. The government has introduced many action plans to overcome the problems affecting the health of these people, although the actions are yet to be used by professionals. The future practise by the health professionals should be centred to fulfil the needs of these people References Australian bureau of statistics. (2013). Estimates of aboriginal and Torres islander Australians, June 2011. ABS cat. No. 3238.0.55.001. Canberra: ABS. Australian institute of health and welfare. (2014). Indigenous health. Australias health 2014. Retrieved on 20 October 2016 from https://www.aihw.gov.au/australias-health/2014/indigenous-health/ Calma, T. (2007). Social determinants and the helath of indigenous peoples in Australia: a human right based approach. Australian human rights commission. Retrieved on 20 October 2016 from https://www.humanrights.gov.au/news/speeches/social-determinants-and-health-indigenous-peoples-australia-human-rights-based