Organization culture is a positive behaviour and value that contribute to the working environment.
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cicisong
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Huan Yan
The way that people connect to each other in a company and how that translates to their performance and behavior. Example: Lululemon
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rebeccaketler
organizations experiences and values. eg. lululemon and their “way of life” and influencing a healthy way of living to their employees
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alisonchan16
An environment created through structures, policies, hopefully having positive impact on employees. Ex Facebook, culture fosters innovation
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Matt Harnett
Organizational culture is the culture of the workplace. Usually this is reflective of the views of the company. It is created naturally.
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avijitsingh
A firm can develop organisational culture through their attitudes, beliefs and integrating employees. i.e. Zappos and their fun workplace
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Ali Jatoi
1) The values, beliefs, and assumptions that surround an organization.
2) Pike Place Fish – Founder wanted to create an uplifting environ. -
amyqiu
beliefs, values, assumptions and how they’re manifested in the company
created by the philosophy of the origin’s founder
share core values -
alexbutler
Shared values and assumptions expressed with social norms.
How to develop it: Management sets example, philosophy of founder
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nydiagunawan
Orginizational culture is created by philosophers of company and it is developed by senior members of the company, ie apple and simplicity
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nydiagunawan
Orginizational culture is created by philosophers of company and it is developed by senior members of the company, ie apple and simplicity
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Ka In Kou (Katherine)
Organizational culture is the study of how people interact, and how due to people’s interaction (the culture) can affect productivity.
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Kelly Trach
What is organizational culture? How can it be developed?
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valarieng
B) because there is less competition, less distance between higher and lower positions, more people per level to generate ideas
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christiannoel
I would prefer B, it provides more room for creativity, group work, and freedom. A is very competitive and not conducive to generating ideas
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cicisong
B is perferred since there are more rooms for creativity. It is less competitive compared to A, and B has more area to expand your skills.
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haoyeliu
i prefer to choose B. B look like solid structure. but A is slim,not strong. it’s easy to be broken.
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boyachen
a. steep PE implies more creative performance evaluation
b. have broad and strong base (more accurate and efficient evaluation) -
Yanqi Wang
B) Because shorter chain of command leads better communication result
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jian(Jane) zhang
The manager team in proportion to the worker base for a) is more powerful than that for b). Therefore performance evaluation for a) would be more standardized and thus rigid than b) where more creation would occur.
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Yihan Xu
B is preferred since there are more people in the same level, better communication, and less competitive since job levels are less distinct
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shawnwu
B
the spread out shape of B is more efficient since more is working at the bottom.
it seems more profitable -
fraserdenton
A) lots of middle management, evaluation of employees is distant/objective B) less middle management, evaluation more personal/subjective
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dandan zhang
B
because more people can evaluate the managers, so it has more accurate evaluation results than A -
turato
B) Workers are closer to the higher ups in the organization. Communication between each level of organization B would be of more quality.
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pranavmalhotra3
B) A flat organizational structure also makes communication a lot faster and simpler. It eliminates the disadvantage of “Chinese whispers”
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KIRIMO JOHNSTON
Lack of a high hierarchy in structure B enables more empowerment, and likely higher performance
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yenalee
Performance evaluation is contingent on the degree of hierarchy behind organizational structures. A > B in terms of more strict evaluations.
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tamarbatrawi
Prefer to work for A: levels of hierarchy are less so those evaluating us for our performance are more concentrated on our performance
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georgeguo
I would rather work in A. The shape of A represents that each manager evaluates fewer people, and thus the evaluation will be more accurate.
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