Organisational Culture & Diversity

Descripción

2nd Year (Organisational Culture) Workplace Communication Mapa Mental sobre Organisational Culture & Diversity, creado por Jade Jannotti el 15/01/2014.
Jade Jannotti
Mapa Mental por Jade Jannotti, actualizado hace más de 1 año
Jade Jannotti
Creado por Jade Jannotti hace casi 11 años
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Resumen del Recurso

Organisational Culture & Diversity
  1. Diversity = variety of differences of people in organisation
    1. demographic = age, race, gender, language, religion
      1. psychological = values, attitudes, knowledge
        1. organisational = occupation, skills, hierarchical level
          1. Pros
            1. enhance decision-making
              1. competitive advantage
                1. impact on motivation & leadership style
                  1. understand customers' needs
                  2. Cons
                    1. mis-communication
                      1. stereotypes
                        1. strategies to improve cross-cultural understanding
                      2. key to understanding how company operates
                        1. strong OC leads to high performance and success
                          1. reflect individuals, organisational values
                            1. what makes organisation different
                          2. patterns of behaviour that reflect individual, group and organisational beliefs and values
                            1. Williams 1993
                            2. LVMH
                              1. creative & innovative
                                1. product excellence
                                  1. advertise brands with passionate determination
                                    1. act as entrepreneurs
                                      1. strive to be the bes in all we do
                                        1. each brand runs itself
                                          1. no interference from leader
                                            1. decentralised - many people responsible for decision-making
                                            2. Martins (1992)
                                              1. Integration perspective = something an organisation HAS
                                                1. organisation-wide consensus
                                                2. Differentiation approach = something an organisation IS
                                                  1. shaped by sub-cultures
                                                3. Characteristics
                                                  1. artefacts (dress code)
                                                    1. language (formal, informal)
                                                      1. rituals (employee of the month)
                                                        1. group norms
                                                        2. Changing nature of work
                                                          1. globalisation (multi-national workforce)
                                                            1. technology (impact on nature of wokr)
                                                              1. growth of knowledge economy (knowledge s key to development)
                                                              2. Organisational Culture & Communication
                                                                1. communication climate (open, supportive)
                                                                  1. type of communication (informal, formal)
                                                                    1. socialisation with new members
                                                                      1. Organisational Culture & Performance
                                                                        1. ensure plans are followed
                                                                          1. enhance commitment & performance
                                                                            1. employees establish strong blond with firm
                                                                              1. easier to implement change
                                                                            2. Dominant = give firm personality, main culture
                                                                              1. Sub-culture = additional values
                                                                                1. Counter-culture = rejects surrounding cultures
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