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485436
Organisational Culture & Diversity
Descrição
2nd Year Workplace Communication (Organisational Culture) Mapa Mental sobre Organisational Culture & Diversity, criado por Jade Jannotti em 15-01-2014.
Sem etiquetas
organisational culture
workplace communication
workplace communication
organisational culture
2nd year
Mapa Mental por
Jade Jannotti
, atualizado more than 1 year ago
Mais
Menos
Criado por
Jade Jannotti
quase 11 anos atrás
128
0
0
Resumo de Recurso
Organisational Culture & Diversity
Diversity = variety of differences of people in organisation
demographic = age, race, gender, language, religion
psychological = values, attitudes, knowledge
organisational = occupation, skills, hierarchical level
Pros
enhance decision-making
competitive advantage
impact on motivation & leadership style
understand customers' needs
Cons
mis-communication
stereotypes
strategies to improve cross-cultural understanding
key to understanding how company operates
strong OC leads to high performance and success
reflect individuals, organisational values
what makes organisation different
patterns of behaviour that reflect individual, group and organisational beliefs and values
Williams 1993
LVMH
creative & innovative
product excellence
advertise brands with passionate determination
act as entrepreneurs
strive to be the bes in all we do
each brand runs itself
no interference from leader
decentralised - many people responsible for decision-making
Martins (1992)
Integration perspective = something an organisation HAS
organisation-wide consensus
Differentiation approach = something an organisation IS
shaped by sub-cultures
Characteristics
artefacts (dress code)
language (formal, informal)
rituals (employee of the month)
group norms
Changing nature of work
globalisation (multi-national workforce)
technology (impact on nature of wokr)
growth of knowledge economy (knowledge s key to development)
Organisational Culture & Communication
communication climate (open, supportive)
type of communication (informal, formal)
socialisation with new members
Organisational Culture & Performance
ensure plans are followed
enhance commitment & performance
employees establish strong blond with firm
easier to implement change
Dominant = give firm personality, main culture
Sub-culture = additional values
Counter-culture = rejects surrounding cultures
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