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Organisational culture and sub culture Essay Example

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Organisational culture and sub culture

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People get the bonuses, incentives and so on as well as point out the ones who have fallen short on the company’s expectations over a period of time. (Cerulo, 2001) This would help in giving them rewards and incentives which will eventually make one and all happy at the end. Also this will continue their desire to achieve more and more within a specified period of time and thus come into the good books of the company. In return, they can be given all these rewards so that they could be encouraged in line with their work attitudes. (Yates, 2001) Moreover, the people who lag behind with regards to their work schedules and dedication levels will stand up and take notice and thus would want to be counted as the effective and efficient ones within the company as well. The role of organizations in the maintenance of these systems is also very paramount.Indeed one of the most essential training programs within an organization is to make sure that all the employees learn to make use of the Information Technology tools and methodologies that are in line with the present day regimes. This would guarantee them success right away since they would all be on the same level as far as understanding of the IT world is concerned. (Osigweh, 1987) Then they must be trained about the different sales force mechanisms like Sales Force Automation (SFA) methodologies and the like. If the workers hail from the procurement and business development side, then there should be training in the Just In Time (JIT) and Business Development Re-engineering modules. Training needs are pretty central to an organization’s ever changing quest for achieving more and more, both in front of the channel members and customers but also the outlook that it creates for itself in the related industrial domains and the marketplace which has thus been established as a result of the stiff competition. (Mills, 2002) What this means is the fact that competition would lead to more and more new training processes which would eventually be imparted to the employees and workers who would ultimately benefit the cause of the individuals by all means and extents. This step definitely comes under the proactive vision as laid down in the management aspects. (Trice, 1992) Training of staff would only facilitate the basis of growth and prosperity within an organization and this must be ensured no matter what the organization is trying to achieve both in the short term as well as in the long run.On the same

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BIBLIOGRAPHY

BEACH, Lee Roy. (1996). Decision Making in the Workplace: A Unified Perspective. Lawrence Erlbaum Associates

BONACHE, Jaime. (1999). An Expert HR System for Aligning Organizational Culture and Strategy. Human Resource Planning, Vol. 22

BRENTON, Angela Laird. (2005). Organizational Culture in Action: A Cultural Analysis Workbook. Sage Publications, 1st Edition

CERULO, Karen A. (2001). Culture in Mind: Toward a Sociology of Culture and Cognition. Routledge

DAVIDSON, J. (2003). Individual Diversity and Psychology in Organizations. Wiley

ESTLUND, Cynthia. (2003). Working Together: How Workplace Bonds Strengthen a Diverse Democracy. Oxford University Press

FANTASIA, Rich. (1995). From Class Consciousness to Culture, Action, and Social Organization. Annual Review of Sociology, Vol. 21

HENDERSON, George. (1994). Cultural Diversity in the Workplace: Issues and Strategies. Praeger

HOFSTEDE, Gert Jan. (2004). Cultures and Organizations: Software of the Mind. McGraw-Hill, 2nd Edition

KACMAR, K. Michele. (1995). Organizational Politics, Justice, and Support: Managing the Social Climate of the Workplace. Quorum Books

KIKOSKI, John F. (1999). Reflexive Communication in the Culturally Diverse Workplace. Praeger Publishers

LEE, Rebecca K. (2006). The Organization as a Gendered Entity: A Response to Professor Schultzs the Sanitized Workplace. Columbia Journal of Gender and Law, Vol. 15

LEVINE, David I. (1995). Reinventing the Workplace: How Business and Employees Can Both Win. Brookings Institution

LINDHOLM, Niklas. (1999). National Culture and Performance Management in MNC Subsidiaries. International Studies of Management & Organization, Vol. 29

MANGONE, Gerald J. (1954). A Short History of International Organization. McGraw-Hill

MILLS, Albert J. (2002). Gender, Identity, and the Culture of Organizations. Routledge

NAYLOR, Larry L. (1996). Culture and Change: An Introduction. Bergin & Garvey

OSIGWEH, Chimezie A. (1987). Communicating Employee Responsibilities and Rights: A Modern Management Mandate. Quorum Books

SACKMANN, Sonja A. (1992). Culture and Subcultures: An Analysis of Organizational Knowledge. Administrative Science Quarterly, Vol. 37

SCHEIN, Edgar H. (2004). Organizational Culture and Leadership. Jossey-Bass, 3rd Edition

SILVERSTEIN, Barry. (2007). Best Practices: Motivating Employees: Bringing Out the Best in Your People. Collins

QUINN, Robert E. (2005). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass

TRICE, Harrison M. (1992). The Cultures of Work Organizations. Prentice Hall, Facsimile edition

WALKER, Felicia R. (2003). Understanding Organizations through Culture and Structure: Relational and Other Lessons from the African-American Organization. Lawrence Erlbaum Associates

YATES, Jacquelyn. (2001). The Real World of Employee Ownership. Cornell University Press

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preview essay on Organisational culture and sub culture
  • Pages: 6 (1500 words)
  • Document Type: Essay
  • Subject: Unsorted
  • Level: Undergraduate
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