What Happens in Organizations When Enhancing Organizational Culture Toward Being More Conscious?

The purpose of this study is to offer a better comprehension of what happens in organizations when enhancing organizational culture through consciousness by linking the market-oriented ecosystem variables and analyzing their relationship with a conscious organization.Design and methodology:Two questionnaires were used to test the hypotheses,the market-oriented ecosystem 38-item(Yeung&Ulrich,2019),and the conscious organization model 7-item adaptation(Sisoda,2018).Pearson correlations were calculated to measure the strength of the linear relationship among the variables involved in each one of the hypotheses,and coefficient alpha(coefficient𝛼)was used to analyze the reliability,to measure the internal consistency of the scales.Relevant findings:Context,ecosystem organizational structure,governance,and people ecosystem were positively correlated to a conscious organization.The originality of this study is based on use of the interaction among the variables of the market-oriented ecosystem model(continuous changing context,ecosystem organizational structure,governance,and people ecosystem)and a conscious organizational culture.Finally,the practical implications of having high levels of the market-oriented ecosystem variables predict high level of consciousness in organizations.These variables require careful consideration,a proactive planning process to enhance organizational culture through consciousness.

Contributions of Organizational Culture to University Internation­alization

Responding to an increasingly globalized world,universities are training students to function in a multicultural environment through internationalization.Institutional culture can influence policies and practices for internationalization.Research in internationalization indicate that majority of the studies on the contributions of organizational cultures to internationalization across universities focused on the perspectives of faculty and university senior level administrative personnel and neglected the views of students.This qualitative case study explored students’understanding of how organizational culture contributes to promote internationalization using international events that occur at two U.S universities.Semi-structured interviews were used for data collection.Purposeful and snowball sampling were employed to select domestic and international undergraduate and graduate students for the study.Findings indicate that integration into university family,community relationship,buffering,communication,symbols,and shared values and beliefs cultures are critical to promote higher education internationalization.

The impacts of organizational culture and neoliberal ideology on the continued existence of incivility and bullying in healthcare institutions:A discussion paper

Countless research studies have demonstrated the detrimental effects of incivility and bullying in healthcare.Despite the abundance of proposed solutions to this issue,many healthcare leaders continue to fail in mitigating the existence of such negative behaviors in the workplace.Personality attributes of perpetrators and victims have received attention,but much less research has examined the organizational and neoliberal causations of incivility and bullying in healthcare.Being the largest occupational group in the health sector,nursing professionals have the greatest influence and are crucial in ending these behaviors.This discussion paper outlines the effects of incivility and bullying in healthcare and provides a critical analysis on how organizational culture and neoliberal ideology influence the pervasiveness and persistence of these negative behaviors.The analysis reveals that organizational cultures that misuse power,disregard equality,and facilitate oppression,foster the existence of incivility and bullying in the workplace.Such cultures permit perpetrators to misuse their authority to control resource allocation,ignorance to social inequalities,and the silence of victims.Furthermore,the neoliberal concept of deregulation,austerity,and individualism further these behaviors.The neoliberal reforms have led to underfunding of anti-bullying programs and policies,use of bullying behaviours as management strategies,and victim-blaming for profit maximization.Financial cutbacks have resulted in denial and acceptance of uncivil and bullying behaviours in healthcare institutions,which endangers the rights of healthcare providers to a safe workplace environment.To curtail these negative behaviors,robust anti-bullying policies and programs must be strictly enforced and sustained in practice.Further exploration on the association of organizational culture and neoliberal principles to incivility and bullying in healthcare is greatly warranted.

AN ORGANIZATIONAL CULTURE FOR QUALITY THROUGH EMPOWERMENT MANAGEMENT

Total quality management (TQM) is of strategic significance in winning the required edge for manufacturers in Hong Kong to survive in the ever increasingly competitive market. Mere capitalization on the cheap availability of labour and land in the China's Mainland for competitiveness is no longer viable because of the emergence of new competitors in particular those in Asia countries. TQM aiming for continuous improvements is the key for profitability growth and long run competitiveness. Over emphasis in the “hardware” for quality improvement without the complementation of it with the cultivation of the “software” for its implementation will not only delay the real implementation of real TQM but may also result in catastrophic failure of the organization in the face of rapid changes in demand and expectations of customers. An organizational culture for quality improvement through management empowerment is believed to be fruitful in helping the Hong Kong manufacturers to win the uphill battle for their well being and even survival in the world competition.

Leadership and Organizational Culture

This essay attempts to explore the relationship between leaders,organizational culture,and national culture.Leaders create"climate of the organization"with six mechanisms.Furthermore,leaders style of management is considerably influenced by their national culture based on Hofstede’s organizational culture theory.Varieties of examples and cases are analyzed to illustrate that leadership beliefs and practices have direct relationship with organizational culture and shape their individualistic communication styles and goals that influence to a significant degree in establishing shared values,beliefs and practices among employees within an organization.leadership;organizational culture;national

Analysis of the Leadership and Organizational Culture——The Fall of Arthur Andersen

Arthur Andersen LLP is formerly one of the Big Five accounting firms in the world.However,in 2002,it voluntarily surrendered its licenses to practice as Certified Public Accountants in the United States,and was out of the 89 years career in the audit profession.Meanwhile the global branches of the firm is revoked and acquisition.This thesis analyses this event from a leadership and organizational culture perspective.It will elaborate from three aspects,including the organizational culture,internal integration,external environment and changing.

Impacts of Organizational Culture on the Practice of Management

Organizational culture has received increasing attention in recent years both from academics and practioners. Many researchers have confirmed the influence of values on management theories. Barney regards organizational culture as a significant element in creating and implementing the best strategy for competitive advantage. Every thing has pros and cons, organization culture is no exception, and problems caused by organizational culture must be recognized as well, such as barriers to mergers and acquisitions.

Toyota Motor Corporation： Organizational Culture

This paper investigates the organizational culture of one of the largest auto manufacturers in the world Toyota Motor Corporation using various corporate culture and management models. The investigation was conducted in 2009 using qualitative analysis with the help of various secondary sources. The study reveals that the company＇s management style can be characterized as the Family type that implies collectivistic society with male domination, strict rules and laws at work, and long-term orientation. It is also based on several essential principles, such as continuous improvement and learning, respect for people, mutual trust, and teamwork. Two core elements of the Toyota＇s success are technological innovations and qualified human resources.

Validation of short version of evidence-based practice instruments among nurses in clinical practice:Evidence-based practice beliefs,implementation,and organizational culture

Objective:The objective of the study is to validate the short version of evidence-based practice(EBP)instruments among nurses in clinical practice.Methods:An institutional-based cross-sectional research design was used and a stratified sampling technique to select 285 nurse clinicians.The study utilized a structured questionnaire comprising of demographic data from the participants and three validated scales:the shortened versions of the EBP Beliefs Scale,the EBP Implementation Scale,and the Organizational Culture and Readiness for System-Wide Integration of Evidence-Based Practice(OCRSIEP)survey.With the use of descriptive statistics,the data were analyzed and presented in frequencies and percentages,while inter-item correlation coefficient(ICC)and the Kaiser-Meyer-Olkin measure of sampling adequacy were used to confirm the validity of using factor analysis.Results:Findings revealed the mean scores of the EBP Beliefs Scale ranged from 1.50 to 1.61,EBP Implementation Scale ranged from 1.84 to 1.94,and the OCRSIEP Scale ranged from 1.93 to 2.19.All the three shortened scales accordingly had good internal reliability,29.30±9.93 out of 80 for the EBP Beliefs Scale,19.56±7.37 out of 72 for the EBP Implementation Scale,and 66.32±20.35 out of 125 for the OCRSIEP Scale.Conclusion:This study has generated a valid Short Version of EBP reliable instrument that is psychometrically robust that can be used by nurses and clinicians to evaluate EBP in clinical settings since the results presented as a whole confirmed the high reliability and factorial validity.

Organizational Culture Content of the Manufacturing Companies in Austria and the Czech Republic

The main focus of this scientific article is organizational culture that represents very complicated and complex social phenomenon. Organizational culture is understood as the set of basic assumptions, values, standards, and artifacts, shared in the company in long-term horizon. The main objective of empirical research was to map organizational culture content in manufacturing companies in the Czech Republic and Austria. The content of organizational culture in the selected level of analysis was identified by means of qualitative methods--individual interviews and focus group discussions. With respect to specified objective, research was implemented in the sample of 10 companies in the Czech Republic and Austria. Data acquired by qualitative method of focus group were processed by means of content analysis. The main result of this part of empirical research was to describe the organizational culture content in the manufacturing companies operating in Austrian and Czech environment.

Managing the Value of the Organization Based on Organizational Culture

Managing the value of the organization is taking place based on factors forming it. It is becoming possible thanks to such managing operations of the organization, when in the end an image in accordance with expectations, giving the state back to the value of organizations is being got. Creating the goodwill is based among others on immaterial factors, which although they are becoming impossible to include in balance, are taken hold in time value of the organization. Creation of the value of an organization may be based on the organizational culture. The article presents the essence of value management and organization characterized the factors affecting the formation of organizational culture, ways of dealing with an organization aimed at consolidating and strengthening the organizational culture. Sometimes organizations feel the need to change the culture in order to achieve increased efficiency and ensure the success of the company to implement the necessary changes. Therefore, the rest of this article presents the elements to ensure a smooth implementation and consolidation of cultural change.

The Impact of Employees＇ National/Regional Culture on the Adaptation to Organizational Culture

In respect of all forms of enterprises, whether it is a private or public institution, labor cohesion and productivity is one of the most emphasized issues. Culture, on the other hand, can be characterized as one of the inextricable and hardly ever alterable features of human kind. Whether the profession cohesion and accordingly productivity of those employed within a culture discrepant from their culture of origin both due to the effect of globalization and domestic conditions are culturally affected is a question of importance, which must be answered with regard to state, institution, and employee. The occupational obligation to work in various regions, encountered in public employees at a national scale, particularly in the fields of education and health, and identified with legislative regulations, has become a reason of preference due to economic justifications for private sector employees. Hofstede （1990）, who divides culture, in general, into two, national and organizational, has presented five parameters for the elucidation of cultures. These are ＂power distance＂, ＂individualism vs. collectivism＂, ＂masculinity vs. femininity＂, ＂uncertainty avoidance＂, and ＂long and short term orientation＂. By means of power distance, the conception by an organization or social structure of power distribution of its members is queried. In other words, the difficulty or simplicity in people establishing communication with more influential individuals of the society is evaluated. Individualism vs. collectivism is with regard to whether individuals consider themselves as a distinct individual or a member of a group. Masculinity vs. femininity is the parameter, explanatory of the mentality, rather than a form of gender discrimination. Masculine cultures attach more importance to competition, force, and achievement whereas feminine societies place emphasis on emotions and life quality. Uncertainty avoidance is associated with the attitude of societies towards uncertainties. While some may not pay attention to uncertainties, for others, situations without clear boundaries may be registered as a threat. Long and short term orientation is related to long or short term planned by＇ people and accordingly bearing expectations and in other respects, displays the past, present, and future oriented thinking tendency. Within the scope of this study, it is aimed to identify the positive or negative impact of the culture of origin of university staff, to be designated in Istanbul/Turkey, on the organizational culture. By means of the results of the aforementioned study, the comparison of cohesion is in terms of ability to communicate and accordingly productivity, within the frame of Hofstede＇s cultural dimensions, between those employed within their culture （of origin） and those employed in different cultures. In pursuant of the results obtained from this study, an opinion can be formed for the regulations to be issued on the matter on national scale. At institutional scale, contributions can be made in the assessment of employee productivity from the aforesaid perspective and in terms of the employee, awareness can be raised on the impact of working within the body of different cultures.

Organizational Culture and Favorable Environment for the Development of Innovations

The objective of the research dialogues with recent studies on the presence of a favorable environment for innovation while respecting and guided by theoretical perspectives that were built by classic authors in this field of research, such as Geert Hofstede and Edgar Schein. 258 questionnaires were answered and the data obtained were analyzed using structural equation modeling (SEM) after tabulation in statistical analysis software. The research model is quantitative-descriptive and is based on the methodology developed by MIRP and later adapted by other authors. As a result of this research, it was identified that employees perceive the culture of the analyzed organization with a high level of collectivism and high cultural congruence. It was found that employees have a perception that there is a small power distance. At the end of the research, it is possible to affirm that there is a relationship between the organizational culture and the favorable environment for the development of innovations in the analyzed company.

Leadership Behaviors, Organizational Culture, and Incidents Reporting Practices as Perceived by Jordanian Nurses, Literature Review

Background: Safety of patients and their families is recognized as a priority for all healthcare organizations all over the world;therefore, exploring the variables that influence patient safety issues is paramount. Objective: This literature review is to detect the gab in the body of knowledge regarding issues of incidents reporting practices, leadership behaviors, and organizational culture especially in Jordanian context, as well as, to give reflection about the searched studies and to address the strength and weakness points of each study as well. The design of the current article was literature review of twenty five studies. Results: The current review revealed that most of the research studies were conducted in order to explore the perceptions of healthcare providers about patient safety issues, and clinical incidents reporting practices as well, however, there are few studies that were conducted in order to investigate the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Moreover, it seems that in Jordanian context, it is not fully understood the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Conclusion: It is imperative for researchers to fill the gap that existed in the body of knowledge regarding the variables of leadership behaviors, hospitals’ organizational culture and incidents reporting practices in order to enhance patient safety and safety practices in health care organizations. Relevance to clinical practice: Exploring the influence of leadership behaviors and organizational culture on incidents reporting practices among registered nurses in Jordan is highly recommended. Finally, the current review identifies the gap in the body of knowledge regarding the mentioned above variables.

Not Just a Cup of Coffee-Starbucks' Organizational Culture Study

Organizational culture is a system of shared meaning held by its members that distinguishes their organization from other organizations(Schein EH. 1996, p. 229-240). It is a structure of values, beliefs, and assumptions deemed appropriate in thinking and acting inside an organization. Organizational culture is relative to a company's success. Storytelling, organization rituals,and corporate socialization can reflect organizational culture. Those are a series of cultural artifacts or the perceptible facets of an organization's culture that help materialize the company's success. Starbucks is both a successful company and brand that with a special and great organizational culture. Its motto:"We aren't in the coffee business, serving people. We are in the people business, serving coffee,"or, to put it more simply,"Starbucks is pretty darn nice place to hang out"(Serwer and Bonamici). Starbucks doesn't just sell coffee. They sell spiritual culture. They sell a feeling that can increase peace and relax, instead of noises from outside. That's why Starbucks Coffee Shops have become America's, and even the world's public living and dining rooms.In 1971, the fist Starbucks store opened in Seattle. There are over 11,000 Starbucks locations in 37 countries. This paper examines the Starbucks' culture through their storytelling, place, organization rituals, and corporate socialization, and various other customs.

Putting Organizational Culture Into the BSC In China

As a useful tool of performance measurement, the balanced scorecard has been developed and applied in the West for more than 20 years. The balanced scorecard was introduced in China at the turn of the millennium and is widely used in profit and non-profit organizations, but the outcome is not very well. This paper is based on cases analysis and lecture study,. Tsingtao Brewery＇s situations of the application of BSC. The innovation of the paper attempts to make up a comprehensive dinaensions, which emphasizes cultural factors.

The Management System Innovation, Organizational Reform and Organizational Culture of Colleges and Universities' Adult Trainings

The idea of lifelong education has aroused great concern of domestic researchers for adult non-academic training. Colleges and universities, as the main venue for adult training, provide the basic guarantee for the training of talents in our country. This also makes the social service function of colleges and universities become increasingly prominent under the current social background. However, in the aspects of the management system and organizational reform, the college adult training shall be differentiated from normal talent cultivation and construct an organizational structure with features such as networking and diversification. Only that would lay a good foundation for the development of colleges' adult training industry. Based on this, this study analyzes the management system innovation, organizational change and organizational culture and characteristics of adult training in colleges and hopes to improve the management of adult training in colleges and universities.

Effects of Technology on Organizational Culture and Climate and Ethics: Implications for Human Service and Professional Outcomes

The study of the key empirical literature, the role of the effect of information, and communication technologies on culture and climate in organizations is a relatively recent phenomenon in administration, though there is some historical context from the empirical literature. Climate and its impact on various organizational outcomes have been investigated for less than the past 35 years. Little is available in the literature with respect to the impact of culture and climate on the role of ethics within organizations. This presentation of current studies will review and critically analyze recent quantitative research concerning ethical outcomes and the influence of organizational factors on ethical outcomes with potential relevance human service delivery organizations and to social work practice and related professions.

Preparation of lactic acid bacteria compound starter cultures based on pasting properties and its improvement of glutinous rice flour and dough

The effects of 5 lactic acid bacteria(LAB)fermentation on the pasting properties of glutinous rice flour were compared,and suitable fermentation strains were selected based on the changes of viscosity,setback value,and breakdown value to prepare LAB compound starter cultures.The results revealed that Latilactobacillus sakei HSD004 and Lacticaseibacillus rhamnosus HSD005 had apparent advantages in increasing the viscosity and reducing the setback and breakdown values of glutinous rice flour.In particular,the compound starter created using the two abovementioned LAB in the ratio of 3:1 had better performance than that using a single LAB in improving the pasting properties and increasing the water and oil absorption capacity of glutinous rice flour.Moreover,the gelatinization enthalpy of the fermented samples increased significantly.For frozen glutinous rice dough stored for 28 days,the viscoelasticity of frozen dough prepared by compound starter was better than that of control dough,and the freezable water content was lower than that of control dough.These results indicate that compound LAB fermentation is a promising technology in the glutinous rice-based food processing industry,which has significance for its application.

An Exploration of Organizational Development in the Process of Innovation and Transformation of Pharmaceutical Enterprises-Taking X Pharmaceutical Enterprise as an Example

Objective To study how to promote the smooth innovation and transformation of enterprises and enhance the market competitiveness of enterprises from the perspective of human resources organization development.In the wave of pharmaceutical industry reform,some entrepreneurs realize the importance of innovation and technology in the future.However,domestic pharmaceutical enterprises are still in the production-oriented stage.In the process of transformative innovation,pharmaceutical enterprises should not only rely on the support of scientific and technological and economic forces,but also need a suitable organizational change and many excellent talents as the source of development.Methods Through retrieving relevant literature and combined with the organizational development practice of X pharmaceutical enterprise,the organizational development model was explored in this paper.Results and Conclusion By forming a system of strategy,organization,talent,culture and mechanism,and building an organizational development model,we can improve the organizational atmosphere and organizational efficiency in the process of enterprise innovation and transformation,so as to enhance the competitiveness of enterprises in the market.