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Masculinity in organizational culture often emphasizes traits such as competitiveness, assertiveness, and achievement, valuing results and success over collaboration and interpersonal relationships. In contrast, femininity tends to prioritize cooperation, nurturing, and work-life balance, fostering a more inclusive and supportive environment. These cultural dimensions can influence leadership styles, communication patterns, and decision-making processes within organizations, impacting employee satisfaction and performance. Ultimately, a balance between masculine and feminine qualities can lead to a more dynamic and effective workplace.
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How does organization culture impact on business performance?
The short answer is YES. Kotter and Heskett's landmark study Corporate Culture and Performance documented results for 207 large U.S. companies in 22 different industries over an eleven‐year period. Kotter and Heskett reported that companies that managed their cultures well saw revenue increases of 682% versus 166% for the companies that did not manage their cultures well; stock price increases of 901% versus 74%; and net income increases of 756% versus 1%.How important is a constructive culture to the short‐ and long‐term performance and results of a company? Consider this example. A high‐tech, Fortune 50 manufacturing company was losing $11 million annually. A cultural assessment identified a non‐constructive culture that encouraged worker boredom, dissatisfaction and work avoidance. To turn around this situation, the plant simultaneously worked on both their processes and culture. After 12 to 24 months of process and culture changes where expectations of management shifted from an aggressive/defensive style to a more healthy, effective and constructive style, cycle times reduced by 68%, work‐in‐progress reduced by 38%, orders that were behind schedule reduced from 2,100 to 91, and the $11 million loss became a $24 million annual profit. Culture change was the foundation that helped this site return to profitability. It is the same culture that will raise productivity, profitability, morale.What is culture?Company culture describes the company, how it is managed, how it reacts to external challenges and how workers respond to their work environment. Company culture can be divided into three general categories: constructive, passive defensive and aggressive defensive. The constructive culture is the most desirable-and the least found. It is typified by an achievement motive in which individuals believe their efforts make a difference. It is an environment where creativity is rewarded, and employees continually learn, grow and develop. It has a social base in which individuals genuinely enjoy working with each other.What can you do?Determine the culture ‐ The first step is to conduct an assessment that provides a profile of your organization's operating culture in terms of the behaviors that members believe are required to "fit in and meet expectations" within the organization. It measures "how things are done around here." It should be completed by a representative cross section of the company that defines the corporate culture. If the culture is found to be non‐constructive, a second assessment measuring Organizational Effectiveness should beconducted. This assessment measures virtually all internal factors and conditions that are likely to impact the organization's performance.Together these assessments determine norms and expectations, measure the structures, systems, technologies, and skills and qualities of those in leadership that are the causal factors of culture.Role clarity is just one of several outcomes that determine a company's culture. Levers for changing the culture should include goal setting, job design, motivation, inter‐unit coordination, downward and upward communication, and quality. Taking these factors into account will change the negative culture into a constructive culture.For example, in an aggressive‐defensive culture, satisfaction is typically low. Changing employee satisfaction levels requires work on certain factors such as goal setting. Individual workers that help to jointly set goals can affect a change in the norms and expectations in the culture that in turn affects the outcome - in this case a higher level of satisfaction. Satisfaction increases because employees are involved in setting goals and feel their individual efforts are making a difference. This change helps shift the aggressive‐defensive culture to a constructive culture.Similar changes, such as improving customer service commitment, need to be addressed in a passive‐defensive culture. Moving from the old, non‐constructive culture to the desirable, new culture is a process that will take several months or more. It will take even longer if the assessment reveals a passive culture because a passive culture is more difficult to work with and transform. But take heart. As the company culture is changing, the company can simultaneously begin implementing other initiatives such as continual improvement, LEAN, 6‐Sigma, ISO registration, etc.,.In the end, many benefits will surface. The company will implement new initiatives and it will embrace a new culture in which management and employees feel positive, processes will have improved, and net income will increase according to Kotter and Heskett. That is a win‐win in any manager's book.by Shafi Adam
How culture effect on manager's functions planning organizing leading controlling?
Culture significantly influences a manager's functions of planning, organizing, leading, and controlling by shaping values, communication styles, and decision-making processes. In planning, cultural norms can dictate priorities and acceptable goals, while organizing reflects cultural hierarchies and teamwork preferences. Leadership styles may vary, with some cultures favoring authoritative approaches and others promoting collaborative practices. Finally, controlling mechanisms such as performance evaluation and feedback can differ based on cultural attitudes towards accountability and individual versus collective success.
Why would an entrepreneurial business choose to use its own resources versus seeking outside resources in financing a business venture?
To maintain control
How does strategy formulation differ for a small versus a large organization?
IT does not necessarily differ at all but one way it could be is it needs FASTER inventory turns........
How does corporate strategy formulation differ for a small versus large organisations?
houw would application of the strategy-formulation framework differ from a small to a large organization?
What are the five dimensions of cultural differences?
The five dimensions of cultural differences, as identified by Geert Hofstede, are Power Distance, Individualism vs. Collectivism, Masculinity vs. Femininity, Uncertainty Avoidance, and Long-Term vs. Short-Term Orientation. Power Distance refers to how a society handles inequalities among people. Individualism vs. Collectivism contrasts the importance of individual rights and independence against group cohesion and loyalty. Masculinity vs. Femininity reflects the distribution of emotional roles between genders, while Uncertainty Avoidance measures how cultures cope with ambiguity and unpredictability. Finally, Long-Term vs. Short-Term Orientation assesses a culture's focus on future rewards versus immediate results.
Compare Hofstede's cultural dimensions with the GLOBE framework?
Hofstede's framework for assessing cultures began in the late 1970's, while in the later future, the GLOBE framework for assessing cultures began in 1993. Hofstede based his survey on IBM workers in 40 countries and found that both managers and employees vary on five value dimensions of national culture. GLOBE based their data on 825 organizations in 62 countries and they identify nine dimensions of national culture. Hofstede dimension are power distance, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, and long-term versus short-term. Some of the GLOBE dimensions are power distance, individualism/collectivism, humane orientation, performance orientation, uncertainty avoidance, gender differentiation, and future orientation. The two frameworks are very similar and are used to understand the differences of employees from other counties. These frameworks can also be helpful in predicting and explaining behavior of employees.
Explain how values congruence is relevant with respect to organisational versus professional values?
Maybe you should stop cheating in your class, and find information by yourself. I'm in your class, numnuts.
What has the author Robert K Hanks written?
Robert K. Hanks has written: 'Culture versus diplomacy'
Why did Jesus ask about sin versus healing?
Because it was an important question to Jewish culture during his time and it was trying to address the subject in a way his people might understand what was truly important versus the "law" or Torah.
What do taliban dress like?
it's democratic goodwill versus goodwill of individual leadership. who knows better?it's about culture versus fundamental culture at the grassroot level. who knows the army and forces of a nation again? it's a clash of goodwill which i support. thanking you vaibhav aksh
How does culture affect listening?
Culture can influence listening habits by shaping what is considered appropriate listening behavior, such as active listening versus passive listening. Cultural norms and values also impact how much significance is placed on listening in interpersonal communication. Additionally, cultural differences in communication styles, such as direct versus indirect communication, can affect how individuals interpret and respond to spoken messages.
What is the future tense of versus?
The word versus is a preposition; therefore, it doesn't have tense.
What does the name Versus mean?
To me 'Versus' means 'against' as in 'Portsmouth versus Manchester United'.
What is heredity versus environment?
Heredity versus environment, or nature versus nurture, is the argument about how much of our characteristics are ingrained in our genetics and how much of them are created as a result of the life we lead. There is no clear answer to the problem of heredity versus environment.
What is the ISBN of Aliens versus Predator versus The Terminator?
The ISBN of Aliens versus Predator versus The Terminator is 1-56971-568-8.
What are the attitudes cigarette smoking in France versus Americas?
Smoking is a part of the French culture. A large percentage of the French population smokes, and people don't really care if its bad for them.
