Organizational Culture and Values
The alignment of organizational and nurse values can affect nurse engagement, and therefore patient outcomes. It has been well-documented that in many instances workers and the organizations for whom they work can have conflicting values (O'eilly, Chatman & Caldwell, 1991). This fit has been found to be a predictor of many things, including job satisfaction and organizational commitment. Nurses are no exception to this rule, so it is important that nurses and healthcare organizations seek to find the best fit between values, in order to encourage a higher level of nurse engagement.

Conflicting values can occur

When values differ, job satisfaction and organizational commitment diminish

Nurse engagement depends on value alignment

Where values are aligned, there will be a higher level of nurse engagement

Slide 2: Nurse engagement has been found to important to nurse performance. This, in turn, affects patient outcomes. Empowered workers have higher performance levels (Wong, Laschinger, 2013). Engaged…...

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References

Keyton, J., Smith, F. & Ford. D. (2012). Communication, collaboration and identification as facilitators and constraints in multiteam systems. Multiteam Systems.

Leonard, M., Graham, S. & Bonacum, D. (2004). The human factor: The critical importance of effective teamwork and communication in providing safe care. Quality and Safety in Health Care. Vol 13 (Sup) i85-i90.

O'Reilly, C., Chatman, J. & Caldwell, D. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal. Vol. 34 (3) 487-516.

Wong, C. & Laschinger, H. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of Advanced Nursing. Vol. 69 (4) 947-959.

This is the starting point. Here, the organization's mission and core values are developed to make sure they address all important issues of the organization osenthal & Masarech, 2003()
The second step was communication whereby the Navy made sure all members of the organization were well aware of the mission and core values by hanging them in every corner of the organization. This made sure that nobody in the organization was left out of understanding the new mission and values of the Navy. Two-way dialogue was also encouraged whereby any members who felt they needed to add more information or get clarification were allowed to do so with the management osenthal & Masarech, 2003()

The third step is that of modeling the change itself. Here, it includes the activities of demonstrating that the new mission and values of the organization need to be upheld and followed. This step begins from the…...

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References

Elsbach, K.D., & Bhattacharya, C.B. (2001). Defining Who You Are by What You're Not: Organizational Disidentification and the National Rifle Association. Organization Science, 12(4), 393-413.

Grant, R.M. (1996). Prospering in Dynamically-Competitive Environments: Organizational Capability as Knowledge Integration. Organization Science, 7(4), 375-387.

Rosenthal, J., & Masarech, M.A. (2003). High-Performance Cultures: How Values Can Drive Business Results. Journal of Organizational Excellence, Spring (2003).

Schein, E.H. (1985). Organizational Culture and Leadership: A Dynamic View. San Francisco, CA: John Wiley & Sons, Incorporated.

Organizational Culture
Integrating culture and diversity in decision-making:The CEO and organizational culture profile.

Historically, there are many definitions about organizational culture, which different literatures offer different definitions. The most popular definition is "the way a company does their thing around the company." In addition, organizational culture refers to the attributes of an organization, or in other terms, it is appropriate to link organizational culture as the right ways in which companies understand problems in the organization. Nevertheless, organizational culture refers to the values and beliefs, which people in an organization share. Moreover, organizational culture is a system of shared values (important things) and beliefs (how things work) that relate with the firm's people, organization structures, and control approaches to generate behavioral models (Sun, 2008).

Although there are many definitions, organization culture comprises of a set of theory of values, beliefs, and understandings that members share in common. In addition, culture provides appropriate ways…...

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References

Ashkanasy, A.N., Wilderom, C., & Peterson, F.M. (2000). Handbook of organizational culture & climate. Thousand Oaks, Calif.: Sage Publications.

Collins, J. (2001), Good to Great: Why Some Companies Make the Leap and Others

Don't, New York: Harper Business.

Forster, N., Majteles, S., Mathur, A., Morgan, R., Preuss, J., Tiwari, V., & Wilkinson, D. (1999).

Organizational Behavior Terminology
Organizational Culture and Behavior: Author Edgar H. Schein, professor of management at the Sloan School of Management, MIT, believes that organizational culture has in the recent past embraced themes from a number of disciplines, including sociology, social psychology, anthropology and cognitive psychology as well. And although all of these fields of study feed into today's concept of organizational culture, Schein asserts that organizational culture "has become a field of its own" (Schein, 2010, p. ix). In order to stay focused on the evolving field of organizational culture -- without feeling "overwhelmed" by the "mass of research" that has been "spawned" in the field -- is a challenge the author is up against (and no doubt he's not alone). Schein nevertheless believes the way to stay zeroed in on "organizational culture" is to assert: a) leaders "as entrepreneurs" are "the main architects of culture"; b) once cultures have formed…...

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Works Cited

Feldner, Sarah Bonewits, and D'Urso, Scott C. (2010). Threads of intersection and distinction:

Joining an ongoing conversation within organizational communication research.

Communication Research Trends, 29(1), 4-29.

Harris, O. Jeff, and Hartman, Sandra J. (2001). Organizational Behavior. East Sussex, UK:

Organizational Culture and Sustained Competitive Advantage
Organizational culture is a defining feature of every organization. The unique culture that every organization displays has an affect on its ability to remain profitable. Culture can have either positive or negative affect on the ability of the organization to remain competitive. Much academic research up to this point has focused on theory and defining what is meant by culture and sustainable competitive advantage. This research expands theory by providing tools that can help companies manage organizational culture in such a way that it results in a greater competitive advantage. This research translates theory into practical applications that can be used by a number of organizations in various industries. The most important finding of this research is that companies can take measures to increase their competitive advantage by managing their organizational culture.

Organizational Culture and Sustained Competitive Advantage

Chapter 1: Introduction

Organizational culture is defined as a group…...

Organizational Culture/ewards System
There are numerous links made in research regarding organizational culture and a rewards system. A majority of the studies available suggest that in general an organizational culture that fosters communication and a collaborative or team oriented environment is more likely to successful implement a rewards system, and more likely to have a rewards system in place than one that does not (Burke, 1995).

Malekzadeh and Nahavandi (1993) show that cooperative behavior and productivity can be encouraged when the organizational culture is one that is built on employee participation and commitment, and that organizational reward systems typically encourage a culture that is cooperative and collaborative in nature (p.22). Further they argue that when an organizational culture supports a reward system employees learn to behave in a collaborate manner but still value competition and consider it a key success factor related to high performance (Malekzadeh & Nahavandi, 1993).

Boughton, Gilley & Maycunich…...

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References:

Agarwal, N.C. 1981. "Determinants of executive compensation." Industrial Relations 20

(Winter): 36-45

Bannister, J.W. & Newman, H.A. (1998). "Cross-Sectional differences in corporate compensation structures." Journal of Managerial Issues, 10(2):223

Boughton, Nathaniel W., Gilley, Jerry W. & Maycunich, A. (1999). "The performance challenge: Developing Management systems to make employees your organization's greatest asset." Cambridge: Perseus.

However, this does not happen always. An organization's structure is in reality an extremely powerful control technique, as the alternative to structure will automatically favor some groups and put others in trouble. In case managers are employing structure to extend power to some groups or individuals they are not just wielding power rather are getting involved in political movement. Therefore, strategic choices relating to structure might not be coherent in the conventional strategic meaning, but on the contrary might emanate from a power struggle among special-interest groups or associations, with everyone disagreeing for an understanding which matches them in the optimal manner. (Lewis, 2002)
Whereas matters like extent, technology and the setting will frame the elementary strictures of preference of strategy, the final choice may well be taken on the basis of convenient benefits. Political strategies might be suitable to a greater degree at the time when important organizational transformation…...

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References

Glor, Eleanor D. (March 21, 2001) "Key Factors Influencing Innovation in Government" the Innovation Journal. Vol: 12; No: 1; pp: 47-55

Hsu, Chin-Hsien; Bell, Richard C; Cheng, Kuei-Mei. (2002) "Transformational Leadership and Organizational Effectiveness in Recreational Sports/Fitness Programs." The Sport Journal. Vol: 5; No: 2; pp:

Lewis, Dianne. (2002) "The Place of Organizational Politics in Strategic Change" Journal of Strategic Change. Vol: 11; No: 3; pp: 25-34.

Niekerk, H.J. Van; Waghid, Y. (December 2004) "Developing Leadership Competencies for the Knowledge Society: The Relevance of Action Learning" South African Journal of Information Management. Vol.6; No: 4; pp: 18-23

Organizational Culture: The Walt Disney Company
elationship between the design of your selected organization and its organizational culture

The Walt Disney Company is a popular company in many homes all over the world because of the magical treatment given to visitors. The magic starts with the excellent training given to each employee that makes visitors have a memorable experience. The Disney Institute uses a structured learning atmosphere to offer training to employees working in restaurants and cast characters. This training aims at ensuring that all Disney workers obtain top notch learning that enables customers to be pleased (Gibson & Ivancevich, 2005).

Among all the structures, culture and the controls is a relationship that operates like a locked chain. The company's culture specifies the decision-making authority, controls and procedures. The organization's structure has been matched with the company's strategy. The organizational structures serve the purpose of managing the company's daily work routines, distribute resources,…...

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References

Robbins, S. (2008). Organizational Behaviour: Global and Southern African Perspectives. New York: Pearson

Gibson, J. & Ivancevich, J. (2005). Organizations: behavior, structure, processes. Cornell University: McGraw-Hill/Irwin

Organizational Culture Nursing
Organizational Culture & Characteristics: In simple terms, organizational culture is "the way we do things here," as one online site described the evolution of the idea behind what is now thought of as being the working whole of the combination of beliefs, assumptions, values and behaviors that reflect the commonality of the people who work together in a given setting (Dodek, et al., 2010:669-670). It is a system of shared meaning. But what exactly this means varies. Not all collections of employees generate a working organizational culture. As such, it is now assumed that there needs to be certain levels of stability and a history of accomplishment in order for an organizational culture to be successful. (Boan and Funderbunk, 2003:3).

Functional and Dysfunctional Effects: Success, however, has drawbacks even as it serves a purpose. In general, organizational culture is considered a good quality because it allows for the development…...

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REFERENCES

ANCC (2010). Strategies for Nurse Management. Nursing excellence program provides framework for patient safety initiative, Vol. 10, No. 8; 1-12. American Nurses Credentialing Center. Retrieved from  http://www.strategiesfornursemanagers.com/CONTENT/252782.pdf .

Boan, D., and Funderburk, F. (2003). Healthcare Quality Improvement and Organizational Culture. Insights. Delmarva Foundation, 1-18. Retrieved from  http://www.dfmc.org/newsAndPublications/reports/documents/Organizational_Culture.pdf .

Dodek, P., Cahill, N., and Heyland, D., (2010). The Relationship Between Organizational Culture and Implementation of Clinical Practice Guidelines: A Narrative Review. Journal Parenteral Enteral Nutrition, 34, 669-673. Retrieved from  http://pen.sagepub.com/content/34/6/669 .

Organizational Behavior (2009). Organizational Behavior. Viewable at www.uwcentre.ac.cn/hhu/wp-content/uploads/2010/09/obclass162.ppt.

changing management processes, including meeting frequencies, attendance, and agendas.
Question 2: What are the traits of an effective organization?

The traits of a successful organization are the following:

successful organization should be able to identify and define the key competencies for organizational success based on the organization's vision, values, and goals. It should be able to express the key competencies as attributes against which participants can be assessed.

It typically uses a number of peers, customers, subordinates for evaluation of the results and provides feedback to the individual about their performance. It creates an action plan to improve the individual's performance. The other trait for the success is it ensures that the right people are selected to provide the feedback. In all a successful organization should communicate organizational vision, values, goals, and rules of behavior frequently. In addition, the organization should make efforts to reduce interpersonal conflict between the individuals through diversity training,…...

Organizational Culture
Organization culture analysis

Organizational culture is one of the fundamental areas that need absolute understanding in order to cope with the behavior and the beliefs as well as the values that an organization may have. This is due to the fact that it is through organizational cultures that an organization ensures unity, loyalty, competition, direction and identity for the organization that will set it apart from others in the same industry (Kayla L., 2013). This paper hence examines the organizational culture of a church in the neighborhood that has a large membership to the tune of 500 people and worships on Sundays.

The mission of the First Baptist Church that was observed in this context is "To know Christ and to make Him Known"

The vision is to ensure the continued revival of the people of God and ensure that each member has a hand in propagating the gospel, either directly or…...

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References

Kayla L., (2013). The Importance of Culture in Organizations. Retrieved February 16, 2014 from  http://smallbusiness.chron.com/importance-culture-organizations-22203.html

It is therefore extremely difficult for the government to rapidly achieve its proposed initiatives. A lack of resources also
plays into this problem, suggesting that it is not appropriate to judge the
effectiveness of public officials according to the private sector
standards.
Still, it might be possible to improve the impression which the public
holds of its officials by placing a greater emphasis on efficiency,
customer service, cleanliness and accessibility in public facilities such
as the above-mentioned. Devoting greater care to those aspects of
government responsibility that establish organizational culture, it may be
possible to alter the way that such agencies are immediately experienced by
the public, thus causing less suspicion or mistrust for the legislative
activities which take place behind the closed doors of a council.
It is not uncommon for organizational culture to reflect the cultural
identity of the sector or national culture in which it practices its trade.
As the discussion here denotes, this is true in the United States, where
an…...

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Works Cited:

Shafritz, J.J.; Ott. S. & Jang, Y.S. (2005) Classics of Organization

Theory, 6th Ed. Belmont, CA: Thomson Wadsworth.

Stivers, C. (2002). Gender Images in Public Administration: Legitimacy and

the Administrative State, 2nd Ed. Newbury Park, CA: SAGE Publications.

Van Wart, M. (1998) Changing Public Sector Values. New York: Garland

racle's culture also relies on teams instead of larger and highly hierarchical organizational structures (Eden, 2006). These teams give employees an opportunity to personally identify with their team goals and have a higher level of accountability and performance as a result (Kumar, 2007). f the seven primary characteristics of an organizational culture, racle has a strong outcome orientation, team orientation, aggressiveness, and innovation and risk-taking.
ne of the most appealing aspects of the racle culture is the sense of urgency of getting goals accomplished both individually and as part of a team. There is an intensity that teams have to get to their goals together. The potential for job satisfaction is very high in that type of environment. Having the chance to define ones' own objectives in a job and also decide how to achieve them critical for job satisfaction. That's what is most appealing about the racle culture from…...

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One of the most appealing aspects of the Oracle culture is the sense of urgency of getting goals accomplished both individually and as part of a team. There is an intensity that teams have to get to their goals together. The potential for job satisfaction is very high in that type of environment. Having the chance to define ones' own objectives in a job and also decide how to achieve them critical for job satisfaction. That's what is most appealing about the Oracle culture from a potential employee standpoint. Valuing and allowing investments in innovation and risk taking also contributes to a more achievement-oriented mindset by employees as well. Having the opportunity to be part of teams managed in this way, in a culture so committed to continually improving, is appealing.

The Oracle organizational culture is strong. Having been founded by Larry Ellison and initially managed to excel first at sales and second at service (Greenbaum, 1992), the culture is increasingly becoming customer relationship-oriented. The cultural values of innovation and risk taking, outcome and team orientation, and aggressiveness permeate the culture. As a result the strength of cultural values are often seen in the support that sales managers and directors get within the company. Serving the sales force is a unifying aspect of the culture; all of the characteristics of the culture are focused on how to win new business and keep existing customers. The Oracle culture is further strengthened when a company is acquired. The acquired company's employees are given immediate access to all Oracle collaboration tools and applications including the company Intranet. This gives these new employees a chance to get immediately connected with others throughout the company they will be working with. Employees from acquired companies are assigned to teams immediately and often given their goals and objectives within the first week. The urgency of getting new employees productive further supports the strength of the Oracle culture.

The Oracle culture is highly customer-responsive as a culture. The employees Oracle chooses to hire are often known for their high levels of autonomy and ability to work independently.

Maximizing a unit's performance is influenced by how well the leader shapes the organization's climate. Climate is a reflection about how people think and feel about their organization at a snapshot of time (Swift, 2010). Climate is generally a short-term experience that is contingent of emerging personalities in a small organization. The organization's climate evolves as the people change. A soldier's first point of contact within the chain of command is his or her sergeant. Insomuch, his or her immediate leader sets the tone, expectations, attitudes, goals, and values that are consistent with the Army's organizational culture. Additionally, the climate entails shared perceptions and attitudes about his or her unit in which the leader can influence positively or negatively. Moreover, the leader uses the culture to let their soldiers know they are part of something bigger than just themselves and that "they have responsibilities not only to the people…...

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References

Swift, D.C Major. (2010). The online battle book. Retrieved from  http://www.dcswift.com/military/classes/Mentoring/organizational_climate.pdf 

U.S. Army. (2011). Army Leadership Fm 6-22 (Fm 22-100). Retrieved from https://rdl.train.army.mil/soldierPortal/atia/adlsc/view/.../chap8.htm

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Organizational Culture and Leadership
Leadership is power, exercise of influence of an authority that seeks to inspire the conduct of others (individuals or groups) in order to get them to voluntarily achieve clearly defined objectives. While some have naturally predisposed to leadership, it is also true that leadership develops over time. What is the key to a productive leadership? How to improve weaknesses to achieve positive results? How to mobilize and energize your team towards a common goal? (Chen and Francesco 2000)

According to Daniel Goleman, a Harvard professor, psychologist, author of the internationally recognized best seller "Emotional Intelligence," there are six leadership styles and each style is adapted to specific conditions. We will consider in this paper the different facets of leadership and their influence on the performance of the company through the corporate culture. We discuss here the leadership in a situational context.

Many leaders try to reduce costs, increase revenues…...

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References

Block, L. (2003), "The leadership - culture connection. An exploratory investigation," Leadership & Organization Development Journal, Vol. 24 No. 6, pp. 318-34.

Cameron, Kim S. & Quinn, Robert E. (1999) Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Reading, Mass: Addison Wesley.

Chen, Z.X. And Francesco, A.M. (2000), "Employee demography, organizational commitment, and turnover intentions in China: do cultural differences matter?," Human

Relations, Vol. 3 No. 6, pp. 869-87.

1. A case study on the impact of social media on consumer behavior
2. Analyzing the success factors of a popular brand through a case study
3. Exploring the ethical implications of a controversial business decision in a case study
4. Evaluating the effectiveness of a company's marketing strategy based on a case study
5. Investigating the challenges faced by a startup company in a case study
6. Examining the role of leadership in organizational change through a case study
7. Analyzing the impact of globalization on a specific industry in a case study
8. Discussing the implications of a major data breach on a company's reputation....

1. The benefits of workplace diversity for employee satisfaction and productivity
2. The challenges of managing a diverse workforce and strategies for overcoming them
3. The impact of workplace diversity on organizational culture and reputation
4. The role of diversity and inclusion initiatives in promoting equality and respect in the workplace
5. The importance of diversity training and education in creating a more inclusive work environment
6. The relationship between workplace diversity and innovation
7. The effects of unconscious bias in hiring and promotion practices on workplace diversity
8. Case studies of successful diversity and inclusion programs in various companies
9. The intersectionality of diversity in the workplace....

Title: Embracing Diversity in the Workplace: A Catalyst for Growth and Innovation

Introduction:
In today's rapidly evolving global economy, workplace diversity is no longer a mere aspiration but a business imperative. Organizations that embrace diversity reap numerous benefits, including enhanced productivity, better decision-making, and increased innovation. This essay delves into the importance of workplace diversity, exploring the various dimensions of diversity, the challenges organizations face in promoting diversity, and the strategies they can implement to create a more inclusive and diverse workplace.

Body:

1. The Significance of Workplace Diversity:
Workplace diversity goes beyond race, gender, and ethnicity. It encompasses various dimensions, including age, socioeconomic background,....

1. The rise of cryptocurrency fraud in local government: exploring how officials are using digital currencies to commit fraud and evade detection.

2. The impact of social media on government fraud: examining how social media platforms are being used to perpetrate fraud schemes within local governments.

3. Corruption in Tendering Processes: an analysis of how fraud is being committed in the awarding of government contracts and tenders at the local level.

4. The role of whistleblowers in exposing fraud in local government: investigating the importance of individuals coming forward to report fraudulent activities and the challenges they face in doing so.

5. The use....