485436
Description
Mind Map by Jade Jannotti, updated more than 1 year ago
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Created by Jade Jannotti
over 10 years ago
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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
- enhance decision-making
- Cons
- mis-communication
- stereotypes
- strategies to improve cross-cultural understanding
- mis-communication
- demographic = age, race, gender, language, religion
- key to understanding how company operates
- strong OC leads to high performance and success
- reflect individuals, organisational values
- what makes organisation different
- what makes organisation different
- reflect individuals, organisational values
- patterns of behaviour that
reflect individual, group
and organisational beliefs
and values
- Williams 1993
- strong OC leads to high performance and success
- 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
- creative & innovative
- Martins (1992)
- Integration perspective = something an organisation HAS
- organisation-wide consensus
- organisation-wide consensus
- Differentiation approach = something an organisation IS
- shaped by sub-cultures
- shaped by sub-cultures
- Integration perspective = something an organisation HAS
- Characteristics
- artefacts (dress code)
- language (formal, informal)
- rituals (employee of the month)
- group norms
- artefacts (dress code)
- Changing nature of work
- globalisation (multi-national workforce)
- technology (impact on nature of wokr)
- growth of knowledge economy (knowledge s key to development)
- globalisation (multi-national workforce)
- 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
- ensure plans are followed
- communication climate (open, supportive)
- Dominant = give firm personality, main culture
- Sub-culture = additional values
- Counter-culture = rejects surrounding cultures
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