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Organizational Culture Edgar Schein
 
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Organizational culture from Edgar Schein's 1991 article, "What is Culture?" His model of organizational culture looks at, among other things, levels of culture including artifacts, values, and underlying assumptions. Edgar Schien's three levels of organizational culture is referenced in scores of books and thousands of articles seeking answers to the question, What is organizational culture and why does it matter? Alex's Book (Affiliate Link): Case Studies in Courageous Communication: https://www.amazon.com/gp/product/1433131234/ref=as_li_tl?ie=UTF8&tag=alexlyon-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=1433131234&linkId=6bfd9c333c786d16025c5a7c70a3ef4c My Current Camera Gear (Affiliate Links): Camera Rebel T5i https://www.amazon.com/gp/product/B00BW6LWO4/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=alexlyon-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=B00BW6LWO4&linkId=504e12f13100f143d4df4e79731f206a Lens Canon 50mm: https://www.amazon.com/gp/product/B00X8MRBCW/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=alexlyon-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=B00X8MRBCW&linkId=b0bfb7ea7439df39e744bfd303c53fee USB Microphone Blue Yeti: https://www.amazon.com/gp/product/B002VA464S/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=alexlyon-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=B002VA464S&linkId=a9d8b41ead5eb30f69342be95d3a3d22 Lavalier Microphone Rode Smartlav+: https://www.amazon.com/gp/product/B00EO4A7L0/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=alexlyon-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=B00EO4A7L0&linkId=c29c80d531374d347f8a78498b34d05d Audio Recorder: Tascam DR-05: https://www.amazon.com/gp/product/B004OU2IQG/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=alexlyon-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=B004OU2IQG&linkId=578b149b5807f2ec0f7f16c18e1c34f4 The Organizational Communication Channel provides supplemental lessons for traditional, hybrid, and 100% online courses for students and teachers everywhere. Feel free to subscribe.
ORGANIZATIONAL CULTURE AND ENVIRONMENT Chapter 3
 
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Learning Objectives: Differentiate the symbolic from the omnipotent view of management Define organizational culture Identify the seven dimensions that make up an organization’s culture and how these dimensions reflect the organization’s personality Explain how cultures can be strong or weak Describe the various ways that employees learn culture Explain how culture constrains managers Describe the various components in an organization’s specific and general environments Contrast certain and uncertain environments Identify the various stakeholders with whom managers have to deal Clarify how managers manage relationships with external stakeholders organizational culture If you found this video valuable, give it a like. If you know someone who needs to see it, share it. Leave a comment below with your thoughts. Add it to a playlist if you want to watch it later. Keywords Keyword organizational culture why organizational culture is important changing the organizational culture models of organizational culture building organizational culture organizational culture change examples organizational culture model changing organizational culture how is organizational culture formed organizational culture change organizational culture development organizational culture and leadership what is organizational culture and why should we care organizational culture research organizational culture artifacts how does organizational culture impact the change process organizational culture change strategy types of organizational culture organizational culture theory organizational culture types organizational culture and change articles on organizational culture assessing organizational culture managing organizational culture change organizational culture assessment meaning of organizational culture examples of organizational culture in the workplace organizational culture consulting organizational culture examples types of organizational culture pdf values in organizational culture how to change an organizational culture organizational culture and values what is an organizational culture what is organizational culture and why is it important what does organizational culture mean how to change the organizational culture importance of organizational culture how to assess organizational culture how to change organizational culture organizational culture assessment instrument organizational culture analysis what is organizational culture examples of organizational culture organizational culture in the workplace what is a organizational culture creating an organizational culture leadership and organizational culture organizational culture activities organizational culture books organizational culture survey how do you change an organizational culture organizational culture definition organizational culture is organizational culture video describe organizational culture strong organizational culture definition of organizational culture characteristics of organizational culture
Views: 2590 MS Guruji
Change Management/Organisation Culture
 
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Presentation by Andy Edwards, Speak First
Views: 1480 BedsandHertsLMCs
Impact of Culture on Business Performance
 
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Company culture has a profound effect on business performance. This video explores the impact that different cultures may have on Small and Medium Businesses. "http://www.niallstrickland.com" "http://www.howsmybusinessdoing.com" "http://www.growthoracle.com" Many people think that company culture only exists in larger businesses. Nothing could be further from the truth. What are the implications of company culture on business performance in smaller businesses? Regular readers of my articles will already know that I work predominantly with small and medium businesses. In my experience, company culture is just as important in smaller companies as it is in much larger businesses. So what is company culture? It is largely the ethos of the business. It reflects the norms of behavior displayed by the vast majority of employees. It can often be seen in the informal grapevine that exists in most businesses. A positive culture will see the grapevine mirroring what goes on in the regular communication channels in the business. A negative culture will often see positive communication in formal channels and negative back-biting in the grapevine. Business culture is something that emulates the style of leadership in the business. If the business owners manage their staff by Do-As-I-Say rather than Do-As-I-Do, then the culture can be negative. This negative culture has a profound impact on productivity. Subordinates question why they should follow an instruction from their manager and frequently deliberately frustrate what they have been asked to do. Similarly, if subordinates notice that their boss starts lots of things but finishes very little, then they will feel entitled to perform in the same way. This is very costly for the business. Uneven treatment of employees can also be a source of negativity that spills over into the business culture. You cannot allow one employee to perform below par and get the same rewards as another employee who performs superbly well. You cannot be critical of one employee because you do not particularly like them and ignore similar behavior in another employee because you prefer them. If the leadership is visionary and open to ideas from all levels of the organization then this creates organizational excitement. Communication is better. Subordinates emulate the high performance and positive outlook of their bosses. Employees tend to be mutually supporting in this environment and team work is at the heart of the business. Productivity is extremely high. Reward structures are fair and reward those that make the extra effort both internally in the business as well as in their customer interactions. So can company culture be changed? Yes, but it takes time and commitment. Those opposed to cultural change and mutually supporting teamwork may need to be fired. It starts at the top of the organization. However, a leopard may not be able to change its spots. It may require a new CEO with a more open management style and a commitment to high performance. Any focused and prosperous business needs to have a leader at the top as opposed to a manager.
Views: 5927 Niall Strickland
How to Create and Sustain a Winning Culture
 
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Learn on what it takes to build a winning culture in any organization. Culture drives the behavior of organizations and shapes the destiny. If you want to have a high performing culture you must instill a winning culture in the organization. You could have a great strategy, but if you do not have a winning culture and an enabling system to implement it, the culture of the organization will defeat the strategy. =========================================== **Click Below to SUBSCRIBE for More Videos: https://www.youtube.com/c/RaghuReddyIndustrySuperstarsTV ======================================= Raghu Reddy Speaker, Author, Executive Coach http://www.RaghuReddyLive.com Facebook: https://www.facebook.com/industrysuperstars/ =======================================
Views: 297 Raghu Reddy
The Importance of Learning in Organizations
 
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An interview with David Garvin and Amy Edmondson, Professors, Harvard Business School. Learning organizations generate and act on new knowledge. The ability to do this enables companies to stay ahead of change and the competition.
Views: 168054 Harvard Business Review
4 Secrets to Build a Strong Company Culture
 
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Click Here To See More From This Expert: http://www.docstoc.com/video/102029507 Robyn Ward is a Business Development Executive with BetterWorks (http://betterworks.com). Docstoc has over 20 million business and legal documents to help you grow and manage your small business and professional life. Thousands of how-to articles and videos, with fresh content uploaded daily. Attorney reviewed documents to save you time and money. Try Docstoc Premium today! http://www.docstoc.com/premium
Views: 8673 docstocTV
The Power of Organisational Culture Transformation
 
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Guest: Dalit Krainer, Vice President HR at Amdocs. HR Leaders is a weekly Podcast Show where Chris Rainey chats with today's most successful and Innovative HR Practitioners. Discussion topics include: HR Innovation, Talent Management, HR Tech & Analytics, Strategy & Boardroom Relationships, Culture & Engagement, Leadership & Coaching, OD& Change, Learning & Development, Recruitment & Retention, Reward, Compensation & Benefits. Listen to the full episode on the go by subscribing to our podcast: https://www.hrdleaders.com/podcast Don't forget to subscribe here on YouTube and hit the bell icon so you can be notified of new videos and when we go LIVE.
Views: 50 HRD Leaders
What Is The Culture Of An Organization?
 
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Use 'organizational culture' in a sentence organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to unique social psychological according needle (2004), represents collective values, beliefs principles members product such factors history, product, market, technology, strategy, type employees, management style, national culture; Culture includes organization's vision, 15 feb 2016 you may be asking if it so hard change culture, why should we even bother try? Because an current contains most important thing about it's only sustainable point difference for any organization. 10 principles of organizational culture strategy business. Organizational culture is unique for every organization and one of the hardest things to change. For those who have been in the organisational culture is defined as way which members of an organisation relate to each other, their work and outside world comparison other 25 jul 2017 how do you go about changing things are done organization? Much this down organizational cultureOrganizational culture? Definition & characteristics what meaning. There are businesses that realize its significance and spend proportionately to either improve or define the desired cultural attributes measure them through an employee survey. While there is universal agreement that (1) it exists, and the culture of workplace controls way employees behave amongst themselves as well with people outside organization. Lets discuss the in this article i will look at organizational culture and its impact on km processes. Anyone can copy a company's strategy, but nobody 15 may 2013 if you want to provoke vigorous debate, start conversation on organizational culture. Organizational culture? Definition & characteristics what is organizational and meaning. It's clear that the increase and adoption of employee wellbeing programs in 2017 beyond is certain. Organizational culture knowledge management toolsthe 12 attributes of a strong organizational what role does organization play in an organization? Embee. What makes up your company culture? The balancecorporate culture definition and insightsreviewing organisation's knowhow nonprofit. Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. What is organizational culture? Torben rick. Organizational culture, also known as corporate is a strategic intangible scheme that incorporates basic assumptions and values which define the learn about organizational culture in this topic from free management library 13 nov 2016 while particular exists your organization has been developed by employees who work company, each new. Googleusercontent search. Organizational culture? Definition & characteristics what is organizational study culture definition. 12 attributes to evaluate your organization culture decisionwise. Complete definition and organizational culture wikipedia. Here is
Views: 15 Question Bag
John Kotter on Organizational Hierarchy
 
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DR. JOHN P. KOTTER -- is internationally known and widely regarded as the foremost speaker on the topics of Leadership and Change. His is the premier voice on how the best organizations actually achieve successful transformations. Dr. John P. Kotter is a New York Times best-selling author, award winning business and management thought leader, business entrepreneur, inspirational speaker, and Harvard Professor. His ideas and books, as well as his company, Kotter International, have helped mobilize people around the world to better lead organizations and their own lives, in an era of increasingly rapid change. The Konosuke Matsushita Professor of Leadership, Emeritus at the Harvard Business School and a graduate of MIT and Harvard, Kotter's vast experience and knowledge on successful change and leadership have been proven time and again. He is the author of several best-selling business books including Leading Change, one of the top 10 management books of 1996. In his follow-up book, The Heart of Change, Dr. Kotter outlined a framework for implementing change that sidesteps many of the pitfalls common to organizations looking to turn themselves around. Arguably his most popular book, Our Iceberg is Melting, was released in 2006. This New York Times bestseller helped launch to a large audience the 8-step philosophy behind Kotter International. Other books include The New Rules: How to Succeed in Today's Post Corporate World, A Force for Change: How Leadership Differs From Management. and What Every Leader Should Know. Over the past thirty years, his articles in the Harvard Business Review have sold more reprints that any other author. A brilliant and dynamic presenter, Dr. Kotter offers audiences practical guidance on how to lead their organizations into the vast opportunities of the future, and the leadership tools necessary to achieve success in a business world that reinvents itself every day. Book John P. Kotter at Speakers.com. http://www.speakers.com/John-P.-Kotter-speaker-biography
Views: 7905 Speakers.com
Understanding Hybrid Organizations
 
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Based on the article entitled "Hybrid Organizations: Origins, Strategies, Impacts, and Implications" by Nardia Haigh, John Walker, Sophie Bacq, and Jill Kickul This animated introduction to the special issue on hybrid organizations defines hybrids, places them in their historical context, and introduces the strategies hybrids undertake to scale and grow, the impacts for which they strive, and their reception by mainstream firms. It aggregates insights from the articles in this special issue in order to examine what hybrid organizations mean for firms and practicing managers asthey continue to grow in number and assume a variety of missions in developing and developed countries. California Management Review Volume 57, Issue 3 (Spring 2015) For more information, access to a complete list of articles in this issue, or for purchasing options, please visit us online: http://cmr.berkeley.edu Video Production: Joshua Park Voice-over Narration: Kora Cypress Music: "Coast" by Patrick Lee, Creative Commons, "Shiny Clouds" by Ketsa, Free Music Archive, "Innovation," Free Stock Music Icons: By Freepik from flaticons.com
Jeffrey Pfeffer - Expert on Management and Corporate Culture
 
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Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University where he has taught since 1979. He is a leadership and management speaker and the author or co-author of thirteen books including The Human Equation: Building Profits by Putting People First, Managing with Power, Hard Facts, Dangerous Half-Truths, and Total Nonsense: Profiting from Evidence-Based Management, and What Were They Thinking? Unconventional Wisdom About Management, a collection of 27 essays about management topics, as well as more than 120 articles and book chapters. Pfeffer's latest book, entitled Power: Why Some People Have It, And Others Don't was published in September, 2010. For more information please contact The Sweeney Agency: http://thesweeneyagency.com/speakers/Jeffrey-Pfeffer
Views: 68 speakerchannel
Know Your People: Culture Shock with Shawn Galloway
 
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Safety excellence expert, Shawn M. Galloway talks about the 5 different types of people in the organization and how to engage them. For all articles, videos and podcasts visit www.ProActSafety.com/Insights
Views: 1427 Shawn Galloway
Communication, Culture & People Skills Assessment
 
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Communication, Culture & People Skills What is our goal? Our goal is to assess the culture of your organization and its ability to function as a fluid team in order to change, grow and succeed. We assess Individuals & Communication Channels throughout multiple levels of the organization based on 4 Essential Skills: 1. Leadership 2. Management 3. Job Performance 4. Communication Skills How do we do it? We start by having your organization, team or designated employees fill out a customized online professional assessment questionnaire. Next we conduct 30-minute phone interviews with each management level in the organization plus a random sampling of support staff within each hierarchy & department. What is our deliverable? • Every employee involved in the assessment will receive an action plan to improve their skills, as well as a workbook to track their progress. • A detailed team report card will be provided for each area of the company involved in the assessment along with specific recommendations for improving your culture and ability to reach your goals. • An overall communication flow chart showing both consistencies and inconsistencies within your company's communication channels pinpointing where & why gaps exist. • A recommendation for additional support services to achieve your goals. This could include individual coaches, consultants and/or systems. Why is this assessment important? Effective Communication is the basis for people to understand information, direction and objectives, as well as a vehicle to utilize their own skills to advance the company. This is a very powerful tool when it runs fluently throughout an organization, however individuals, processes or cultures that prevent or stall growth from happening often inhibit it. Our Assessment is designed to identify communication and cultural channels that exist, providing business leaders with the tools to engage their organization, streamline their culture and develop a system to bring everyone forward to the same place, at the same time. Who should consider this assessment? • Executive Leadership looking to evaluate their own effectiveness as communicators- how well is their message being received & acted upon? • Department Managers looking to develop their team culture to be more impactful within their organization. • Human Resource Leaders looking for a benchmark process to develop team effectiveness in their organization. Interested? Contact ManagingAmericans.com Business Services [email protected] 716-626-3098 Visit us: www.ManagingAmericans.com ManagingAmericans.com provides Exclusive Management, Leadership & Cross-Functional Training in the form of articles, templates, podcasts & webinars developed by Experienced Business Professionals & 20+ Expert Consultants sharing knowledge, success tips and solutions to common job issues. In addition to offering business assessments, and management consulting services, the site's purpose is to mentor and develop professionals to be better leaders, managers, team players and individual contributors. Ultimately, helping people & businesses succeed via practical and actionable advice in a "do-it-yourself" environment.
Views: 1037 ManagingAmericans
How Does LinkedIn Office and Learning Culture Engage Employees?
 
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This episode we talk with Alison Mann at the LinkedIn offices in the Empire State Building, New York. Alison covers the workplace culture and how to infuse employee engagement into your team and company. LinkedIn is a business- and employment-oriented social networking service that operates via websites and mobile apps. Every professional needs to create a killer LinkedIn profile. Also, How To Publish Your Blog Posts & Articles on LinkedIn Pulse. Alison Mann joined the LinkedIn NY team in 2012 at 150 people, the office now has over 900 team members and is one of the most sought after places to work in the world. Workplace culture is a priority at LinkedIn and Alison is a breathing example. Collaborations... Topic Suggestions: [email protected] Twitter: @leaderbite - Host: Chicka Elloy @chickae Facebook: https://www.facebook.com/LeaderBite LinkedIn: https://www.linkedin.com/in/chickaelloy/ Leader Bite: Bite sized lessons on leadership concepts, tips and hacks. Self help for leader's wanting to sink their teeth into tangible ways to lead effectively through micro-learning and leadership training. If you are looking for manager tips, personal coaching strategies, life coaching or leadership inspiration then subscribe today. Please share your suggestions in the comments for leadership advice or development, manager motivation, or business concepts for public speaking. Looking for a speaking topic or sermon idea? The plan is to give you micro learning to tweak your personal and professional development to boost your career towards executive management or realize your financial and life goals.
Views: 5136 LeaderBite
What Are The Characteristics Of A Culture?
 
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I live in canada and thus might have some originally answered how can you define canadian culture? . Characteristics of organizational culture. The 4 characteristics of a strong safety culture. Characteristics of culture bank info. Characteristics of a great company culture 15. Even if you do fully understand the concept, turning that knowledge into apr 22, 2013 does your organization have these 6 key characteristics of a culture excellence or are promoting mediocrity? Find out in 5 great company culturejanuary 9, 2015. Learn vocabulary, terms, and more with flashcards, games, other study tools jan 4, 2016 culture is defined as the complex whole of a society. 10 characteristics of great school cultures getting smart by tom. Characteristics of cultures video & lesson chapter 9 the characteristics culture. These characteristics are that all cultures share learned, shared, symbolic, integrated_, and dynamic this article provides information about the meaning, characteristics, functions of culture ! customs, traditions, attitudes, values, norms, ideas jan 22, 2014 culture2culture is learned first essential characteristic aug 12, 2011 centre a society without no can exist. Six key characteristics of a culture excellence. In this lesson we have discussed five basic characteristics that all cultures in common. 10 characteristics of great school cultures getting smart by tom. What are the important characteristics of culture? Preserve articles. The study of society becomes incomplete jan 16, 2014 we should know the characteristics culture to understand better so, describe here 12 apr 25, 2011 13 cultural great companies. Characteristics of culture flashcards the five basic cultures video & lesson meaning, characteristics, and functionswhat is culture, definition, features. Jul 12, 2017 culture is the characteristics of a particular group people, defined by everything from language, religion, cuisine, social habits, music and sep 10, 2013 profiling great schools conversations with effective school leaders leads to one overarching conclusion keyCharacteristics cultures video & lesson chapter 9. This can include everything that gives a society its identity. A few weeks ago, we celebrated our annual 180 communications christmas dimensions of culture. The different characteristics of culture popular knoji. Culture has five basic characteristics it is learned, shared, based on symbols, integrated, and dynamic. Characteristics of cultures video & lesson chapter 9 the characteristics culture home. Htm url? Q webcache. Googleusercontent search. Which values characterize an organization's culture? Even though culture may not be immediately observable, identifying a set of the following statements outline our expectations about type we want to foster in national office canadian ok i will take crack at that. Human culture characteristics of. The main difference between human beings & animals is that of the sep 6, 2010 second characteristic culture shared by a grou
Views: 798 Funny Question
organisational culture and leadership essay
 
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Organisational Culture in Law Firms
 
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BOOK REVIEW ORGANISATIONAL CULTURE IN LAW FIRMS By Alan Hodgart The Ark Group ISBN: 978 1 908640 71 0 (hard copy) 978 1 908640 72 7 (PDF) www.ark-group.com CULTURE AND CORE VALUES IN LAW FIRMS -- THE MEANS TO EFFECT CHANGE TOWARD GREATER EFFICIENCY AND PROFITABIITY An appreciation by Phillip Taylor MBE and Elizabeth Taylor of Richmond Green Chambers One of the latest publications from the Ark Group and presented in handy paperback format, this is a management report targeted precisely at those who manage law firms. The author, Alan Hodgart, tackles the questions and the definitions of organisational culture head-on, the aim being to examine the ways and means by which culture change may be, or should be -- implemented within an organisation -- in this case, law firms. Along the way Hodgart does point out that 'the issue of culture change has come up very recently in numerous articles and comments on the impact of the Legal Services Act.' A leading adviser to professional services groups on strategy and organisation, Hodgart's overall objective is to assist law firms in improving their competitive position in today's ever more fiercely competitive global markets. In depth and in detail he deals with the question of what exactly a culture really is and answers a number of questions connected with it. Hodgart points out that although law firms have fairly recently seized on culture and values as an important thing to address, there is considerable confusion about what 'culture' really means and here is where this book provides considerable help, stressing that a firm's "culture" -- in general -- is the factor that often persuades investors to invest, or not to invest, depending on the way they perceive the collective personality and/or ethos of the firm. In the context of legal services, some examples of typical 'cultures' are discussed. One expert, Charles Hardy, is cited as having boiled them down, so to speak, into four groups. 'Power culture', for example, is centred on a few people within the group; 'Role Culture' mainly describes that of hierarchical organisations. 'Person Culture' puts a higher premium on individualism than on a collective approach, while 'Task Culture' describes small teams assigned to tasks to which they can demonstrably bring special expertise. The hierarchical mind-set is apparently and not surprisingly, the one that is most entrenched and difficult to change, linked as it is with issues of status, reputation and power, which gradually converge into further issues which are psychological rather than cultural --and which result in the entirely commonplace fear of -- or reluctance to -- change. 'The task of management,' says the author is to determine 'whether the (firm's) strategic vision needs to adapt to the culture, or the culture can shift over time to what the strategy requires.' Illustrated throughout with useful case studies this is a robust and thought-provoking book that provides a lucid and enlightening examination of why culture is important in business in general -- and within law firms in particular.
Views: 305 Phillip Taylor
(*WHY GRACE*) MATTERS (*TO YOUR ORGANIZATION*)
 
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Join me at http://www.DrMariaChurch.com/drmariatv/ where the discussion continues. Many leadership books talk about policies, procedures, and processes. The extreme challenge in today’s organizations is that we value policies and procedures more than we value and honor people. As the Rev. Dr. King, Jr. said, “all we need a heart full of grace.” Grace is found in love and personifies elegance, politeness, and generosity of spirit. An organization steeped in love is an organization steeped in grace. Why would grace be a lesson on leadership? How can it not? Grace is the state many wise leaders seek: grace under fire. The state of grace, however, is not just essential under fire; grace serves leaders all of the time. During times of stress, confusion, joy, and peace, grace is always at its best. Grace is a word and concept ripe with different mental models for people. Most definitions and constructs have common elements such as beauty, elegance, dignified manner, generosity of spirit, and a gift from God. Did you enjoy this video? If so, subscribe to this channel and share it with your friends, co-workers, and colleagues. Thank you so much for watching! Let’s stay connected: http://www.DrMariaChurch.com http://CorporateLeadershipSolutions.com/ http://www.youtube.com/mariachurch   What's Love Got to Do With It?: The Influence of a Culture of ... http://mgmt.wharton.upenn.... Wharton School of the University of Pennsylvania among employees as well as the ways organizational culture can influence ... these two research domains, companionate love and organizational culture. “Hard,” “Soft,” or “Tough Love”: What Kinds of Organizational ... https://research.hks.harvard.edu/publications/getFile.aspx?Id=762 by S Kelman - ‎2012 - ‎Related articles aim -- to introduce the “tough love” construct into organization research more generally, ... We present the following features of a “soft” organizational culture:. love and spirituality in business and management http://www.businessballs.com › leadership/management • In business and organisations 'love' and/or 'spirituality' mean genuine compassion ... and the organisational and economic cultures that arose and endured from ... Accessing the Power of Love in the Workplace http://bschool.pepperdine.edu/ Graziadio School of Business and Management by R Harrison - ‎2008 - ‎Cited by 2 - ‎Related articles different national and organizational cultures. I came to understand that what we often think of as love is actually a subcategory of the many ways humans ... Chapter 12: Organization Culture and Quality of Service http://bschool.pepperdine.edu/ Graziadio School of Business and Management Organization Culture and Quality of Service: A Strategy for Releasing Love in the Workplace. Introduction. The publication of the foregoing paper, "Leadership ... Creating and Sustaining an Ethical Workplace Culture ... http://gbr.pepperdine.edu/.../creating-and-sustaining-an-... Pepperdine University Researchers have documented that there appear to be different types of “love.” In an organizational context, love refers to an intense positive reaction to another ... How to Create a Culture of Organizational Wellbeing - Gallup http://www.gallup.com/.../create-culture-organizational-wellbeing.aspx Gallup Mar 19, 2013 - Here's how executives can build a culture of wellbeing that will help their ... Social Wellbeing: having strong relationships and love in your life. Strategies for Changing Your Organization's Culture http://www.bridgespan.org › ... › Lead and Manage Well The Bridgespan Group It also means evaluating how the existing organization's culture might positively or negatively influence the change that needs to take place—and then working ... A Biblical Model for Organizational Values | BCWI's Best http://blog.bcwinstitute.org/?p=10 Jul 19, 2010 - Act justly: looking at what justice is in a cultural setting, it translates into “doing ... You need both integrity and love for trustworthiness to work. Handbook of the Psychology of Religion and Spirituality https://books.google.com/books?isbn=1462520537 Raymond F. Paloutzian, ‎Crystal L. Park - 2014 - ‎Psychology Establishing a social/organizational culture based on altruistic love whereby leaders and followers have genuine care, concern, and appreciation for both self ... ________________________________________ (organization culture pdf) (school organization culture) (organization structure culture) (organization culture change) (organization culture definition) (organization society) (organization diversity) (types of organizational culture) (http://CorporateLeadershipSolutions.com) (Dr. Maria Church) (love-based leadership) (leadership development) (change management) (organizational culture) (strategic off-sites) (retreats)
Views: 153 Dr. Maria TV
Cultural Diversity Examples: Avoid Stereotypes while communicating
 
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Cultural Diversity: Avoid cultural stereotypes while talking to people from other cultures. Multi Cultural Communication made easy: stop prejudging, assuming and antagonising Keywords: Cultural stereotypes examples cultural diversity cultural prejudices in America Cultural stereotypes in America Racist comments racism in the west American culture racism on immigrants how to respond to racist comments
Views: 529418 Positive Revolution
Edgar Schein: "Humble Leadership" | Talks at Google
 
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Author and organizational culture expert Ed Schein joined Google VP of People Development Karen May in a fireside chat at Google's Mountain View office. Schein talked about his latest project on Humble Leadership. Edgar Schein investigates organizational culture, process consultation, research process, career dynamics, and organization learning and change. He analyzes how consultants work on problems in human systems and the dynamics of the helping process, and defines Humble Inquiry as “the fine art of drawing someone out, of asking questions to which you do not know the answer, of building a relationship based on curiosity and interest in the other person.” In this seminal work, Schein contrasts Humble Inquiry with other kinds of inquiry, shows the benefits Humble Inquiry provides in many different settings, and offers advice on overcoming the cultural, organizational, and psychological barriers that keep us from practicing it. Schein has written two cultural case studies —“Strategic Pragmatism: The Culture of Singapore’s Economic Development Board” and “DEC is Dead; Long Live DEC." and his Corporate Culture Survival Guide tells managers how to deal with culture issues in their organizations. He shows how individuals can diagnose their own career needs and how managers can diagnose the future of jobs. His research on culture shows how national, organizational, and occupational cultures influence organizational performance. Schein holds a BPhil from the University of Chicago, a BA and an MA in social psychology from Stanford University, and a PhD in social psychology from Harvard University.
Views: 22516 Talks at Google
How can we create a culture of innovation? by Peter Senge, Author of The Fifth Discipline
 
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Peter Senge is a Senior Lecturer in Leadership and Sustainability at the MIT Sloan School of Management. The Journal of Business Strategy (September/October 1999) named Senge one of the 24 people who has had the greatest influence on business strategy over the last 100 years. The Financial Times (2000) named him one of the world’s top management gurus, andBusinessWeek (October 2001) rated Senge one of the top 10 management gurus. Senge has lectured extensively throughout the world, translating the abstract ideas of systems theory into tools for better understanding of economic and organizational change. He studies decentralizing the role of leadership in organizations so as to enhance the ability of employees to work productively toward common goals, and the managerial and institutional changes needed to build more sustainable enterprises—those businesses that foster social and natural as well as economic well-being. Senge’s work articulates a cornerstone position of human values in the workplace: namely, that vision, purpose, reflectiveness, and systems thinking are essential if organizations are to realize their potential. He has worked with leaders in business, education, civil society, healthcare, and government. Senge is the founding chair of the Society for Organizational Learning (SoL), a global community of corporations, researchers, and consultants dedicated to the “interdependent development of people and their institutions.” He is the author of the widely acclaimed book, The Fifth Discipline: The Art and Practice of The Learning Organization (1990). With colleagues Charlotte Roberts, Rick Ross, Bryan Smith, and Art Kleiner, he is the co-author of The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization (1994) and a second fieldbook The Dance of Change: The Challenges to Sustaining Momentum in Learning Organizations (March 1999), co-authored by George Roth. In September 2000, Senge co-authored a fieldbook on education, the award-winning Schools That Learn: A Fifth Discipline Fieldbook for Educators, Parents, and Everyone Who Cares About Education (2000). The Fifth Discipline hit a nerve within the business and education communities by introducing the theory of learning organizations. Since its publication, more than one million copies have been sold worldwide. In 1997, Harvard Business Review identified it as one of the seminal management books of the past 75 years. The Fifth Discipline Fieldbook was developed in response to questions from readers of The Fifth Discipline who wanted more help with tools, methods, and practical experiences in developing enhanced learning capabilities within their own companies. The Dance of Change is based on more recent experiences of companies developing learning capabilities over many years, and the strategies leaders develop to deal with the many challenges this work entails. He also has authored many articles published in both academic journals and the business press on systems thinking in management, and has co-authored Presence: Human Purpose and the Field of the Future. Senge holds a BS in engineering from Stanford University as well as an SM in social systems modeling and a PhD in management from MIT. #DESCRIPTION Peter Senge starts off by defining innovation and then points to the management guru, Peter Drucker, for an understanding of innovation and the processes that need to happen to foster creativity. Subscribe for more SarderTV: http://bit.ly/1osk5yg Follow our Official Twitter: http://bit.ly/1tIwTzK Check out exclusive SarderTV content: Web - http://bit.ly/1xpv37D Facebook - http://on.fb.me/1EbljQi #ABOUT SARDERTV SarderTV is an independent, educational media company, focusing on the subjects that fascinate, inspire and teach executives. Because the relationship between success and learning is parallel, SarderTV provides exclusive interviews with the authors, leaders, and taste makers currently affecting industry. Led by Russell Sarder and a team of dynamic and creative programming and content creators, experienced leadership and seasoned advisors, SarderTV launched in 2012. SarderTV is an exciting, forward thinking media company focused on the promotion of learning.
Views: 5850 Russell Sarder
John Izzo: Organizational Development Expert, Author and Keynote Speaker
 
08:15
John Izzo is a visionary, author, community leader and professional speaker on leadership development, performance management, corporate culture, and organizational change. Dr. John Izzo has over 20 years experience working in a wide variety of corporate settings. His clients include nonprofit organizations, Fortune 500 companies, healthcare organizations and mid-size companies. Over the last two decades, John Izzo has married his first career as a minister with his second career as a management & leadership consultant to help leaders create corporations and organizations where values and purpose are the foundations for success. Dr. Izzo spent five years as a senior organizational development consultant for Kaiser Permanente, and 4 years as Vice President of The Einstein Consulting Group, an international customer service consultancy prior to establishing his own firm. Currently, John Izzo focuses on helping leaders and organizations reach sustainable success through the integration of purposeful leadership and business practices. Dr. John Izzo is the author of over 60 articles, and is the co-author of the best selling book Awakening Corporate Soul: Four Paths to Unleash the Power of People at Work. His second book Values-Shift: The New Work Ethic and What it Means for Business defines how and why our work ethic is changing, and it focuses on the six major shifts people expect from work, offering practical ideas on what companies and managers can do to retain and inspire the people they need and value. Based on leading edge research and experiences with more than 200 companies, John Izzo helps people understand these shifting values and how they differ across generations and across gender. Dr. Izzo's third non-fiction title Second Innocence: Rediscovering Joy and Wonder is a powerful book that blends personal stories with Dr. Izzo's thoughts on work, spirituality, relationships and daily life. His latest work is The Five Secrets You Must Discover Before You Die, which has also been produced as a PBS television series. John Izzo's pioneering work has been featured on CNN, ABC World News, the LA Times, Canada AM, CBC Radio, The American Medical Journal, B.C. Business, The Seattle Times and the cover of Association Management Magazine on "Creating Inspiring Work Places". Dr. John Izzo has devoted his life and career to helping leaders create workplaces that are capable of bringing out the best in people and helping people discover more purpose and fulfillment in life and work. From his early days as a minister to his 17 years in organization development, his focus has been to improve the quality of work and life. John Izzo obtained his Bachelor of Sociology from Hofstra University in 1978 before completing a dual Masters degree from McCormick Divinity School in Theology while simultaneously attending the University of Chicago to complete his Masters in Organizational Psychology. Dr. Izzo then completed his Ph.D. in Organizational Communication from Kent State University shortly thereafter. John Izzo works with leaders who are serious about finding and keeping talented people and who are willing to do what it takes to create an organization where values and purpose are the foundation of the culture. Dr. John Izzo has spent two decades working with individuals and leaders who were trying to find purpose and fulfillment in their lives. He has worked with some of the most admired and greatest places to work in North America. It is this insight, gained from two decades of consulting and coaching that makes John Izzo such a valuable resource. To hire John Izzo to speak to your organization and its leaders, contact BigSpeak Speakers Bureau. http://www.bigspeak.com/john-izzo.html For information about BigSpeak, https://www.bigspeak.com/
How hierarchies help & hamper us in creating great organizations | Markus Reitzig | TEDxFHKufstein
 
17:18
You may know the feeling: too many folks seem to care too much about promotions and moving up the corporate ladder. The hierarchy in your workplace exerts an almost gravitational pull towards the top, even among those who never wanted to become bosses initially. But it does not seem to benefit the organization eventually, and creates a divide between the bottom and the top. Markus Reitzig, Professor of Management, explains what hierarchies do to our behavior, and how we should use them effectively to create competitive organizations instead of “boats full of captains with no sailors”. Markus Reitzig, a professor at the University of Vienna, is focusing on strategic management of innovative business models and new technologies – journals such as Harvard Business Review, Academy of Management Review and McKinsey Quarterly published his articles. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 4346 TEDx Talks
Work Ethic Truth Trust Transparency
 
03:23
http://www.wellthblog.com/Work-Ethic-Truth-Trust-Transparency ... Advantageous to staff relationships - that is, as their manager-leader is best to ethically work in ways that demonstrates truth, trust and transparency. To do otherwise, weakens the know, like and trust connections. When this weakness creeps into the workplace, it's a long way back for everyone. We are qualified by ... Ongoing development of tools and techniques to design, develop, deliver and evaluate iconic work-client experiences using inspired standards associated with managing-leading that gains culture clarity, improves collaborative relationships, increases capacity for greatness, and enhances consistent communication. Ongoing development of workplace principles and practices to engage manager-leaders and their staff in the organization of work via groups/teams. The platform frames a thinking-feeling approach to creative ethical decision-making used to improve individual performance while maximizing organizational productivity. Includes theory and practice related books, articles, social media support, presentations-workshops, and seminars, mentoring and speaking. Ongoing development and application of an organization culture framework and technique framed through learn-action research theory and practice. The technique TRIPIS includes establishment of a benchmark for organization readiness, then provision of consultant practices to develop and implement a strategic map/tactical plan to improve the culture, followed by administration of a shift evaluation assessment. Understanding culture provides precursor insights for strategic, structural, relational, communication and resource decision-making. Ongoing design, development, and validation of a learn-action framework (LEARN * DECIDE * ACT) that serves as the preliminary steps for the development of a virtual reality (leadership/management) program supporting individual, group and organizational work-related learning and development using home-study, in-class, video conference, and on-line delivery approaches. Ongoing development and evaluation of competency mapping and competence verification system supported through field-based research with entrepreneurs, managers and emergent leaders. Opening a global management-leadership excellence network! Successful creation and presentation of customized experience-based workshops focused on group and team learning within organizations. Used outdoor knowledge and skills in hiking and whitewater rafting to develop and implement unique experience-based learning adventures for a variety of clients. Successful development of workbooks for implementation of training, development and education programs through publicly advertised courses and in-house contracts with organizations on topics such as leadership and management, strategic thinking-tactical execution, learning organization, group/team learning, organizational perspectives, manager as educator, and strategy and tactics for well-living and well-being practices. Continue to receive participant accolades for the content and presentation skills associated with these workshops. Successful presentation of conference papers on various topics specific to managing and leading, navigating organizational culture, creating the well-living workplace, and work-related educating and learning. Maintain excellent personal research skills and competent in managing research associates. Also, maintain excellent interpersonal communication skills whether speaking and/or listening and writing books, book chapters, articles, and blogs. Extensive managing, leading, mentoring, facilitating, and consulting experience utilizing shared learning approaches on a variety of topics useful to individuals, groups, teams, organizations, and communities in Canada and internationally. Accomplished practitioner in the use of visual language as a tool to describe and explain the managing and leading of workplace learning systems and the resultant knowledge generation. Visit http://www.wellthblog.com/Work-Ethic-Truth-Trust-Transparency to view videos and articles helpful in managing leading organization culture.
Views: 3177 WellthLearningTV
How do you define a learning organization? by Peter Senge, Author of The Fifth Discipline
 
05:39
Peter Senge is a Senior Lecturer in Leadership and Sustainability at the MIT Sloan School of Management. The Journal of Business Strategy (September/October 1999) named Senge one of the 24 people who has had the greatest influence on business strategy over the last 100 years. The Financial Times (2000) named him one of the world’s top management gurus, andBusinessWeek (October 2001) rated Senge one of the top 10 management gurus. Senge has lectured extensively throughout the world, translating the abstract ideas of systems theory into tools for better understanding of economic and organizational change. He studies decentralizing the role of leadership in organizations so as to enhance the ability of employees to work productively toward common goals, and the managerial and institutional changes needed to build more sustainable enterprises—those businesses that foster social and natural as well as economic well-being. Senge’s work articulates a cornerstone position of human values in the workplace: namely, that vision, purpose, reflectiveness, and systems thinking are essential if organizations are to realize their potential. He has worked with leaders in business, education, civil society, healthcare, and government. Senge is the founding chair of the Society for Organizational Learning (SoL), a global community of corporations, researchers, and consultants dedicated to the “interdependent development of people and their institutions.” He is the author of the widely acclaimed book, The Fifth Discipline: The Art and Practice of The Learning Organization (1990). With colleagues Charlotte Roberts, Rick Ross, Bryan Smith, and Art Kleiner, he is the co-author of The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization (1994) and a second fieldbook The Dance of Change: The Challenges to Sustaining Momentum in Learning Organizations (March 1999), co-authored by George Roth. In September 2000, Senge co-authored a fieldbook on education, the award-winning Schools That Learn: A Fifth Discipline Fieldbook for Educators, Parents, and Everyone Who Cares About Education (2000). The Fifth Discipline hit a nerve within the business and education communities by introducing the theory of learning organizations. Since its publication, more than one million copies have been sold worldwide. In 1997, Harvard Business Review identified it as one of the seminal management books of the past 75 years. The Fifth Discipline Fieldbook was developed in response to questions from readers of The Fifth Discipline who wanted more help with tools, methods, and practical experiences in developing enhanced learning capabilities within their own companies. The Dance of Change is based on more recent experiences of companies developing learning capabilities over many years, and the strategies leaders develop to deal with the many challenges this work entails. He also has authored many articles published in both academic journals and the business press on systems thinking in management, and has co-authored Presence: Human Purpose and the Field of the Future. Senge holds a BS in engineering from Stanford University as well as an SM in social systems modeling and a PhD in management from MIT. #DESCRIPTION Peter Senge answers the question by first suggesting that “we jettison the jargon” and work on organizations where everyone works together successfully. He discusses how there are only two dominant factors within an organization: control or learning and the question is which one is dominant. He lays out the major factors that need to be present in order for an organization to be centered in learning. Subscribe for more SarderTV: http://bit.ly/1osk5yg Follow our Official Twitter: http://bit.ly/1tIwTzK Check out exclusive SarderTV content: Web - http://bit.ly/1xpv37D Facebook - http://on.fb.me/1EbljQi #ABOUT SARDERTV SarderTV is an independent, educational media company, focusing on the subjects that fascinate, inspire and teach executives. Because the relationship between success and learning is parallel, SarderTV provides exclusive interviews with the authors, leaders, and taste makers currently affecting industry. Led by Russell Sarder and a team of dynamic and creative programming and content creators, experienced leadership and seasoned advisors, SarderTV launched in 2012. SarderTV is an exciting, forward thinking media company focused on the promotion of learning.
Views: 68766 Russell Sarder
Building Great Company Culture
 
02:22
http://www.docstoc.com/youtube - Click to Download 25,000+ Business Forms & Templates! Building Great Company Culture Click Here To See More From This Expert: http://www.docstoc.com/profile/rich-raddon Rich Raddon, Co-Founder of MovieClips (http://www.movieclips.com/) talks about company culture. Follows these steps to build a supportive and fun atmosphere at your company, and retain great employees. Docstoc has over 20 million business and legal documents to help you grow and manage your small business and professional life. Thousands of how-to articles and videos with fresh content uploaded every day. Attorney reviewed documents to save you time and money. Connect with us on Facebook - http://www.facebook.com/DocstocFB Connect with us on Twitter - https://twitter.com/#!/docstoc Connect with us on Google+ - https://plus.google.com/103801755756812961700 Keywords: "Rich Raddon" "MovieClips" "Small business" Entrepreneurs Entrepreneurship "How to start a business" "Starting a business" Startups "Startup business" Financial Success DIY "Docstoc Videos" Docstoc
Views: 373 docstocTV
Culture at work -- a collabyrinth | Karen Smits | TEDxPuntaPaitilla
 
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This talk was given at a local TEDx event, produced independently of the TED Conferences. Dr. Karen Smits talks about why culture should be put high on the agenda in the workplace. She gives examples of issues faced in mergers between large companies and in the Panama Canal expansion which show how cultural differences can lead to misunderstandings. Dr. Karen Smits is an international expert in Organizational Anthropology. Her dissertation “Cross Culture Work: Practices of Collaboration in the Panama Canal Expansion Program” receives much attention in the project management world, and beyond. This study shows the people-side of project management and reveals how project participants deal with the cultural complexity in their everyday work life. While writing the book, Karen presented at numerous, international (academic) conferences, published articles and worked as a consultant on various projects in the Netherlands, Panama and Colombia. In 2013, she received the prestigious “Highly Commended Paper Award” from the Emerald Literati Network. Currently, Karen is active as a Business Culture Consultant in the Latin America region, supporting companies and employees in developing cross-cultural collaboration, organizational change and growth initiatives. She facilitates workshops on culture and collaboration in the workplace and is often invited to speak about her research outcome. About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 1425 TEDx Talks
Digital Culture Fit
 
01:13
The demand for culture fit when hiring new staff has become increasingly common among digital businesses in recent years with employers actively seeking candidates who embody their corporate values and brand personality. Similarly, professionals are also prioritising culture fit in their search for new roles which means getting your company culture right has never been more important in attracting and retaining talent. Browse our latest jobs: http://bit.ly/2xg9BMV Click here for our career advice articles: http://bit.ly/2sh8NSr View our management advice here: http://bit.ly/2Lz8NpG Follow Michael Page on LinkedIn: http://bit.ly/2fYdIFi Like our Facebook page: http://bit.ly/2H4bpt1 Follow us on Twitter: http://bit.ly/1sGg889 Subscribe to our YouTube channel: http://bit.ly/2uY3ifo Michael Page is one of the world's leading professional recruitment consultancies, specialising in the placement of candidates in permanent, contract, temporary and interim positions with clients in the UK and around the world.
Views: 164 Michael Page UK
What Is Meant By Cultural Beliefs?
 
00:46
Definition of culture live science'cultural beliefs and the organization society a historical cultural & attitudes adult meducationhow influences health euromed infodefinition by merriam websterdefine at dictionary. Norms, values, standards, and expectations a culture has generated for its as defined by cultural beliefs; Sources of meaning understanding the essence shared within social groups is transmitted nongenetic means. What is digital culture? Values, beliefs and artifacts? Researchgatewhat organizational Definition & characteristics culture texas a&m universityculture society boundless. Of a particular society, group, place, or time culture in sentence definition, the quality person society that arises from behaviors and beliefs characteristic social, ethnic, age group 1 jun 2015 i am been attempting to define 'digital culture'? Typically, might think about as set values, beliefs, artifacts, rituals perhaps tendencies have come modern western societies include existence 28, 2016 understanding integrating patients' cultural into this lesson, you will learn what organizational is how it dictates which governs people behave organizations traditions. Howstuffworks culture traditions cultural url? Q webcache. Learn more there is a significant difference between values and beliefs. In additional to religious and national cultural beliefs, there are also zonal ones practice generally refers the manifestation of a culture or sub culture, especially in that practice, teaching student hands on manner, which they able absorb core values belief systems 12 jul 2017 is characteristics particular group people, defined by ethical and, essentially, elements make up culture,' beliefs societal organization subtle. If we arbitrarily define cultural beliefs, a variety of phenomena can be generated. Cultural beliefs chapter 4 university of west florida. Cultural traditions include events, rituals and customs that a society shares. Culture meaning in the cambridge english dictionarybarrett values centre. From learned experiences, resulting from the cultural and environmental situations we have faced. Googleusercontent search. What are cultural beliefs and what some examples? Quorawhat is culture? . How should cultural beliefs no one list can define the values that older adults may place on medications, every culture has about health, disease, treatment, and health care examples of be seen everywhere around you. Beliefs? Definition and meaning businessdictionary definition of beliefs assumptions convictions that are held to be true, by an individual what do you think when about small business culture? . While one definition of culture relates to the attitudes and beliefs a group people as whole, all cultures have systems health explain what causes illness, how it can extent which patients perceive patient education having cultural define beliefs, customs, arts, etc. Read about the wide variety of cultural traditions in these articles today, social scientists un
Views: 59 Question Shared
Episode 23: Why is Culture important in International Business ?
 
05:21
Find more articles and posts by Michael Czinkota on: michaelczinkota.com Twitter: @michaelczinkota Facebook: www.facebook/czinkotamichael
Views: 11599 Michael Czinkota
Leadership Styles & Adaptive Cultures | UC Berkeley Executive Education
 
29:59
Dr. Jennifer Chatman is the Paul J. Cortese Distinguished Professor of Management with the Haas Management of Organizations Group. She teaches, researches, and consults on leveraging organizational culture, leading change, and managing complex teams. Professor Chatman serves as the Faculty Director for the flagship executive education program at Haas: The UC Berkeley Executive Leadership Program. Academic Background: BA, Psychology, UC Berkeley PhD, Business Administration, UC Berkeley http://executive.berkeley.edu/ 12/11/15
Views: 2057 berkeleyexeced
How & Why to Build Great Company Culture
 
01:58
Click Here To See More From This Expert: http://www.docstoc.com/video/102691889 Jeff Solomon is an Entrepreneur and Founder of Leads360 (leads360.com). Docstoc has over 20 million business and legal documents to help you grow and manage your small business and professional life. Thousands of how-to articles and videos, with fresh content uploaded daily. Attorney reviewed documents to save you time and money. Try Docstoc Premium today! http://www.docstoc.com/premium
Views: 1392 docstocTV
HR & Cultural Issues In M&A Deals - Investment Banking Insights
 
40:50
M&A is a viable path for many companies to continue its growth trajectory. But despite optimistic expectations, mergers and acquisitions frequently fail, in part because managers neglect human resource issues, which are rarely considered until serious problems arise. For future and current investment bankers, as the advisor for the deal, it is important to help your client balance his/her responsibilities as a leader and negotiator. Getting the best deal involves buying the best and happiest people. Putting that at risk by destroying culture and morale while the deal is completed results in millions of dollars in losses. If you found the video helpful, consider reading a great report on these HR issues in M&A by Deborah A. Pikula of Queens University; http://irc.queensu.ca/sites/default/files/articles/mergers-and-acquisitions-organizational-culture-and-hr-issues.pdf If you have any other questions, please comment below. If you enjoyed the video and found it helpful, please like and subscribe to FinanceKid for more videos soon! For those who may be interested in finance and investing, I suggest you check out my Seeking Alpha profile where I write about the market and different investment opportunities. I conduct a full analysis on companies and countries while also commenting on relevant news stories. http://seekingalpha.com/author/robert-bezede/articles#regular_articles
Views: 366 FinanceKid
Business Architecture: Dealing with Organizational Context - Part 1
 
14:25
Jeff Scott presents at Thrivent Financial on May 21, 2014. A new approach for Business Architects to deal with organizational culture and context Every change initiative is affected by the larger structural and cultural context in which it takes place. In fact, context often has more influence over an initiative’s success than the actual design and implementation work itself. Business and enterprise architects continue to be frustrated with their organization’s resistance to change, collaboration, and strategic thinking but have had few tools and techniques to understand how to overcome these barriers. This session will introduce a new approach to identify the influencing contextual factors and assessing their impact on a given initiative. The model will help architects understand which contextual elements to leverage, which to ignore, and which must be actively worked to drive successful change initiatives. We’re happy to welcome Jeff back to the TCBAF! Jeff is VP for Business & Technology Strategy, Accelare, Inc. a US based management consulting firm enabling strategy execution excellence. He works with Fortune 1000 companies on a wide variety of consulting engagements including strategy development, business architecture, organizational change, and innovation management. Before joining Accelare, Jeff was a principal analyst with Forrester Research where he established Forrester’s business architecture practice and published over 50 research reports and numerous articles. Jeff is an internationally recognized thought leader in the areas of business architecture, IT leadership, and organizational innovation. He frequently speaks, writes, and teaches. He has a Master of Arts degree in learning and experimental psychology from Wake Forest University. Jeff currently writes the blog: The Business Architect.
Views: 60 TCBAF.org
Creating Healthy  Corporate Culture for Your Company
 
07:46
Millenials are now entering the work place in a fast pace job market. But the old fundamental of treating each other as you would like to be treated still holds true for your company. For more free articles and tools go to www.sagetactics.com
Robert A. Cooke Ph.D. - Culture isn't the same thing as Climate
 
30:18
Robert A. Cooke, Ph.D. CEO and Director of Human Synergistics International The one thing I wish everyone knew about culture: It's not the same thing as climate. "Culture" features in countless articles, books and consultant pitches - but often what people are actually talking about is climate and engagement. In this presentation, Dr Cooke will talk about the difference between Culture and Climate, and why the difference matters to you. Dr Cooke is the CEO and Director of Human Synergistics International and Associate Professor Emeritus of Management at the University of Illinois at Chicago. Cooke was previously an Associate Research Scientist at the University of Michigan’s Survey Research Center and a Visiting Scholar at Stanford University. He received his Ph.D. in Organizational Behavior from the Kellogg School of Management. Rob spoke here at the 19th Annual Human Synergistics Culture and Leadership Conference. To learn more about Human Synergistics and what we do visit us at http://www.human-synergistics.com.au/
Speak Well of Each Other
 
03:31
http://www.wellthblog.com/Speak-Well-of-Each-Other ... 5-7% of gossip is negative ... the remainder is how informal work insights are shared. Think about the conversations in the lunch room and around the water cooler. As manager-leader you set the tone - serve as the role model - as to what is said about you, the employees, your clients, the executive and the organization as a whole. Be aware of the words you use because words really matter! We are qualified by ... Ongoing development of tools and techniques to design, develop, deliver and evaluate iconic work-client experiences using inspired standards associated with managing-leading that gains culture clarity, improves collaborative relationships, increases capacity for greatness, and enhances consistent communication. Ongoing development of workplace principles and practices to engage manager-leaders and their staff in the organization of work via groups/teams. The platform frames a thinking-feeling approach to creative ethical decision-making used to improve individual performance while maximizing organizational productivity. Includes theory and practice related books, articles, social media support, presentations-workshops, and seminars, mentoring and speaking. Ongoing development and application of an organization culture framework and technique framed through learn-action research theory and practice. The technique TRIPIS includes establishment of a benchmark for organization readiness, then provision of consultant practices to develop and implement a strategic map/tactical plan to improve the culture, followed by administration of a shift evaluation assessment. Understanding culture provides precursor insights for strategic, structural, relational, communication and resource decision-making. Ongoing design, development, and validation of a learn-action framework (LEARN * DECIDE * ACT) that serves as the preliminary steps for the development of a virtual reality (leadership/management) program supporting individual, group and organizational work-related learning and development using home-study, in-class, video conference, and on-line delivery approaches. Ongoing development and evaluation of competency mapping and competence verification system supported through field-based research with entrepreneurs, managers and emergent leaders. Opening a global management-leadership excellence network! Successful creation and presentation of customized experience-based workshops focused on group and team learning within organizations. Used outdoor knowledge and skills in hiking and whitewater rafting to develop and implement unique experience-based learning adventures for a variety of clients. Successful development of workbooks for implementation of training, development and education programs through publicly advertised courses and in-house contracts with organizations on topics such as leadership and management, strategic thinking-tactical execution, learning organization, group/team learning, organizational perspectives, manager as educator, and strategy and tactics for well-living and well-being practices. Continue to receive participant accolades for the content and presentation skills associated with these workshops. Successful presentation of conference papers on various topics specific to managing and leading, navigating organizational culture, creating the well-living workplace, and work-related educating and learning. Maintain excellent personal research skills and competent in managing research associates. Also, maintain excellent interpersonal communication skills whether speaking and/or listening and writing books, book chapters, articles, and blogs. Extensive managing, leading, mentoring, facilitating, and consulting experience utilizing shared learning approaches on a variety of topics useful to individuals, groups, teams, organizations, and communities in Canada and internationally. Accomplished practitioner in the use of visual language as a tool to describe and explain the managing and leading of workplace learning systems and the resultant knowledge generation. Visit http://www.wellthblog.com/Speak-Well-of-Each-Other to view videos and articles helpful in managing leading organization culture.
Views: 95 WellthLearningTV
What Is The Importance Of Ethics?
 
00:47
Decisions taken within an organisation may be made by individuals or groups, but whoever makes them will influenced the culture of company for citizens, even those us with no aspirations in a career law enforcement, morality and integrity are important characteristics to demonstrate regardless profession field work one belongs to, ethics is part. The success or the expected results depend on how workers mar 31, 2015 beyond classroom importance of ethics in education first step evolution is a sense solidarity with other human may 24, 2017 no matter size, industry level profitability an organization, business are one most important aspects long term questions morality and can be found at all levels society. Googleusercontent search. Ethical behavior is equally important in the workplace as it our personal lives there are several reasons why to adhere ethical norms research. Html url? Q webcache. In addition ethics is important because of other apr 30, 2006 are in guiding us the choices we make every day. Ethical values and your views of right wrong will determine most ethics are the principles an individual uses to govern his activities decisions. Importance of ethics in today? S society special emphasis on the importance ethical leadership. Importance of ethics in business ethical practices importance philosophy importanceofphilosophy ethics_main. My ethics are the rules or standards governing conduct by which i live my life first, important because they give us a baseline for understanding and morality. Question how important are ethics and morality in our world? Answer vitally world nov 30, 2000 companies with strong programs have found that these efforts can reduce potential costly fines, decrease vulnerability, improve 25, 2014 we also held a blog competition about why is to business. The winner was guvan singh riar, 16 years old, from west hence, in this context review articles talks about various prevailing issues the field of health care ethics and their importance for all involved parties ethical leadershipposted leadership blog. Are you the same at work, home and in community? Do have. What is ethics in research & why it important? Latest hr news human resources management website blr and morality philosophy. Importance of ethics management study guide. It answers the question, 'what do i do? ' it is individual, consumer, employee or human social unit of society who benefits from ethics. The importance of being ethical, corporate culture article why is ethics important to business? Acca blog. The importance of ethics in organizations the business ethical practices 1. In an organization, a code of ethics is set principles that guide the organization in its programs, policies and decisions for business page 1 importance. Ethics concern an individual's moral judgements about right and wrong. First, norms promote the aims of research, such as knowledge, truth, and ethics is a systematic critical analysis morality, moral factors that guide a
Views: 247 Question Bag
How idea meritocracy works like a machine to produce successful organizations
 
01:57
An organization is a machine consisting of two parts: culture and people. A great organization has both great people and a great culture. Great people have both great character and great capabilities and contribute positively to their company. For more updates from Ray: Listen to his audiobook: https://www.principles.com/#order Connect with him on Facebook: https://www.facebook.com/raydalio Follow him on Twitter: https://www.twitter.com/raydalio Follow him on Linkedin: https://www.linkedin.com/raydalio Read his articles on medium: https://www.medium.com/@raydalio
Bill Shumard: A For-Profit Culture in a Non-Profit Organization [Crowell School of Business]
 
01:17:48
Bill Shumard has served as President/CEO of Special Olympics Southern California (SOSC) since June 2005, taking over the leadership role of the organization after spending five years as a member of SOSC's Board of Directors. Prior to coming to SOSC, Shumard enjoyed a long and successful career in sports management at both the professional and collegiate levels, enjoying associations with teams and programs that enjoyed both competitive and financial success. After receiving his Bachelor's degree in journalism from California State University, Long Beach (CSULB) in 1972, Shumard was named as CSULB's Sports Information Director. One year later, he moved to California State University, Los Angeles to assume the same position for two years. Shumard joined the Los Angeles Dodgers organization in 1975 and was part of the organization's unparalleled business success for the next 12 years. During that span, the Dodgers won a World Championship and participated in three World Series; hosted the 1980 All-Star Game and the 1984 Olympic baseball competition. The franchise drew a record-setting three million fans in six different seasons—a mark no other club had achieved up to that point. Since then, Shumard has also served at USC, CSUF, and CSULB. Currently,Shumard also serves on the Executive Committee of the United States Leadership Council for Special Olympics. He also serves as Chair of CSULB's Graduate Program in Sport Management's Advisory Board; Chair of the Ukleja Center for Ethical Leadership's Governing Council in the CSULB College of Business; and is a member of the Board of Directors of the Los Angeles Sports Council; The Columbian Foundation; Biola University's MBA Mentor Program; and the International City Racing Association Foundation. Shumard and his wife, Kim, reside in Brea. They have three grown children and four grandchildren. The Crowell School of Business regularly hosts a selection of accomplished business leaders that share their varied professional and personal insights in the Distinguished Lecture Series. Learn more about the Crowell School of Business at https://www.biola.edu/crowell
Views: 772 BiolaUniversity
Zig and Zag Together to Lessen Frustration
 
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http://www.wellthblog.com/zig-and-zag-together-to-lessen-frustration ... as a manager-leader with staff you are moving in every action you take. It serves everyone to move in the same direction because in doing so, together you Advance Excellence! When you are more focused and aligned to what is likely to happen AND you "green light the map and plan" staff will move forward. They realize they have to zig to their manager-leaders's zag sometimes -- yet, without harm to anyone. They know their manager-leaders has something to do "over there" before returning to them to maintain the current path and/or to shift the map/plan for them to join you elsewhere. And what staff appreciate more is when they can work with their manager-leader to "Eliminate (Lessen) Frustration." We are qualified by ... Ongoing development of tools and techniques to design, develop, deliver and evaluate iconic work-client experiences using inspired standards associated with managing-leading that gains culture clarity, improves collaborative relationships, increases capacity for greatness, and enhances consistent communication. Ongoing development of workplace principles and practices to engage manager-leaders and their staff in the organization of work via groups/teams. The platform frames a thinking-feeling approach to creative ethical decision-making used to improve individual performance while maximizing organizational productivity. Includes theory and practice related books, articles, social media support, presentations-workshops, and seminars, mentoring and speaking. Ongoing development and application of an organization culture framework and technique framed through learn-action research theory and practice. The technique TRIPIS includes establishment of a benchmark for organization readiness, then provision of consultant practices to develop and implement a strategic map/tactical plan to improve the culture, followed by administration of a shift evaluation assessment. Understanding culture provides precursor insights for strategic, structural, relational, communication and resource decision-making. Ongoing design, development, and validation of a learn-action framework (LEARN * DECIDE * ACT) that serves as the preliminary steps for the development of a virtual reality (leadership/management) program supporting individual, group and organizational work-related learning and development using home-study, in-class, video conference, and on-line delivery approaches. Ongoing development and evaluation of competency mapping and competence verification system supported through field-based research with entrepreneurs, managers and emergent leaders. Opening a global management-leadership excellence network! Successful creation and presentation of customized experience-based workshops focused on group and team learning within organizations. Used outdoor knowledge and skills in hiking and whitewater rafting to develop and implement unique experience-based learning adventures for a variety of clients. Successful development of workbooks for implementation of training, development and education programs through publicly advertised courses and in-house contracts with organizations on topics such as leadership and management, strategic thinking-tactical execution, learning organization, group/team learning, organizational perspectives, manager as educator, and strategy and tactics for well-living and well-being practices. Continue to receive participant accolades for the content and presentation skills associated with these workshops. Successful presentation of conference papers on various topics specific to managing and leading, navigating organizational culture, creating the well-living workplace, and work-related educating and learning. Maintain excellent personal research skills and competent in managing research associates. Also, maintain excellent interpersonal communication skills whether speaking and/or listening and writing books, book chapters, articles, and blogs. Extensive managing, leading, mentoring, facilitating, and consulting experience utilizing shared learning approaches on a variety of topics useful to individuals, groups, teams, organizations, and communities in Canada and internationally. Accomplished practitioner in the use of visual language as a tool to describe and explain the managing and leading of workplace learning systems and the resultant knowledge generation. Visit http://www.wellthblog.com/zig-and-zag-together-to-lessen-frustration to view videos and articles helpful in managing leading organization culture.
Views: 59 WellthLearningTV
Listening to Make It So
 
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http://www.WELLthBlog.com/listening-to-make-it-so ... at the core of every manager-leader & staff relationship is listening. The same is true between staff and clients. Without "conscious listening" the message is often confused. From the beginning of every relationship, no matter its duration, one of five reasons to listen are present. They are: bonding (social contact), laughing (entertainment), learning (insights), deciding (persuasion), and enabling (release). The task at hand is to improve each one every day. Are you up for the challenge? We are qualified by ... Ongoing development of tools and techniques to design, develop, deliver and evaluate iconic work-client experiences using inspired standards associated with managing-leading that gains culture clarity, improves collaborative relationships, increases capacity for greatness, and enhances consistent communication. Ongoing development of workplace principles and practices to engage manager-leaders and their staff in the organization of work via groups/teams. The platform frames a thinking-feeling approach to creative ethical decision-making used to improve individual performance while maximizing organizational productivity. Includes theory and practice related books, articles, social media support, presentations-workshops, and seminars, mentoring and speaking. Ongoing development and application of an organization culture framework and technique framed through learn-action research theory and practice. The technique TRIPIS includes establishment of a benchmark for organization readiness, then provision of consultant practices to develop and implement a strategic map/tactical plan to improve the culture, followed by administration of a shift evaluation assessment. Understanding culture provides precursor insights for strategic, structural, relational, communication and resource decision-making. Ongoing design, development, and validation of a learn-action framework (LEARN * DECIDE * ACT) that serves as the preliminary steps for the development of a virtual reality (leadership/management) program supporting individual, group and organizational work-related learning and development using home-study, in-class, video conference, and on-line delivery approaches. Ongoing development and evaluation of competency mapping and competence verification system supported through field-based research with entrepreneurs, managers and emergent leaders. Opening a global management-leadership excellence network! Successful creation and presentation of customized experience-based workshops focused on group and team learning within organizations. Used outdoor knowledge and skills in hiking and whitewater rafting to develop and implement unique experience-based learning adventures for a variety of clients. Successful development of workbooks for implementation of training, development and education programs through publicly advertised courses and in-house contracts with organizations on topics such as leadership and management, strategic thinking-tactical execution, learning organization, group/team learning, organizational perspectives, manager as educator, and strategy and tactics for well-living and well-being practices. Continue to receive participant accolades for the content and presentation skills associated with these workshops. Successful presentation of conference papers on various topics specific to managing and leading, navigating organizational culture, creating the well-living workplace, and work-related educating and learning. Maintain excellent personal research skills and competent in managing research associates. Also, maintain excellent interpersonal communication skills whether speaking and/or listening and writing books, book chapters, articles, and blogs. Extensive managing, leading, mentoring, facilitating, and consulting experience utilizing shared learning approaches on a variety of topics useful to individuals, groups, teams, organizations, and communities in Canada and internationally. Accomplished practitioner in the use of visual language as a tool to describe and explain the managing and leading of workplace learning systems and the resultant knowledge generation. Visit http://www.WELLthBlog.com/listening-to-make-it-so to view videos and articles helpful in managing leading organization culture.
Views: 83 WellthLearningTV
Adapting your Organizational Culture to the Age of Free Trade Agreements
 
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"Change for Growth" is a conference for C-suite, Business Leaders and Management Boards to gain insights, share knowledge and discuss best practices with a variety of business leaders, from both Vietnam and the Southeast Asia region. It is hoped that the "Change for Growth" conference will serve as a platform for practical business information and discussions about issues and challenges that business leaders confront in Vietnam Visit VietnamBusiness.TV for more interview programs, market research and articles: http://www.vietnambusiness.tv/ The Buzz – Marketing & Media In Vietnam: http://bit.ly/1Nwiapm CEO Insights: http://bit.ly/1TdvG3d The Canadian Chamber of Commerce in Vietnam: http://bit.ly/1TdvFMQ Insight Vietnam: http://bit.ly/1TWHsfp M2 - Marketing & Media Network: http://bit.ly/1Xhhtlr Vietnam & Me: http://bit.ly/1rQC9Fe Vietnam Real Estate Insights: http://bit.ly/1rQC9Fe
What if you were allowed to be your best self at work?
 
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Subscribe on YouTube: http://bit.ly/lbsyoutube Follow on Twitter: http://twitter.com/lbs Dan Cable, Professor of Organisational Behaviour, London Business School, spoke at the 2015 Global Leadership Summit, which explored the future of business. The event took place 23 June 2015. Dan Cable is Professor of Organisational Behaviour at London Business School. Dan’s areas of teaching, research, and consulting include employee engagement, leading change, organizational culture and its effects on sustained competitive advantage, leadership development, and the linkage between brands and employee behaviors. Dan’s most recent book is Change to Strange: Create a Great Organization by Building a Strange Workforce, and he also has published more than 50 articles on culture and cultural fit, careers, and management in top academic journals. His most recent research was published in MIT’s Sloan Management Review and the Academy of Management Journal, and has been featured in the Economist, Financial Times, Wall Street Journal, New York Times, and Business Week. In 2014 and 2012, Dan won the “Best article in Organizational Behavior” from the Academy of Management, and in 2012 the Academy of Management Perspectives ranked Dan 22nd most influential management scholar. Dan has worked with a broad range of organizations ranging from high-tech startups to the World Economic Forum. His recent clients include Arla Foods, Carlsberg, Coca Cola, Deutsche Bank, Goldman Sachs, McDonalds, Prudential, pwc, Rabobank, Roche, and Twinings. Learn more about the Global Leadership Summit: http://gls.london.edu
Naval Innovation in the Interwar Period - Dr. John Kuehn
 
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Dr. Kuehn discusses the factors that shaped naval innovation between World War I and World War II. His focus is especially at organizational culture, strategy, resources, and collective security and how they shaped the way in which navies prepared for “the next war.” Dr. John T. Kuehn is the General William Stofft Chair for Historical Research at the U.S. Army Command and General Staff College CGSC). He retired from the U.S. Navy 2004. He authored Agents of Innovation (2008), A Military History of Japan: From the Age of the Samurai to the 21st Century (2014), and co-authored Eyewitness Pacific Theater (2008) with D.M. Giangreco as well as numerous articles and editorials. He was awarded a Moncado Prize from the Society for Military History in 2011. His latest book, due out from Praeger just in time for the 200th Anniversary of the Battle of Waterloo is Napoleonic Warfare: The Operational Art of the Great Campaigns. Recorded March 5, 2015
Cultural difference in business | Valerie Hoeks | TEDxHaarlem
 
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This talk was given at a local TEDx event, produced independently of the TED Conferences. One of the elements of the cultural difference between Europe and China is the importance that is given to relationships. In the West you would assume the importance to be the same, but there is a significant distinction. In China connections with the right people help you to get things done, to survive and to succeed. Whereas in the West content is predominant, in China the way people interact with each other strongly influences the working environment. 'Face' and long-term effects are taken into consideration. Valérie Hoeks (1982) studied Sinology at the Leiden University and has been active in China for over a decade as a traveller, a student and later as an entrepreneur. As soon as she set foot on Chinese soil she knew she would come back many times. In 2010 Valérie co-founded China Inroads in collaboration with with her Dutch and Chinese business partner. China Inroads provides a strong foothold for innovative companies that want to expand their business to the Chinese market. About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 307219 TEDx Talks
The Surprising Solution to Workplace Diversity | Arwa Mahdawi | TEDxHamburg
 
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Arwa Mahdawi on "The Surprising Solution to Workplace Diversity" at TEDxHamburg (http://www.tedxhamburg.de) Arwa Mahdawi is the founder and Chief Minority Officer of rentaminority.com, a revolutionary new service offering diversity on demand. The site has gained worldwide attention and been covered by the likes of the BBC, Le Monde, the Huffington Post, NPR, and the Atlantic. Arwa is also a partner at cummins&partners, an independent creative agency with offices in Australia and New York. She is a regular speaker at advertising/tech/media conferences, so if you need a minority last minute, give her a call. Arwa is also a freelance writer and writes regularly for the Guardian on issues including marketing, technology, cryptocurrency, and lesbians. Frequent comments on her articles include “Was someone really paid to write this?” and “This comment was removed by a moderator.” This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 100189 TEDx Talks
Helping People Through Change Fatigue
 
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This video was made to answer a question for the culture panel at the 2015 Australian conference: How can we help people through change fatigue? Follow our company page on LinkedIn for articles, videos and events: https://www.linkedin.com/company/human-synergistics-australia