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Numerous outcomes have been associated either directly or indirectly with organizational culture. The relationships between organizational culture and various outcomes include organizational performance, employee commitment, and innovation. A healthy and robust organizational culture is thought to offer various benefits, including: [56] [57]
Organizational identification is how much a person defines themselves as part of an organization they are a part of. It also refers to prosperity of the individual at the company. It relates to multiculturalism since at any organization there are bound to be a lot of people with a lot of different backgrounds.
This narrative can also transform the internal organizational culture. Depending on the narrative chosen by the organization, the management style of the company will inspire different beliefs and social values. [13] By telling their stories themselves, organizations have the power to control narrative storytelling.
Organizational communication provides insights and makes sense of the human processes that occur within organizations. [15] This encompasses power struggles, team building, conflict, decision making, compliance, and all other human aspects of an organization. In early years, organizations gave little regard to the psychological needs of employees.
Anthropology has become increasingly influential, and led to the idea that one can understand firms as communities, by introducing concepts such as organizational culture, organizational rituals, and symbolic acts. [1] Leadership studies have also become part of Organizational behavior, although a single unifying theory remains elusive.
The levels of analysis of positive psychology have been summarized to be at the subjective level (i.e., positive subjective experience such as well being and contentment with the past, flow and happiness in the present, and hope and optimism into the future); the micro, individual level (i.e., positive traits such as the capacity for love ...
Pop icon Taylor Swift, with her musical talent, universal appeal and billionaire status, is the queen of American capitalism, writes Jeff Yang.
Identity regulation by organizations can be seen through efforts to manage organizational culture through communicated values in mission and vision statements. Organizations can also create a vacuum and then a perceived need among employees for goals and values provided by the organization through sense/dream-breaking and dream-building. [44]