scispace - formally typeset
Search or ask a question

Answers from top 6 papers

More filters
Papers (6)Insight
This paper argues that understanding organizational culture is a prerequisite to implementing transformational change and development.
This article asserts that changing performance is the critical component in any culture change initiative.
We argue that to understand how organizations change, in general, it is important to understand these disparate, yet interrelated processes of cultural change.
The findings indicate how BE can be implemented without considerable efforts to change the culture.
Rather than aiming for definitive conclusions, we demonstrate how culture is already put into use in many areas of sociological inquiry, some of which, at first glance, seem to have little to do with culture.
These results support the viability of measuring organizational culture change from a cognitive perspective and suggest implications for managing the process of culture change.

Related Questions

What are the key factors that drive successful culture change in organizations?4 answersSuccessful culture change in organizations is driven by several key factors identified in the literature. Leadership support, effective communication, adaptable structures, and well-designed incentives are crucial for successful culture change. Middle management plays a significant role in initiating and achieving change by enabling the right routines, incentives, and talent within organizations. The importance of leadership, staff involvement, stakeholder participation, communication changes, and emotion management has been highlighted as key elements for successful cultural changes. Additionally, organizational culture, through its values, beliefs, customs, and norms, influences people's readiness to change and the successful implementation of changes. Overall, addressing these factors can help organizations navigate cultural transformations effectively and ensure long-term success.
How media affect change in society nowadays?3 answersMedia plays a significant role in shaping societal change in today's world. The dissemination of information through mass media platforms influences social changes and the formation of media justice and inclusiveness. Social media, in particular, has revolutionized the way news is delivered and has connected a global society in real-time. However, this abundance of information also requires society to critically evaluate sources. Media platforms, driven by revenue models, sell audience attention to advertisers, leading to issues such as invasion of privacy and manipulation of behavior. The press, once a main source of information, is now more focused on financial gains. In the pursuit of achieving the United Nations' Millennium Development Goals, the media plays a crucial role in creating awareness, disseminating relevant messages, and ensuring transparency. Overall, media influences societal change through the dissemination of information, revenue-driven practices, and its role in global efforts for development.
How do you change the culture of a large organization?5 answersChanging the culture of a large organization involves several strategies and considerations. Firstly, it is important to recognize that organizational culture is influenced by various dimensions such as physiological, cognitive, emotional, social, relational, and spiritual dimensions. Strategies for organizational culture change include aggressive, peaceful, corrosive, and indoctrination approaches, which should be adapted to each situation. Additionally, developing a culture of change requires embracing an authentic friendly environment that promotes forgiveness, recognition, and a sense of family. It is crucial to understand that a strong corporate culture is an organizational public good that relies on voluntary contributions from workers. These contributions can be sustained when the organization's equilibrium productivity is highly sensitive to individual contributions, creating incentives for decentralized investment in culture. However, it is important to note that culture change can be fragile and susceptible to disruptions such as mergers or changes in top management. Overall, successful culture change in a large organization requires a comprehensive understanding of the dimensions and strategies involved, as well as the potential challenges and opportunities that may arise.
How change become a part of culture?4 answersChange becomes a part of culture through various processes and influences. Cultural change can be initiated through adjustments in external influences or internal adjustments made by cultural actors. It can also be influenced by the concept of change itself, which has transformed communities, traditions, values, practices, and communication methods. In the context of companies, changing culture is essential for their continued existence and development. In the healthcare profession, cultural perspectives on caring and technology play a significant role in the implementation and acceptance of health information technology. Social change and cultural change are interconnected, as changes in social relations can lead to changes in cultural aspects such as values and norms. Overall, cultural change is a complex process that can be influenced by external and internal factors, societal changes, and the need for adaptation and development.
How does technology enable social and cultural change?5 answersTechnology enables social and cultural change in various ways. It provides convenience and ease in daily interactions, driving societal culture through social change. Technology also plays a crucial role in agriculture, empowering farmers with access to market information and forecasts, helping them get fair prices for their produce and improving their economic status. The rapid development of technology has led to changes in human life patterns, making it more pragmatic and efficient, but also giving rise to negative impacts. However, the process of social change in rural areas is slower, creating a divide between urban and rural populations in terms of technology adoption and its benefits. Digital innovations and technology-based platforms have not only influenced business venturing but have also restructured social relations, impacting culture, politics, and society.
How do I change my social group?7 answers

See what other people are reading

Does has relationship between quality of work life and employee performance in public sector?
5 answers
The relationship between quality of work life and employee performance in the public sector has been extensively studied. Research indicates that there is a significant positive relationship between quality of work life and employee performance in public organizations. Studies have shown that quality of work life directly influences employee performance. Additionally, the mediating role of factors like organizational commitment and job satisfaction further strengthens this relationship. Job satisfaction has been identified as a key mediator between quality of work life and work motivation on ethical behavior, ultimately impacting employee performance. Therefore, enhancing the quality of work life in public sector settings can lead to improved employee performance through various mediating factors like organizational commitment and job satisfaction.
Does has no relationship between quality of work life and employee performance in public sector?
4 answers
The data from the provided contexts collectively indicate a significant relationship between the quality of work life and employee performance in the public sector. Studies have consistently shown that the quality of work life positively influences employee performance. Factors such as job satisfaction, work environment, career progression, and organizational commitment play crucial roles in enhancing employee performance within public sector organizations. Additionally, the mediating role of variables like job satisfaction and organizational commitment further solidifies the link between quality of work life and employee performance. Therefore, based on the research findings, it can be concluded that there is indeed a significant relationship between the quality of work life and employee performance in the public sector.
Downside of job embeddedness
5 answers
Job embeddedness, while often seen as beneficial, can have downsides. Research suggests that employees deeply embedded in adverse work environments may feel trapped and unable to leave negative situations, leading to negative personal outcomes. Additionally, high levels of job embeddedness under certain exchange conditions can potentially result in lower employee performance, indicating a dark side to job embeddedness. Understanding the potential negative consequences of job embeddedness is crucial for organizations to address issues such as voluntary turnover, physical health, emotional exhaustion, and sleep quality/quantity in employees embedded in unfavorable work environments. This highlights the importance of considering the boundary conditions of job embeddedness to prevent adverse outcomes and maintain employee well-being and performance.
How does the relationship between quality of work life and employee performance vary across different industries or job roles?
5 answers
The relationship between quality of work life and employee performance varies across industries and job roles. Studies in various sectors like government environments, hotel industry, and leather industrieshave shown a positive correlation between quality of work life and employee performance. Organizational commitment often acts as a mediating variable, enhancing this relationship. Factors such as work environment, job satisfaction, and sustainable development play crucial roles in determining the impact of quality of work life on employee performance. Therefore, while the quality of work life consistently influences employee performance positively, the specific dynamics of this relationship can be influenced by the nature of the industry and the roles within it.
Why performance appraisal done for nurses?
5 answers
Performance appraisals for nurses are crucial for enhancing staff performance, improving patient care, and fostering a culture of continuous improvement within healthcare organizations. Studies show that implementing effective performance appraisal systems, including appraisal interviews conducted by trained head nurses, can significantly increase nurses' performance scores. These appraisals help identify deficient areas in nurse leaders' competencies, allowing for targeted improvements and increased efficiency in nursing care. Evaluating clinical nurse educators' performance in domains like professional knowledge and leadership in clinical settings ensures that they meet competency expectations and contribute effectively to nurse training. Furthermore, involving nurses in the improvement of the performance appraisal process can enhance their organizational commitment, job satisfaction, and motivation, ultimately leading to higher-quality patient care.
What is a descriptive research design in a qantitative research study?
5 answers
A descriptive research design in a quantitative research study aims to answer the question "What is x?" by providing a detailed account or description of a phenomenon without manipulating variables. This design type focuses on collecting data through methods like surveys or observations to gather information about individuals' experiences, beliefs, and attitudes. It involves qualitative data analysis to describe findings in words and language, emphasizing the descriptive nature of the data collected. Qualitative descriptive designs are commonly used in nursing and healthcare research due to their simplicity, flexibility, and applicability in various healthcare settings. These designs provide a naturalistic view of social phenomena, offering situated narratives of people's activities, reasoned explanations of behavior, and the creation and testing of theories.
How does bureaucratic overload affect the efficiency and productivity of government services in India?
5 answers
Bureaucratic overload in India, as highlighted in the research papers, significantly hampers the efficiency and productivity of government services. The overload results from under-resourced local bureaucrats being burdened with excessive responsibilities, leading to poor implementation of development programs. This systemic issue forces officials to multitask excessively, hindering their ability to focus on crucial managerial activities, thereby impeding service delivery. The lack of electoral incentives for politicians to invest adequately in local state capacity exacerbates this problem, perpetuating bureaucratic overload and its negative impact on service efficiency. Consequently, the underperformance of government services in India can be attributed to this chronic issue of bureaucratic overload, emphasizing the critical need for addressing resource scarcities and enhancing bureaucratic capacity.
What are the effect of the number of employees in a hotel?
5 answers
The number of employees in a hotel can have various effects on different aspects of the hotel industry. Research suggests that higher levels of employee participation mechanisms can lead to increased employee satisfaction, but this may not necessarily translate to higher levels of trust in the organization. Additionally, the study on hotel employees' nonverbal communication found that aspects like body and vocal behavior, physical appearance, and touching behavior of employees can significantly impact the emotional responses of hotel guests, both positively and negatively. Furthermore, the perception of organizational politics among hotel employees can lead to organizational silence, which in turn can affect organizational cynicism and innovation resistance within the hotel environment. These findings highlight the importance of managing employee numbers effectively to enhance various aspects of hotel operations and guest experiences.
What is knowledge rettention?
5 answers
Knowledge retention refers to the process of preserving and maintaining critical knowledge within an organization to prevent loss of valuable information. It involves strategies such as knowledge transfer mechanisms, contextual learning, and the use of innovative teaching methods to ensure that individuals retain and apply knowledge effectively. Knowledge retention frameworks, like the technology, people, and process (TPP) framework, are utilized to analyze and implement strategies for retaining essential knowledge within knowledge-intensive organizations. Effective knowledge retention is crucial for stimulating innovation, enhancing productivity, and maintaining competitiveness within an organization. By focusing on knowledge tracing models and implementing strategies to convert individual knowledge into social knowledge, organizations can mitigate knowledge loss and promote continuous learning and development.
What are the effect of the number of hotel staff?
5 answers
The number of hotel staff has various effects on hotel operations and services. Research indicates that the demand for hotel workers is influenced by factors such as the number of hotel rooms, revenue from room rentals, food and beverage sales, and overall economic indicators like the production index and gross domestic product. Having an adequate number of staff is crucial for maintaining high organizational commitment, productivity, and innovation within the hotel industry. Additionally, optimizing the number of hotel workers through effective planning models can help in managing fluctuations in hotel occupancy, reducing recruitment costs, and ensuring guest satisfaction during crises like the Covid-19 pandemic. Moreover, the staff number can impact the level of bacteria contamination in operating rooms, highlighting the importance of appropriate staffing levels for maintaining cleanliness and hygiene standards in hotels.
What are the measures to combat high civil servant turnover i?
4 answers
To combat high civil servant turnover, organizations can implement various measures based on the research findings. These include enhancing job satisfaction, developing appropriate training programs, establishing an incentive reward system. Consistency and alignment in employee performance management systems can also reduce turnover intentions. Addressing structural career plateauing through equitable promotion practices is crucial in preventing turnover among civil servants. Additionally, tackling issues like job burnout among civil servants through effective intervention measures is essential for maintaining their physical and mental well-being, thus reducing turnover rates. Moreover, specific measures tailored to combat sabotage in the Russian civil service, such as organizing courts of honor and adjusting regulations for officials, can further contribute to reducing turnover.