Relevant bibliographies by topics / Organization's culture

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organization's culture'

Author: Grafiati
Published: 30 May 2022
Last updated: 31 July 2025

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Journal articles on the topic "Organization's culture"

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Kienle, Patricia C. "Understanding Corporate Culture." Journal of Pharmacy Practice 7, no. 5 (1994): 210–12. http://dx.doi.org/10.1177/089719009400700502.

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Positions within health care organizations require clinical and organizational skills. Understanding the organization's political climate is key to the clinical coordinator's success. Approaching the corporate culture is similar to managing patient care: it requires diagnosis, treatment, and evaluation of the situation. Diagnostic issues include the status of the pharmacy services and analyses of the organization's performance in external and internal assessments. Treatment issues include management style, communication skills, and interaction with key players in the organization. Evaluation i
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Sharma, Rahul. "Organizational Culture and Change Management: Strategies for Fostering Adaptability and Resilience." Journal of Advanced Management Studies 1, no. 2 (2024): 25–30. http://dx.doi.org/10.36676/jams.v1.i2.11.

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Organizational culture plays a pivotal role in shaping an organization's ability to adapt to change and thrive in dynamic environments. the interplay between organizational culture and change management, offering insights into strategies that foster adaptability and resilience within organizations. Drawing upon theoretical frameworks and empirical research, this study examines the characteristics of adaptive organizational cultures, such as openness to new ideas, flexibility, and a focus on continuous learning. these cultural attributes contribute to organizational resilience and enable organi
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Yaniieva, Daria. "Application of tools for effective development of organizational culture in the digital economy." Ukrainian Journal of Applied Economics and Technology 8, no. 2 (2023): 160–64. http://dx.doi.org/10.36887/2415-8453-2023-2-23.

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The emergence of the Internet, the generation of millennials, and the publicity of everyday life in social networks have played a role in changes in organizational culture. The world became a single information space, and business followed the same path. Organizational culture has now become one of the critical pillars of the transformation program of most companies. This is because many organizations have realized that to reach the next level of growth, beyond simply focusing on results, they need to develop influential and courageous leaders supported by a culture that aligns with strategic
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Chaithra M S, Ankitha Rashminath, and Soumya K R. "Talent Development with Value-Based Approach in IT Sector." International Research Journal on Advanced Engineering and Management (IRJAEM) 2, no. 08 (2024): 2622–29. http://dx.doi.org/10.47392/irjaem.2024.0381.

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In today's energetic and competitive trade scene, organizations confront the challenge of supporting ability whereas cultivating a culture that adjusts with their center values. This theoretical investigates the concept of ability improvement through a value-based approach, which emphasizes the integration of organizational values into each angle of the worker lifecycle. The establishment of ability advancement with a value-based approach lies within the clear enunciation and communication of the organization's center values. These values serve as directing standards that shape enlistment, pre
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Nowak, Radoslaw. "Does employee understanding of strategic objectives matter? Effects on culture and performance." Journal of Strategy and Management 13, no. 4 (2020): 477–93. http://dx.doi.org/10.1108/jsma-02-2020-0027.

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PurposeThe purpose of this paper is to investigate whether employees' understanding of their organization's strategic objectives could be used by business organizations to develop a desired type of organizational culture that will improve business performance.Design/methodology/approachStructural equation modeling (SEM) was conducted on the data collected in 2018 from professionals working in the healthcare industry in the USA.FindingsSEM revealed the positive effect of employee understanding of their organization's strategic objectives on the development of a serving culture, and the mediatin
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Abdulla Bin, Osman, and Rana S M Sohel. "Role of Organizational Culture towards Organizational Innovation: Evidence from Kulim Hi-tech Park, Malaysia." DIU Journal of Business and Entrepreneurship 12, no. 02 (2019): 1–12. http://dx.doi.org/10.36481/diujbe.v012i2.5fz86p79.

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Organizations are hying to be competitive through the level of adapting innovation so that they can provide goods and services that meet customers' expectations. One of the aspects that can affect organizational innovation is the dimensions of organization's culture. This study aims at exploring the dimensions of cultures influencing organizational innovation. A quantitative survey was conducted at Kulim Hi-Tech Park, Malaysia. The primary data were collected from 67 respondents who were the managers of companies registered under Kulim Hi-Tech Park. The collected data were analyzed using parti
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Yazici, Hulya Julie. "The Role of Project Management Maturity and Organizational Culture in Perceived Performance." Project Management Journal 40, no. 3 (2009): 14–33. http://dx.doi.org/10.1002/pmj.20121.

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This study investigates whether project management maturity (PMM) relates to perceived organizational performance and how an organization's cultural orientation is a contributing factor. Perceived organizational performance is defined as project effectiveness and efficiency followed by resulting business performance. A survey-based research was conducted with 86 project professionals from various U.S. service and manufacturing organizations. The study revealed that PMM is significantly related to business performance but not to project performance. Furthermore, while clan organizational cultur
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Łyszkowska, Edyta. "CULTURAL DETERMINANTS OF LEADERSHIP IN ORGANIZATIONS." International Journal of New Economics and Social Sciences 18, no. 2 (2023): 247–57. http://dx.doi.org/10.5604/01.3001.0054.3752.

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This article explores how cultural factors shape leadership in organizations. The aim of the article is to show the cultural determinants in the organization by presenting the changes which have taken place in understanding the essence of leadership, taking into account the close historical perspective and research presenting a new perspective on the subject of leadership in the context of technological changes and related changes in the worldview. It also allows us to point out certain implications for business practice, mainly concerning the shaping of leaders' attitudes, organizational cult
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Opoku, Erica O., Chang Hongqin, and Simon A. Aram. "The Influence of Organizational Culture on Employee Performance in the Banking Sector: Evidence from GCB Bank, Ghana." European Journal of Business and Management Research 7, no. 2 (2022): 168–75. http://dx.doi.org/10.24018/ejbmr.2022.7.2.1345.

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Today's banking and business environment is extensively dynamic. However, an efficient organizational culture and its specific roles regarding performance combine different culture systems, resulting in high productivity and satisfaction, thereby increasing the organization's profitability. This study assesses the interactive effects of organizational culture and its magnitude of influence on the performance of employees in GCB bank Ghana. The study further evaluates how the relationship between organizational culture and employee performance is affected when job satisfaction (moderating varia
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TEACĂ, Mihail, and Sebastian CHIRIMBU. "RE-THINKING THE MODERN LEADERSHIP IN THE ROMANIAN ORTHODOX CHURCH IN THE CONTEXT OF ROMANIA’S EUROPEAN MEMBERSHIP." Annals of "Spiru Haret". Economic Series 14, no. 3 (2014): 63. http://dx.doi.org/10.26458/1437.

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The article highlights the issue of leadership within the Romanian Orthodox Church, as it is going through a period of redefinition of its values. Connections between organizational culture, management culture and leadership in modern organizations highlight the manner in which leadership is exercised in the context of knowledge of the organization's foundation.
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Dissertations / Theses on the topic "Organization's culture"

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Danner-Odenwelder, Tracey. "Impact of Corporate Social Responsibility on an Organization's Culture| A Multisite Case Study of a Global Nonprofit Organization." Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703705.

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<p> This multi-site case study explored the role that a global nonprofit organization plays in decreasing the gap of inequality and contributing to the greater society. This research identified what processes were used to implement, increase, or alter the global CSR efforts. This research identified how global CSR efforts impact and is impacted by the organizational culture. In addition, the study explored how CSR efforts have changed or expanded to meet the demands of a globalized society, with a particular focus on the mutual relationship between these expanded efforts and the organizatio
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Podrieza, Mikhail, Ganna Gurina, Михайло Подрєза, and Ганна Гуріна. "The need to transform the organizational culture of enterprises." Thesis, National aviation university, 2021. https://er.nau.edu.ua/handle/NAU/53443.

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Подрєза М., Гуріна Г. Необхідність трансформації організаційної культури підприємств // Сучасні проблеми менеджменту: матеріали XVII Міжнародної науково-практичної конференції. - Національний авіаційний університет. - Київ, 2021. - С. 32-34<br>It is proved that the development of any society or organization is determined primarily by the cultural level of its citizens or members, which is explained by the presence of common goals, values in relation to themselves and the environment, principles and approaches to everyday tasks. In this regard, the importance of the organization's culture is i
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Huston, J. T. "Transition to a focused factory of the future : a case study of an organization's cultural change." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/487504.

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The purpose of this study was to investigate and describe an organization's transition to a focused factory of the future. This transition entailed broad changes in manufacturing equipment/technology, manufacturing processes, and organizational culture.The findings of the study included:The organization focused one product model rather than focusing their two major product lines simultaneously. The result was new and stronger barriers emerging rather than the cited objective of breaking down barriers. There was a concentrated effort by the local labor union to resist the new changes while main
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Fowler, Darlene. "The relationship between an organization's culture and its leadership, and the impact on employee performance and satisfaction." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009fowlerd.pdf.

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Georgiadis, Elliot Erin. "ORGANIZATIONAL CULTURE THEORY AND FRATERNAL ORGANIZATIONS: APPLYING MEASURES OF ORGANIZATIONAL CULTURE THEORY TO THE SORORITY CONTEXT." University of Akron / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=akron1566227238796242.

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White, David Gaylord Jr. "Dunctionally embodied culture| Cultural schemas and models in a diversified industrial manufacturer." Thesis, Fielding Graduate University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=3746293.

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<p> Organizational culture is in need of new paradigms. As an ontological category it is flawed because the lack of academic consensus on what culture is tends to render it inadequate as an explanatory framework. As a field of praxis managers and practitioners tend to oversimplify culture, reducing it to one or two variables such as idealized norms or values, or as personality-writ-large. This leads to failed organizational culture change efforts, usually at great cost and effort as organizations fail to adapt beyond surface effects. Against these notions a new paradigm for organizational cul
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Montenegro, Adauto de Vasconcelos. "Study about organizational commitment, leadership styles and organizational culture at a cearense organization." Universidade Federal do CearÃ, 2016. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=18510.

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CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior<br>The organizational commitment can be conceived as a meaningful liaison between individual and organization, assuming the existence of psychological bonds and significant exchange relationships between both individual and organization. Rego (2003) proposes a study model regarding the organizational commitment and presents six psychological ties between individual and organization, namely: affective commitment, common future, normative commitment, enormous sacrifices, lack of alternatives and psychological absence. Feitosa (2008) add
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Chenot, David. "ORGANIZATIONAL CULTURE AND RETENTION IN PUBLIC CHILD WELFARE SERVICES ORGANIZATIONS." Case Western Reserve University School of Graduate Studies / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=case1169849653.

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Fonseca, Rivera Cherisse. "Public Perceptions of Organizational Culture and Organization-Public Relationships." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3105.

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Almost 30 years ago, public relations scholars began to process the idea that the concept of culture was important to public relations practices. In particular, scholars questioned what influence culture might have on the communication process and relationship building between organizations and their stakeholders. Yet, today culture is still an understudied concept in the public relations literature. The purpose of this study is to analyze how of organizational culture, as defined by Sriramesh, J. E. Grunig, and Dozier (1996), is significant to the relationship outcomes in public relations. Th
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Davis, Charlotte d. "Exploring the bases of organizational culture within college student organizations /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487259125219938.

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Books on the topic "Organization's culture"

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McCormick, Bruce A. It's-- the Organization's Culture!: What's responsible for business success or failure? HRD Press, Inc., 2008.

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Aesch, Mark. Driving excellence: Transform your organization's culture --and achieve revolutionary results. Hyperion, 2011.

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Cole, Larry. Frustration is your organization's best friend: Measuring corporate culture change. LifeSkills Publishers, 1996.

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L, Pepper Gerald, ed. Understanding organizations: Interpreting organizational communication cultures. University of South Carolina Press, 1993.

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F, Maloney William. Organizational culture in engineering and construction organizations. Construction Industry Institute, 1990.

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Binghay, Virgel C. Organizational ethnography: Socialization in organizations. VCB Research and Publications, 2005.

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G, March James, ed. Handbook of organizations. Garland Pub., 1987.

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Ferguson, Stuart. Culture clout: Mergers, acquisitions and organization cultures. 2nd ed. Xlibris Corporation, 2009.

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A, Diamond Michael. The unconscious life of organizations: Interpreting organizational identity. Quorum Books, 1993.

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J, Frost Peter, ed. Organizational culture. Sage Publications, 1985.

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Book chapters on the topic "Organization's culture"

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Saintilan, Paul, and David Schreiber. "Organizational culture in creative organizations." In Managing Organizations in the Creative Economy, 2nd ed. Routledge, 2023. http://dx.doi.org/10.4324/9781003262923-13.

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"Culture Basics." In Relating Information Culture to Information Policies and Management Strategies. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4315-3.ch002.

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This chapter defines culture and explains the different conceptual models developed by key researchers in the field. The authors explain why it is essential for us to learn how to see our cultures. The chapter breaks the conceptual models down into three essential elements, including assumptions and beliefs, values and behaviors, and artifacts. The authors explain why and how each organization's culture is unique – and walk through the factors that influence our organizational cultures. The chapter reminds us that it is hard to deliberately change an organization's culture because it is inhere
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Vargas-Hernandez, José G., Francisco Javier J. González, and Omar C. Vargas-Gonzàlez. "Resilient Organizational Culture." In Knowledge Sharing and Fostering Collaborative Business Culture. IGI Global, 2025. https://doi.org/10.4018/979-8-3373-0710-7.ch006.

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This paper explores the concept of resilient organizational culture, examining its foundations, theoretical perspectives, empirical insights and evidences, and methodologies to foster resilience within organizations. It investigates how resilient cultures contribute to organizational sustainability by fostering adaptability, innovation, and employee engagement. Drawing from existing literature, we analyze the components and key factors that build resilient organizational cultures, explore methods for assessing resilience, and provide practical recommendations for fostering such cultures. This
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Singha, Ranjit, Surjit Singha, V. Muthu Ruben, Melita Stephen Natal, Alphonsa Diana Haokip, and Elizabeth Mize. "Shaping Organizational Culture Through Training and Development Initiatives." In Enhancing Employee Motivation Through Training and Development. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-1674-0.ch002.

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This chapter explores the critical significance of development and training initiatives in molding and impacting an organization's culture. Organizational culture significantly influences employee satisfaction and motivation, making training programs crucial for fostering and harmonizing cultural values. In this analysis, the authors explore the theoretical underpinnings of organizational culture and evaluate its influence on the conduct and productivity of employees. Then, they investigate various development and training strategies that can influence, reinforce, or effectively transform corp
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Jaworski, Bernard, and Virginia Cheung. "Developing an Organization's Culture." In Creating the Organization of the Future. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-83753-216-220231005.

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"Corporate culture." In IMOLP Improving Your Organization's Success. Routledge, 1997. http://dx.doi.org/10.4324/9780080938721-6.

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"Seeing Information Cultures." In Relating Information Culture to Information Policies and Management Strategies. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4315-3.ch006.

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Information cultures affect an organization's ability to define and implement a practical and effective information strategy. Just as business culture supports or impedes business strategy, so does information culture support or impede information strategy. Organizations typically have many information cultures, some of which may be contradictory. Unmanaged information cultures can present a significant risk in the knowledge economy. Information culture is reflected in the organization's values, norms, and practices concerning the management and use of information. The information science lite
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Durante, Regina, and Asiye Toker Gökçe. "Organizational Culture and Ethics." In Encyclopedia of Strategic Leadership and Management. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch073.

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As a process, whistleblowing is giving information about the acts resulting in harm to third parties. It is a disclosure by organizational members of illegal, immoral, or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action. Although whistleblowing seems to be a threat to organizational authority structures, it can improve long-term organizational effectiveness when leaders encourage whistleblowing in their organizations to improve their organization's effectiveness and efficiency. Further, the assurance of an ethical organi
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Munn, Sunny L. "Creating a Typology of Organizational Culture Using Cluster Analysis." In Advances in Library and Information Science. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5164-5.ch017.

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Grouping methodologies such as cluster analysis can be used to create typologies of organizational culture. An organization's culture is created by the beliefs, values, traditions, policies, and processes carried out by the organization. The focus of this chapter is to deconstruct the common methodology of cluster analysis used to identify typologies of organizational culture in two different studies, which set out to identify the impact of organizational culture on the use and existence of work-life benefits for individuals and organizations, respectively. The chapter discusses the cluster an
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Preskar, Mihaela, and Simona Šarotar Žižek. "The Effect of Organizational Culture on Organizational Energy." In Recent Advances in the Roles of Cultural and Personal Values in Organizational Behavior. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1013-1.ch003.

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Organizational culture is an important part of the organization's life as it determines how everything is going on in the organization. The more employees understand rules, norms, and values that they must follow, the better the individual employees in the organization feel, since it gives them a sense of order and security in the organization. If employees feel well in the organization, they are ready to contribute more to the efficiency and effectiveness of the organization, thus affecting productive organizational energy. Such employees will be more committed, efficient, innovative, success
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Conference papers on the topic "Organization's culture"

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Bocean Vărzaru, Anca Antoaneta, Claudiu George Bocean, Mădălina Giorgiana Mangra, and Michael Marian Nicolescu. "Accounting the Moderation Effects on the Relationship between Social Responsibility and Business Ethics." In 3rd International Conference Global Ethics -Key of Sustainability (GEKoS). Lumen Publishing House, 2023. http://dx.doi.org/10.18662/lumproc/gekos2022/05.

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Organizations do not function in isolation in society. On the part of society, it is expected that organizations will work in the interest of society and have a sense of obligation to it, to be concerned with solving the problems they have caused. Therefore, the organization should have ethical standards and practice a solid organizational culture and social responsibility to ensure the sustainability and success of the business. The paper aims to address social responsibility and business ethics concerns by building the framework of relationships between social responsibility (SR) and organiz
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Lu, Xiaojun, and Mingfei Li. "Development of Organization's Learning Culture and its Impact on Organizational Performance." In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.1691.

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Abramihin, Cezara. "Human Resource Competitiveness On The Labor Market." In 27th International Scientific Conference “Competitiveness and Innovation in the Knowledge Economy”. Academy of Economic Studies of Moldova, 2024. http://dx.doi.org/10.53486/cike2023.34.

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In this article we highlighted a key aspect of organizational success - the competitiveness of human resources. The statement emphasizes the critical role that human resources play in driving innovation and overall growth within an organization. Let's break down the key points in this statement. The success of an organization relies on having a workforce that is competitive and skilled. The skills and capabilities of the workforce can be cultivated and improved over time, offering a reliable foundation for success. A competitive workforce contributes to the organization's ability to stay ahead
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Hanaoka, Sho. "A Study on the Relevance between the Progress of IT and Business Ethics in Typical Japanese Organizations." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2682.

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Each lower-level organization within in most Japanese companies has its own implicit code of conduct based on its own organizational culture. The structure of the ordinary Japanese organization is expressible as a closed space surrounded by higher walls on all four sides. Also the walls are expressible as roll-away fences, changing their positions by adapting to the changes in the environment. The position of each wall becomes more indefinite by adapting to new business models such as SCM, ERP, ASP, etc. As a consequence, some of these walls become to invisible from time to time, and most comp
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Al Barwany, Fatma. "Aligning Development Programs with Organizational Goals." In ADIPEC. SPE, 2024. http://dx.doi.org/10.2118/223013-ms.

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Summary Achieving alignment between employees and organizational goals is crucial for any organization aiming to become high-performing, agile, and growth-oriented. A staff survey revealed a need for better alignment between employees' roles and the organization's strategic goals. In response, the organization, in collaboration with the HR department and the Strategy Office, embarked on an alignment journey to ensure that every employee had a clear understanding of the organization's vision, mission, values, and goals. This process, known as "cascading," involves translating high-level strateg
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Talaja, Anita, Doris Podrug, and Lucija Brešković. "THE ROLE OF ORGANIZATIONAL CULTURE AND EMPLOYEE SATISFACTION IN MANAGING CHANGE: THE CASE FROM THE HOTEL INDUSTRY." In Tourism in Southern and Eastern Europe 2023: Engagement & Empowerment: A Path Toward Sustainable Tourism. University of Rijeka, Faculty of Tourism and Hospitality Management, 2023. http://dx.doi.org/10.20867/tosee.07.27.

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Purpose – The main research goal of this paper is to examine how organizational culture affects change management process through employee satisfaction. Organizational culture and employee satisfaction appear as important factors in a successful business because they lead to the satisfaction of the service user, which helps building quality relationships with customers. Methodology – In order to test the research hypotheses and analyze the connection between variables, a questionnaire was conducted among 49 employees of the Bluesun hotel in Dalmatia. The collected data was analyzed using the P
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Ploscaru, Andra Nicoleta, Claudia Cristina Rotea, Marian Cazacu, and Daniela Victoria Popescu. "Exploring the Direct Influence of the Organizational Change Process on Organizational Performance." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/036.

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Organizational change can significantly impact organizational performance, but this impact can be different depending on the nature and purpose of the change and how it is managed. The paper proposes a model for evaluating the effects of the organizational change process on organizational performance, staff retention, and organizational abandonment. The empirical study in which the model is tested was carried out among 294 employees from Romanian organizations who answered the questionnaire questions. Structural equation modeling was used to process the data and obtain the results. Effective c
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Kadem, Mohammad, Karam Yateem, Abdullah Alghamdi, Mujtaba Shurafa, and Hussain Saiood. "Bridging Knowledge Gaps Through an Integrated Structured Production Engineering Knowledge Management Program: A Story to Tell and Adopt." In Offshore Technology Conference. OTC, 2022. http://dx.doi.org/10.4043/32114-ms.

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Abstract Knowledge management is the process of defining, structuring, storing, and sharing knowledge and experiences of employees within an organization to increase workplace efficacy and improve general decision-making capabilities. This paper aims to shed light on a structured production engineering knowledge management program and its initiatives for enhancing an organization's performance with associated factors such as learning from remote locations and the availability of subject matter experts. Knowledge management structure has three main pillars: organizational culture, governance, a
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Шерстнева, Кристина Владимировна. "CORPORATE CULTURE AS A FACTOR IN ORGANIZATIONAL PERSONNEL DEVELOPMENT." In Анализ проблем и поиск перспективных научных решений: сборник статей международной научной конференции (Санкт-Петербург, Октябрь 2023). Crossref, 2023. http://dx.doi.org/10.58351/231003.2023.32.27.004.

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В статье рассматривается актуальность перспективного исследования корпоративной культуры организации как фактора развития персонала, описаны ее ключевые функции и области практического применения результатов исследования. The article discusses the relevance of a long-term study of an organization's corporate culture as a factor in personnel development, describes its key functions and areas of practical application of the research results.
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Zaharia (Ştefănescu), Diana Elena, and Bogdan Ştefănescu. "Leadership and Motivation, Determinants of Sustainability." In International Conference Innovative Business Management & Global Entrepreneurship. LUMEN Publishing, 2020. http://dx.doi.org/10.18662/lumproc/ibmage2020/10.

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This article pays more attention to the analysis of the direct relationship between staff motivation and applied leadership, with the final result - the sustainability of the organization's activity. Organizational culture and the environment are characterized by mutual adaptation, by the way in which human practices and organizations are led to a cohabiting relationship. Their adaptation is defined as a learning process, rather than an activity in itself, guided by material forces. Through this article we aim to highlight the importance of the interdependent relationship between staff motivat
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Reports on the topic "Organization's culture"

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Menon, Shantanu, Aruna Pandey, and Kushagra Merchant. U&I: Nurturing Empathy for Effectiveness. Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2203.1001.

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U&amp;I is a volunteer-driven charitable organization based in Bengaluru, Karnataka, India. It provides non-formal education to underprivileged children in 25 cities around India, through a network of over 2,300 volunteers. The case study engages with the ways in which conscious design can nurture structures, spaces and processes that enable the integration of an organization's mission and volunteer model with the leadership’s core principles of empathetic care and authentic relationships. It provides an opportunity for learners to reflect on how designing for empathy can produce tangible prog
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Cannaday, John E., and III. Application of the Organizational Culture Concept to Assess USAF Organizations. Defense Technical Information Center, 1997. http://dx.doi.org/10.21236/ada397942.

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Herrera, Cristian. How do strategies to change organizational culture affect healthcare performance? SUPPORT, 2016. http://dx.doi.org/10.30846/1608114.

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‘Organizational culture’ refers to characteristics shared by people who work within the same organization. These characteristics may include beliefs, values, norms of behaviour, routines, and traditions. The management of organizational culture is viewed increasingly as a necessary part of health system reform. It is therefore important for policymakers to be aware how strategies to improve organizational culture affect healthcare performance.
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Breslin, Charles B. Organizational Culture and the Military. Defense Technical Information Center, 2000. http://dx.doi.org/10.21236/ada378263.

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Ellicott, Michael A. Organizational Culture and Changes of Command. Defense Technical Information Center, 1991. http://dx.doi.org/10.21236/ada236818.

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Menon, Shantanu, Aruna Pandey, and Kushagra Merchant. The grassroots and the grass tree: Humana People to People India (HPPI). Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2206.1002.

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Humana People to People India (HPPI) is a non-profit organization working for the holistic development of marginalized populations in rural and urban India. Established in 1998, today it is an organization with an organizational strength of over 4,000 people, and working in 7,000 villages across 92 districts. As of 2020-21, through its work, it had reached out to 2.8 million individuals. Its considerable experience offers opportunity for learners to reflect upon how an organization with a wide footprint across thematic sectors and geographies has managed to remain connected and relevant to its
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Egli, Virginia L. Impact of Organizational Culture on Information Sharing. Defense Technical Information Center, 2011. http://dx.doi.org/10.21236/ada546535.

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Melnyk, Yuriy. Kharkiv Regional Public Organization “Culture of Health”. KRPOCH, 2005. http://dx.doi.org/10.26697/krpoch.

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Nolan, Parker Stephen. Network Theory: How Can Its Application Cultivate the Conditions to Support Young Creatives? Creative Generation, 2021. http://dx.doi.org/10.51163/creative-gen004.

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As observers to the intersectional fields of culture, education, and social change, Creative Generation witnessed the chosen organizational structure of “networks” come into vogue – particularly as smaller, community-based organizations have begun to participate in larger-scale, collaborative initiatives. In almost all examples, the individuals and organizations involved do their collaborative work through a “network,” using any number of connections and patterns. This qualitative inquiry sought to understand how applying Network Theory to organizational structures can cultivate the conditions
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Urwin, Roger, and Rebecca Fender. The Future of Work in Investment Management: Changing Organizational Cultures. CFA Institute, 2022. http://dx.doi.org/10.56227/22.1.9.

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This report explores the cultural changes the investment industry is experiencing and provides recommendations on how to adapt investment organization cultures to be more successful in fulfilling stakeholder goals in the future.
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