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Essay / Research Paper Abstract
A 4 page paper that begins with comments about the four disciplines that influence the field of organizational behavior. The essay identifies seven dimensions of organizational culture and briefly discusses these as they relate to Enron's corporate culture. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: MM12_PGnrccl.RTF
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Unformatted sample text from the term paper:
these disciplines are incorporated into the field of organizational behavior. When we review the definition of organizational behavior, this makes perfect sense. ICMR (2007) defines this applied science as "the
study and application of knowledge about how people as individuals and as groups act within organizations." This organization goes one step further: "It can be defined as the understanding, prediction
and management of human behavior in organizations" (ICMR, 2007). Where do we gain information and insight into the workings of the human being? From those other four disciplines identified in
the first sentence. Psychology is the study of the many aspects associated with human behavior (and also animal behavior), sociology is the study of the social system in which
humans live and work, social-psychology considers how people influence each other within the society and anthropology studies societies and cultures as well as how humans react within those societies and
cultures. There are a number of dimensions incorporated into the culture of any organization. Smith (2004) explained that an organizations culture is that "web of tacit understandings, boundaries, common language,
and shared expectations maintained over time by the members." Different authors point to different dimensions incorporated within the corporate culture. One such schema identifies seven dimensions : 1.
Innovation and risk taking - willing to experiment, take risks, encourage innovation (Smith, 2004). 2. Attention to detail - paying attention to being precise vs. saying its "good enough for
chopped salad" (Smith, 2004). 3. Outcome orientation - oriented to results vs. oriented to process (Smith, 2004). 4. People orientation - degree of value and respect for people. Are
people considered unique talents, or is an engineer an engineer an engineer (Smith, 2004). 5. Individual vs. Team orientation - are individuals most highly noted, or are collective efforts (Smith,
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