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Essay / Research Paper Abstract
A 5 page paper discussing how more positive and open corporate cultures are beneficial to the organization. Organizational culture has been credited with having a direct effect on the organization’s bottom line, either for positive or negative results. The best case scenario, the one capable of producing the win-win situation and therefore more positive results for the organization’s bottom line, is that in which corporate culture embraces accountability but also encourages thoughtful risk-taking among those workers generally without the opportunity to make such a decision. Bibliography lists 7 sources. Includes a ½ page abstract
Page Count:
5 pages (~225 words per page)
File: CC6_KSmgmtOrgCul.rtf
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Unformatted sample text from the term paper:
with having a direct effect on the organizations bottom line, either for positive or negative results. The best case scenario, the one capable of producing the win-win situation and
therefore more positive results for the organizations bottom line, is that in which corporate culture embraces accountability but also encourages thoughtful risk-taking among those workers generally without the opportunity to
make such a decision. Introduction Henry Ford was known for barking at employees. Whether an assembly line worker on the factory floor
or a financial advisor with an office close to Henrys, he treated them all the same. Henry Ford had been innovative in offering factory workers the unheard-of rate of
$5 a day, twice what other manufacturers were paying their factory workers. Pay was good, but the culture of the organization hardly encouraged creativity of thought or action.
Restrictive Culture Henry Ford would have wholeheartedly subscribed to the statement, "Employees can not be trusted
to identify the goals of management or to adhere to the spirit or letter to their work instructions, for the goals of their organisation are quite antithetical to their interests"
(Salaman 1981 Class and the Corporation). Andrew Carnegie would have joined in, as would have any number of others in the early part of the 20th century. Mary
Parker Follett wrote of participatory management in the 1930s and was roundly ignored until Peter Drucker rediscovered her work 50 years later. Salamans
statement is the theme of autocratic rule that thankfully is all but dead in todays business environment. Most successful organizations have learned that employees are assets rather than liabilities,
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