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Essay / Research Paper Abstract
Corporate culture is an important element in any company. This 3 page paper considers the reasons why culture should be seen as more than a factor that can be manipulated sin order to motivate staff. The paper why and how culture is an important input into the strategic decision making process. The bibliography cites 4 sources.
Page Count:
3 pages (~225 words per page)
File: TS14_TEimpcul.rtf
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Unformatted sample text from the term paper:
an issue that should only be the concern of HRM and if it becomes a strategic issue it is a matter of how the cultre may be changed or adapted
with management policies and practices. However culture is always present and for any firm that wants to develop strategy in a proactive manner the aspect of culture needs to be
understood by all those involved in the strategy decision making as not only can culture determine how the layers of strategy is received and the level to which it is
enacted, it can also be a guide to what will and will not work. 2. Corporate Culture Theorists such as Schwartz and
Davis (1981) believe that the culture is pivotal in determining the strategy and that there are many aspects of strategy. According to Trice and Bayer (1993) agreeing with Schwartz and
Davis cultures are collective, emotionally charged, historically based, inherently symbolic, and dynamic (Trice and Beyer, 1993). Norms may be seen as the behaviour that is seen as normal within that
organisation, the way that employees will automatically and instinctually react once they have been integrated into the culture. Values may be seen as the definition against which the norms are
displayed or behaviour formulated. In some organisations is may be culturally acceptable to claim a sick day when tired, in others this may be unacceptable. Values go much deeper than
this. The beliefs are the guidance that gives rise to the morals and the norms. If it is believed that a company is right and the best this will engender
loyalty from belief in the company, this may also extend to belief in the companies moral values and is created by the overlap between people, systems and structure (Schwartz and
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