Here is the synopsis of our sample research paper on Types Of Organizational Culture & McGregor's. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 12 page paper. The introduction explains organizational culture and its importance. The writer then reports and explains Handy's four typologies for organization culture. The next section explains and discusses McGregor's Theory X and Theory Y. Two companies, British Airways and Southwest Airlines, are then analyzed in terms of Handy's four typologies and McGregor's theories. The writer discusses the type of culture each company demonstrates and whether they seem to be using the principles of Theory X or Theory Y. 1 Graphic illustration included. Bibliography lists 18 sources.
Page Count:
12 pages (~225 words per page)
File: MM12_PGclbasw.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
beliefs, rules and behaviors that is both communicated to new workers and maintained in the workplace (Schein, 1984). Schein said that: "Organizational culture is the pattern of basic assumptions that
a given group has invented, discovered, or developed in learning to cope with its problems of external adaptation and internal integration, and that have worked well enough to be considered
valid, and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems" (1984, p. 18). Durkheim called it a
collective conscience (Starkey, 1998; p. 125). The culture includes everything from how newcomers are greeted to the process and structure of written communications to the hierarchy, to procedures and beyond.
A strong culture is a system that is informal but which lives within formal rules that tells workers the acceptable ways to behave most of the time. Simply stated, a
companys organizational culture consists of the attitudes, values, behavioral norms and expectations shared by the members of the organization. It is a set of core characteristics that are collectively valued
by the members. It includes the processes the organization uses to solve problems, manage, work and in fact, it is how the members of this organization think. An organizational culture
are those characteristics that distinguish one culture from another. How strong the organizational culture is depends on the stability and homogeneity of the members of the group and the intensity
and length of shared experiences. When a group has a history of varied and intense experiences, having had to cope with numerous difficult problems and has succeeded, it will most
likely have a strong and differentiated culture (Schein, 1984). If, on the other hand, the group has changed its members often through turnover or if it has not successfully faced
...