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Organizational culture influences how people interact, how decisions are made (or avoided), the context within which cultural artifacts are created, employee attachment, the organization's competitive advantage, and the internal alignment of its units.
Information culture is the part of organizational culture where evaluation and attitudes towards information depend on the situation in which the organization works. In an organization everyone has different attitudes, but the information profile must be explained, so the importance of information should be realized by executives.
Culture (/ ˈ k ʌ l tʃ ər / KUL-chər) is a concept that encompasses the social behavior, institutions, and norms found in human societies, as well as the knowledge, beliefs, arts, laws, customs, capabilities, attitudes, and habits of the individuals in these groups. [1] Culture often originates from or is attributed to a specific region or ...
Diversity refers to the presence of variety within the organizational workforce in characteristics such as gender, ethnicity, sexual orientation, disability, age, culture, class, veteran status, or religion. [2] [12] Equity refers to concepts of fairness and justice, such as fair compensation and substantive equality. [12]
The cultural approach to organizing views organizations through a cultural lens, looking at both organizational culture and cultural influences and impacts on organizing. [20] Scholars of cultural organizational communication attempt to identify the value and attributes of strong organizational culture in order to understand its effects on ...
Culture theory – seeks to define the heuristic concept of culture in operational and/or scientific terms. Human geography – social science that studies the world, its people, communities, and cultures with an emphasis on relations of and across space and place. Philosophy of culture; Psychology. Evolutionary psychology; Cultural psychology
Organizational identity often attempts to apply sociological and psychological concepts and theories about identity to organizations. [3] As a research topic, organizational identity is related to but clearly separate from organizational culture and organizational image (Hatch and Schultz, 1997). [4]
The main distinction between organisational culture and national culture is that people can choose to join a place of work, but are usually born into a national culture. Organisational climate, on the other hand, is often defined as the recurring patterns of behaviour, attitudes and feelings that characterise life in the organisation, [ 7 ...