Discussing Cultural Assessment Tools For Organizational...

Engaging Employees in Change Process Cornelius Cash Grand Canyon University LDR804-Leading across Cultures July 13, 2016 Corporate Culture Diversity in the Global Workplace All global organizations must merge diverse workgroups into cohesive, high performance global teams in order to adapt to environmental changes. This document will discuss cultural assessment tools used in assessing organizational culture and gaps within formal groups, leadership styles and techniques that influence social culture and diversity within formal workgroups, description of social culture that influence productivity within diverse workgroups and social culture and diversity of formal group members and the influence on organizational culture. Cultural Assessment Tools In the study of humanities, cultural assessment analyzes the subtle meaning of text, images, codes, beliefs and behaviors of a social group or community. Research by Capatà ®na Schin (2013) discovered cultural assessment extrapolates internal comprehension of the nuances of a culture. Not only does it cross the boundaries between social communications, it also provides a bridge for formal and informal social activism. Cross-Cultural Adaptability Inventory (CCAI) is a self-assessment tool is designed for novice leaders with the goal of addressing a person’s ability to adapt to any culture. It is designed to respond to several needs or practical concerns that are expressed both by culturally diverse and cross-culturallyShow MoreRelatedorganizational behaviour1261 Words   |  6 Pages Organizational Behavior MG6013 The exploration of the theories, research and practices that allow a better understanding of human behavior in organizations. Topics include motivation and job satisfaction; decision making; group dynamics; work teams; leadership; communication; power, politics and conflict; organization culture, structure and design; impact of technology; management of work stress; organizational change andRead MoreThe Impact Of Communication And Cultural Differences On Occupational Therapy Practice1491 Words   |  6 Pages Impact of Communication and Cultural Differences on Occupational Therapy Practice A group reflection on communication and cultural differences has been undertaken to deliberate on and examine the resulting impacts on occupational therapy (OT) practice. As such, we have collectively chosen to define culture as â€Å"†¦a way of life for a group (society) that is shared and learned. Culture is not confined to observable phenomena nor is it bounded or static† (Farmer et al., 2012, p. 243). It involvesRead MoreEvaluating A Remuneration Policy And Selecting Qualified Employees1307 Words   |  6 PagesIntroduction I would like to discuss some of the plans I have established for the company. The points that I will be discussing today are: formulating a remuneration policy, recruiting and selecting qualified employees, design and implementation of a compensation and performance management system, ensuring equal employment opportunities, and developing effective organization and leadership. One of my main functions would be to formulate a remuneration policy in such a way that employees give optimalRead MoreDealing With Cross Cultural Employee Problems4697 Words   |  19 PagesSummary/Background: Dealing with cross-cultural employee problems can be very sensitive to resolve because they can easily cross into allegations of discrimination and hostile work environment. In accession, where there are employees, there will invariably be employees. The directors are the unavoidably drawn into the resolution of employee problems. The employees can accept problems with other employees or with their supervisors. Since cross-cultural employee, problems can be particularly sensibleRead MoreCultural Influence on Organizational Practice5439 Words   |  22 Pages1. EXECUUITIVE SUMMARY Cultural influences on organizational cultures and practices have become a very important research topic in the field of management and organization since the last decades of the 20th century. National culture has been seen as one of the most influential situational factors, which determine organizational phenomena. 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When it was 2000 the name of The Mather Home has been changed to Mather LifeWays. Philosophy/culture of this organization Mission of Mather LifeWays is to enhance the lives of older adults by creating Ways to Age Well. They want older adults to live, work, learn, contribute, identify, implement, and share best practices for wellness programs, onlineRead MoreZappos Vs. American Express2686 Words   |  11 Pages Group Research Paper – Zappos Vs American Express Presented by: Olamilekan Daramola Indira Alla- 10000125166 - MIS Meerim Zhumasheva Virginia International University Submitted in partial fulfillment for BUSS312 – Organizational theory and HR management Instructor Name: Bonnie Heineman Wolfe November 18, 2014. 1. Introduction 1..1 Zappos 1.2 American Express 2. HR Strategy and Analysis 2.1Types of Strategy Zappos: American Express: 3. Job Analysis and Talent Management 3.1 Talent ManagementRead MoreInfluence of Culture on Strategic Human Resource6353 Words   |  26 PagesPage 1 Influence of Culture on Strategic Human Resource Management (SHRM) Practices in Multinational Companies (MNC) in Kenya: A Critical Literature Review Presented By PROFESSOR PETER K’OBONYO BEATRICE DIMBA (PhD Candidate: Strathmore University, Kenya) Contacts: Professor Peter K’Obonyo Deputy Principal University of Nairobi, Kenya College of Humanities and Social Sciences P O Box 30197, Nairobi, Kenya Beatrice Dimba Ole Sangale Road, P O Box 59857 00200 Nairobi, Kenya Tel: (254-020)Read MoreCase Study : Electric Motor Production8814 Words   |  36 Pagesbecause they are about to launch a new electric motor that will help the company pull out of a financially troubling economy. But she realizes that after some testing there may be something wrong with the electric motor. GadgetCo’s individualistic culture has given her second thoughts on how to approach her immediate supervisor, Jessie the Director of the organization. Jane decides to tell her mentor, Drew about the potential failure. Now, it is up to Drew to inform upper-management about the potential