Organizational Behavior Concepts Of AT&T Essay

Culture can be defined as “a set of basic tacit assumptions about how the world is and ought to be that a group of people share and that determines their perceptions, thoughts, feelings, and, to some degree, their overt behaviour” (Schein, 1996). Organizational culture is depend on differences in norms and shared values which are learned in workplace and to direct behaviour of members in the particular organisation. (Cabrera, Cabrera& Barajas 2001) Organisational culture was built on its shared beliefs and values which was the guidance to solve problems.

Organizational culture is the summation of the underlying organizational values manifesting as collective assumptions, attitudes, beliefs, expectations and norms.  Grounded in the customs and

Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear.

Our company has done great job in managing diversity so far. We rank in the 11th of the Diversity Incorporated Top 50, and rank the 8th of the Diversity Incorporated Top 10 companies, which has women in the executive committee. In our company, 29% employees in our company are minorities, we are concerned about diversity in work place, and we appreciate our employees’ opinions. We endeavor to provide equal pay and

Organizational culture is the heart of the organization performance it is critical for organizational success. It is a culture in which the core values are intensely and widely shared among the employees and stake holders.

Organizational culture is the stable beliefs, values, and assumptions shared by a group of people. I used to work at a bar and there was a shared understanding between the servers and bartenders. The bartenders were the managers, and each manager had their style of how the bar was ran each night. The servers had their system of who get what section, but they also had to follow the style of each bartender. The instrumental purpose of our organizational culture was influenced by who was managing the bar each night. There were some bartenders who did not like being bothered with questions from the servers and there were some who were nice and helpful. The bartenders that did not care, influenced the servers by letting them choose who had each section, deciding who had to clean and stock, and who was able to leave and at what times.

With a shift in demographics in the last decade, workplace diversity has become one of the main concerns for companies. Diversity is now based upon race, gender, ethnicity, disabilities, and sexual orientations. A diverse company will seek individuals who bring “unique perspectives or outlooks to the organization” (Shackelford, 2003). Workplace diversity allows for each individual to have an equal chance no matter what his or her demographic is. Diversity in the workplace also shows that the company is not discriminatory.

By designing regular evaluation processes, reviewing HR policies to determine if they are fair and inclusive in terms of recruitment practices, pay differences, history of promotions to senior positions is one way to examine the organizational culture (Dyrchs and Strack, 2012). HR can drive change through commitment to ensure that diversity is a key business measurement for success that is communicated to all employees by top management. However, it is important to recognize that change will only occur with the commitment of the organizations top management. The end goal for HR professionals should be to balance economic advancement with positions of power to shatter the

“Ongoing demographic trends (increasing percentages of African-Americans, Hispanics, and Asians, in the American workforce, an aging population, expanded female labor force participation) have made diversity a fact of organizational life,” (Roberson, 2007, pg. 1).

Organizational culture defines not only who we are as a business entity, but is also foundation or the blood line for the organization. Management

Organizational culture is defined as values, beliefs, and expectations that keep organizations together and also influence employees. Culture varies from organization to organization and that is what sets them apart from one another. As an employee, a company’s culture should play a major part when deciding if the organization is a good fit for you. If management is transparent with their employees and there is a clear understanding of what the company’s culture is, and what is expected of everyone, it will have a positive impact on employees. There can also be disadvantages in organizational culture and

Culture is usually long-term, strategic, and difficult to change. It is rooted in beliefs and values. An organizational culture also represents the shared sense of the way we do things around here, a critical factor guiding day-to-day behavior and shaping a future course of action.

The term “Organization Culture” refers to the value and behaviors that contribute to the unique social and psychological environment of an organization. Organization culture that includes the organization expectation, experiences and values that hold together and expressed its self-image, working, interaction with the other country and future expectation. Based on shared attitudes, beliefs, customs and written and unwritten the rules that have been develop over time and are considered valid. It also called corporate culture and it’s shown in the ways the organization conduct its business, treat the employees and wider the community. Other than that, freedom is allowed in decision making that develop the new ideas

In [5], Mike et. al , proposed diversity is part of DNA at Citi. Where diverse as clients and communities was workforce for them. Those entire workforces stimulates fresh ways of thinking and creative ideas. They uses this new technique to attract best talent to the industry. There people were at the heart of everything they did and they remain committed to fostering a meritocracy in which opportunity was provided to everyone to get succeed. For diversity Citi was dedicated to being a top company as they provides a respectful and inclusive workspace everywhere they operate. They uphold their commitment to equality, fairness and opportunities they provide. 53% of Citi’s workforce was female which was more than half, that includes 45% of their professionals. Retaining and advancing female talent was vitally important for their business. As moving forward they were deciding to position Citi women as a key business for their company and expanding development opportunities to female employees. During the experienced career mobility program, 70% of women leading Citi were participants in 2009 and 65% were participants in

Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).