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Managing People - Essay Example

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Managing People Contents Managing People 1 Contents 2 Introduction 3 Analysis 3 Reference 8 Introduction Culture has been defined as the capabilities and habits that are learned by the members of a society, a social heredity, and patterns of and for behaviour acquired, and as the totality of complimentary and equivalent learned meaning which is maintained by human populations…
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"Managing People"

Download file to see previous pages Therefore culture is defined as ‘the way we do things around here’. Analysis Corporate culture is usually described as ‘the way we do things around here’. It is considered as a set of rules that each and everyone in the organisation learns to follow and thereby influences the behaviour of the employees. Corporate culture often determines the behaviour of the people within business and also the level of motivation within its employees. The culture of the organisation can influence how traditional or forward thinking is the way the company operates (Dooley, 2005, p.139). It is the feel of the organisation which is quickly picked up the new members. Culture is ‘the way we do things around here’. It is a powerful tool and is likely to become more visible when organisations implements new strategies. Thus its human nature to resist change in the way they do things and similarly its nature of the human to change the culture in which they work and live (Carroll, 2009, p.95). The key drivers of ‘the way we do things around here’ are multiple. The behaviour of the management is one of the major drivers of culture as the people observe the behaviour of the management rather than on what they say. ...
31-33). Organisational culture or corporate culture is set of values, beliefs and assumptions which is shared by member of an organisation and also teaches the new member of the organisation to think feel and act in the right way. The cultural perspective of every organisation believes that every organisation develop a unique mixture of standards, values, practise and presumptions of how things should be conducted which later becomes habit (Ashman & Hull, 2011, p.134). Organisational culture comprises of two important components, shared values and assumptions. Values are defined as a conscious perception of what is good and bad or what is right or wrong, values implies what is ought to do. It refers to as a moral compass which directly motivates the decision. Values that exist within organisation are referred to as shared values. These are the values that employees have in common and within the organisation. Assumptions are beliefs or perception that have worked for the organisation in the past and are considered to be correct way to think and act towards any problems and opportunities. These assumptions are taken for granted and are difficult to change (Mcshane, 2008, p. 492). Organisational culture is the outcome of set of dynamics and also acts as an influence of those dynamics. The jargon, ‘the way we do things around here’ is a powerful insight in a company’s culture (Stanford, 2011, pp. 1). Understanding the concept of culture is important for a manager in order to adapt more easily to their new surroundings. Thus managers should learn how to adapt to an environment so that the manager can work effectively. But despite of the manager’s strong desire to understand and adopt ...Download file to see next pagesRead More
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