Creative problem-solving by corporations is frequently conducted within a group or a team framework. A relevant issue is to try to determine which type of corporate culture is most effective in enhancing performance in creative tasks. We present a series of experiments that aim at studying group creativity in contexts where corporate culture may tend to promote cooperation or competition among group members. Our experimental results show that cooperative corporate culture fosters creativity. We identify the reason for success as the emergence within the group of a social norm of high effort.
The airline industry comprises a range of stakeholders including governments, industry organizations, local carriers, shareholders, and competitors seeking to access bilateral traffic rights between countries. The airline industry is required to work under a regulatory framework crafted sixty years ago to force all airlines to operate under the same international rules. These rules simultaneously aimed to maximize safety while restricting competition. Suppliers of aircraft, engines, reservation systems and airports are accessed by all competitors and provide airlines with little opportunity to achieve greater efficiency or competitive advantage. Despite this, each airline finds its place within the industry. The differences result from many factors including the economic freedom of their home country, their business model, nationality and ownership. Using mixed methods approach, a series of interviews with airline executives in Germany, Switzerland, Singapore, Thailand, Japan and Australia were positioned in Hofstede's model of national cultures. Analysis of the interview transcripts using Hofstede's keywords enabled the impact of national culture on airline decision-making to be studied. While airlines from small power-distance and individualist cultures are somewhat more likely to base decision-making on a broader involvement between employees and management, the overall finding of the interviews with airline executives is that Hofstede's framework is not a strong predictor of airline executive behavior.
This study examines the corporate culture strategically introduced by human resource managers to discuss cultural differences between parent companies, subsidiaries, and individuals. Semi-structured interview with 8 human resource managers (HR) in Indonesia. The company's strategic culture includes the level of standardization of human resources, industrial relations, and geographical differences. To implement corporate culture strategies in human resource practices, managers promote stronger partnerships with subsidiaries, standardize human resource management practices, focus on changes in labor legislation, educational and cultural development, leadership development and cultural awareness.
This Article does not assume that professional oaths accomplish what they are intended to do. Yet, I believe that oaths can fulfill important functions once they are crafted as part of carefully designed, more comprehensive approaches to managing ethical culture. Or better, I believe that by investigating more closely what an oath really is and what its preconditions are, we may gain insights that will help to change corporate culture for the better, even if companies do not wish to adopt oaths to manage ethics. Methodologically, this Article is grounded in various strands of philosophical research. In particular, I build on work from political philosophy on the value of freedom, and on work from epistemology (the philosophical theory of knowledge) on the value of knowledge and common knowledge (which borrows from economics to some extent). I strive to keep technicalities to a minimum to make my argument accessible to a wide range of interested readers and to highlight the main idea of this Article. However, a disclaimer must be made that philosophy is a conceptual rather than an empirical discipline, and as a result it has its own style of researching and writing that distinguishes it, sometimes starkly, from social science and legal scholarship.
Corporate responsibility for crimes that require thought, or lack of thought, has been the subject of much debate both in the UK and worldwide. This article investigates the current position in the UK, where a Bill is currently (October 2006) before Parliament, and briefly in Australia, where the law has been reformed at Commonwealth level, but not yet implemented in individual States. In line with developments in Australian and the UK law a realist rather than nominalist position is taken that explicitly recognises genuine corporate fault. The article looks forward to the cases that are likely to be brought under the "corporate culture" provisions. It suggests that the practical methods of providing evidence of corporate 'attitudes, policies, systems or accepted practices' could very well include the records of meetings, very much in line withthe method attempted in the failed Transco prosecution in Scotland. It issubmitted that the conceptual foundation for the realist approach is sound and that there are practical ways of bringing the company before the court. However, there are also some conceptual and practical difficulties to be faced. Issues identified include the question of responsibility for sub-cultures and the practical problem of a proliferation of different sorts of evidence and expert opinions that could be put before the courts.
GENERAL KNOWLEDGEName and Surname: Sema BilginField: Public AdministrationProgramme: Human Resources Management and DevelopmentSupervisor: Assistant Professor Ahmet Tuğrul SavaşDegree Awarded and Date: Master - January 2005Keywords : Corporate Culture, Human Resources Management ABSTRACTTHE PLACE OF CORPORATE CULTURE IN HUMAN RESOURCES MANAGEMENT AND AN EXAMPLEIn today's business world the competition is very dense by the effect of globalization. Organizations have to create differences for struggle by competition. One of the differences that organizations have to create is to turn into an institution by values that fit to the organization. In the way of institution process organizations create their own values and they hope from their employees to share their values. This is the process of creating corporate culture. In this process Human Resources Management direct their procedures according to corporate culture. In this thesis we looked the process of creating corporate culture by literature review. We also analyzed the interaction of Human Resources Management with this process. And we gave an example by descriptive research technique which is the method of qualitative researh. And this example is chosen from the ''Next 500 Major Industrial Enterprises of Turkey 2003 Research'' which is made by İstanbul Chamber of Industry. We chosed this example because of it is one of the 10 foundation of this research which supported our theory section.GENEL BİLGİLERİsim ve Soyadı: Sema BilginAnabilim Dalı: Kamu YönetimiProgramı: Human Resources Management and DevelopmentTez Danışmanı: Yrd. Doç. Dr. Ahmet Tuğrul SavaşTez Türü ve Tarihi: Yüksek Lisans - Ocak 2005Anahtar Kelimeler : Kurum Kültürü, İnsan Kaynakları YönetimiÖZETKURUM KÜLTÜRÜNÜN İNSAN KAYNAKLARI YÖNETİMİNDEKİ YERİ VE BİR ÖRNEKGünümüzde globalleşmenin etkisiyle artan rekabet ortamında geride kalmamak adına işletmeler çeşitli şekillerde farklılık yaratma çabasındadırlar. Bu çabalardan bir tanesi oturmuş değerler bütünü çerçevesinde kurumsallaşma çabasıdır. Kurumsallaşma yolunda ilerlerken, bir taraftan işletme değerleri belirlenir ve diğer taraftan bu değerlerin bütün çalışanlar tafarından paylaşılması beklenir. İşte bu süreç kurum kültürü yaratma sürecidir. Bu süreçte İnsan Kaynakları Yönetimi kurum kültürüne göre politikalarına yön verir. Biz bu çalışmada kurum kültürü oluşum sürecine literatür taramasıyla bakarken bu sürecin İnsan Kaynakları Yönetimiyle etkileşimini inceledik ve Nitel Araştırma Yöntemlerinden biri olan Tanımlayıcı (Betimsel) Analiz metodu kullanarak bir örnek verdik. Bu örneği, İstanbul Sanayi Odasının ''Türkiyenin İkinci 500 Büyük Sanayi Kuruluşu 2003'' araştırmasında ilk 10 daki işletmelerden biri olduğu ve çalışmamızın teori bölümünü desteklediği için seçtik.
China's accelerated development in the Post-reform era has led to the deterioration of its environment. Unfettered factories have turned the rivers red and poisonous with their unfiltered waste. Unable to ignore the physical consequences in the face of international criticism, China amended its criminal code to specify and bolster its protection of the environment in 2007. Following these changes, the country has continued to evolve its legal conceptions and approaches to corporate environmental crime, including harsh punitive measures with lengthy prison sentences, and even the possibility of the death penalty. This study incorporates the literature from white-collar criminology, green criminology and regulatory theory in its attempt to understand how China is conceptualizing and approaching corporate environmental crime through its legal system. Using a content analysis of court judgments, legislative documents and news media from Jiangsu province, as well as in-depth interviews of professionals knowledgeable about China's environmental issues, this study finds that within the rhetoric is an attempt by the government to urge corporations to consider maintaining a sustainable environment as part of their duty in their operating processes through both cooperative and punitive methods. The conceit of obligation lines up with the collectivist viewpoint advocated under the primary cultural traditions in China-- Confucianism and communism. Local/state corporations are likely entrenched in these traditions and thus, would be more amenable to this line of thinking when considering participation in deviant acts, such as illegal dumping or the smuggling of waste. At this early stage, corporate compliance appears more rote, but within China's larger plans to form a "green" society this green conscience could be cultivated and provide the pathway to a responsive regulatory system for handling corporate environmental crimes.
The study investigates the difficulties and scope for the corporate culture to incorporate psychological wellbeing into their policies. The main factors identified are lack of definition of mental health issues and psychological wellbeing in a unified manner. The study had been conducted with a secondary qualitative approach through analysis of journals, government reports and articles. It was found that due to this lack of definition and awareness about the impacts of mental health, corporations have failed to create a work atmosphere of job autonomy, lack of investments in workplace wellbeing programs, the lower engagement levels of the employees and lack of implementation of Equality Act of 2010 the psychological wellbeing is jeopardized. Results have suggested that corporations cannot discriminate employees long enough and policies incorporating wellbeing must be executed through a collaborative effort.
Выражение «тоталитарная корпоративная культура» сегодня является общеупотребимым. Однако оно соединяет в себе две разные науки: по- литологию и культурологию. Неслучайно, среди исследователей возникает спор: правомерен ли перенос понятий из одной научной сферы в другую. Цель, постав- ленная нами при написании статьи, — доказать, что корпоративная культура является проявлением современного тоталитаризма, распространившегося не только на область политики, но и на сферу культуры. В статье анализируется российская корпоративная культура периода становления: с 1990-х по 2010-е года. Особое внимание уделено корпоративным ритуалам, поскольку именно они явля- ются инструментом влияния руководства на «офисный планктон». В качестве источниковой базы использованы частные сообщения, собранные на различных интернет-форумах. Участники данных форумов сообщают и комментируют те или иные проявления «корпоративного фашизма», с которыми столкнулись лично. Орфография и стиль сообщений сохранены без . Expression totalitarian corporate culture appears to be commonly used. Nevertheless, it combines two different sciences: political and cultural studies. Not coincidentally a dispute arises among scholars: is it right to transfer a notion from one scientific area to another. The goal we targeted while writing this paper is to prove that the corporate culture turns to be a manifestation of current totalitarianism, which spreads not only on the sphere of politics but also on the area of culture. The paper analyses Russian corporate culture in its infancy: from the 1990th to 2010th. Particular focus is made on corporate rituals as soon as it's them which are controlling tools of management towards office plankton. Personal massages, founded in various Internet forums are taken as a source base. Participants of those forums present and comment some manifestations of corporate fascism, which they faced personally. Spelling and style of massage are kept unchanged.
International audience ; In an effort to shed light on this erosion of social change practices within Quebec community organizations, it is necessary to analyze how several of these community groups have, to various degrees, adopted some of the management techniques, practices, and culture of corporations through the implementation of New Public Management methods by government. We will also illustrate the challenges that this situation entails for local grassroots democracy. This article focuses on the Quebec experience while being aware, as indicated by the introductory sentence, of the influence global trends have had on the evolution of State-community sector relations. For this reason, our use of theoretical literature is not limited to, although drawn heavily from, Quebec, thus recognizing the specific situation of Quebec within global capitalism.
Despite various contextual factors being reported to have infl uenced organizational commitment among employees, more empirical evidences are required. This is important as to reaffi rm such assertion in the growing body of literature on organizational commitment.In line with that, this study attempts to examine the infl uence of corporate culture on organizational commitment. Corporate culture is assessed in terms of communication, teamwork, training and development, and reward and recognition.A survey was conducted among public servants of selected government agencies in the Northern Region of Peninsular Malaysia. Based on the statistical analyses, the fi ndings reported that communication, training and development, and reward and recognition have a signifi cant and positive infl uence on organizational commitment.In the discussion section, all signifi cant factors in enhancing organizational commitment among public servants are elaborated. Finally, recommendations as well as theoretical and practical ramifi cations are brought to fore
We should start with the notion «culture». «Culture» takes its root from the Latin word «cultura» that is translated as education, upbringing, respect and development. «Culture» is a notion that has many meanings in different spheres of human activity, for example, in History, Political science, Philosophy, Economics and etc. Hence, the definitions of «culture» are connected with the sphere where it is studied and from what point of view it is regarded by the representative of the human activity sphere. ; We should start with the notion «culture». «Culture» takes its root from the Latin word «cultura» that is translated as education, upbringing, respect and development. «Culture» is a notion that has many meanings in different spheres of human activity, for example, in History, Political science, Philosophy, Economics and etc. Hence, the definitions of «culture» are connected with the sphere where it is studied and from what point of view it is regarded by the representative of the human activity sphere.
The article is concerned with corporate culture as a multifaceted socio-cultural phenomenon, based on the values of professionalism. It serves as an accelerator for the innovative transformations, where the so-called «human factor» is in the centre of attention. Corporate culture being an integral part of modern social life is considered in philosophical and anthropological plane. Philosophical and anthropological approach to the issue of corporate culture enables to reveal its impact on a modern man, whose life is greatly influenced by the logics of active and mobile society. In order to fully understand the problems of corporate culture it is necessary to distinguish the image as its important constituent. The purpose of the research is the philosophical reflection of the problem of image as a part of corporate culture, understanding of its content and importance for the development of effective systems of social management, promoting understanding of the socio-psychogenetic trends of the current stage of civilization development. The image formation is based on the results of the organization's activity, means of advertising, media and communications, the development of public relations – PR, etc. A socially promising and socially responsible way of getting results of the activities are also very important in the process of image formation. It helps to create trust in the organization, promote sales and gain a good company's reputation. The image of the organization is analyzed as a concept consisting of two components: descriptive (or information) that reflects the image of the organization, and evaluative, which exists because any information about the organization encourages public evaluations, emotions, which may have different intensities and may be either accepted or rejected. The author of the article investigates historical roots of the emergence of the above mentioned phenomenon which goes back to the times of the Bible character Aaron, Israel's first high priest and the brother of Moses. Aaron speaking to the people instead of Moses was called by God as the mouth of Moses and his prophet. Machiavelli, having the feeling of image and developed image thinking, is considered to be one of the first «theorists» of the image. The main feature of such thinking lies in the ability to reflect and act in interpersonal space, predicting people's reactions and correlating their actions with these reactions. In general, the term «image» appeared not long ago with the beginning of democratic changes in society. The author considers that not all problematic questions connected with research of the image as bases of formation of corporate culture can be highlighted within one publication. Among such problems first of all it is necessary to call new forms of corporate image which result from the formation of structures of global management. This perspective goes beyond philosophical-anthropological analysis into the plane of social philosophy and can be considered as an open question. ; В статье раскрываются имиджевые результаты деятельности организации, средства рекламы и коммуникации, особенности развития общественных связей. Исследованы пути и требования к формированию имиджа и доверия к организации, их влияние на рост продаж, улучшение репутации и имени предприятия. Автором определены особенности корпоративной ответственности организаций, их отличие в соответствии с корпоративной индивидуальностью, которая отображается в деятельности организаций, очерчены основные требования к формированию имиджа ; У статті розкриваються іміджеві результати діяльності організації, засоби реклами та комунікації, особливості розвитку громадських зв'язків. Досліджено шляхи та вимоги до формування іміджу та довіри до організації, їх вплив на зростання продажів, покращення репутації та імені підприємства. Автором визначено особливості корпоративної відповідальності організацій, їх відмінність відповідно до корпоративної індивідуальності, відображеної в діяльності організацій, окреслено основні вимоги до формування іміджу
The paper describes an experimental research conducted at the Military Institute. On the basis of the free-association test results the author describes the peculiarities of military corporate culture reflected in the Military Institute students' language consciousness. ; Статья посвящена проблеме изучения корпоративной культуры военных наоснове данных ассоциативного эксперимента. Автор описывает спецификукорпоративной культуры военных, оказавшей влияние на языковое сознаниекурсантов.
The objective of the study is to determine the role of self-governance in formation of corporate culture of Automation of Production Faculty of Ufa State Petroleum Technological University. The article identifies difficulties of development of system corporate communication and complication of thematics. It concerns the role of students' communication and formation of young professionals, analyzes the way faculty life is reflected in corporate media ; В статье рассматривается роль студенческого самоуправления в формировании корпоративной культуры Факультета автоматизации производственных процессов Уфимского государственного нефтяного технического университета. Отмечены трудности развития системы корпоративных коммуникаций и усложнение тематики. Выявлена роль студенческих коммуникаций в социализации и профессиональном становлении молодых специалистов. Анализируется отражение жизни факультета в корпоративных изданиях
