Knowledge management is an emerging business practice throughout commercial industry and is becoming more recognized as a valuable concept in the Department of Defense and the Federal government. In March 2001, Captain William Bower completed a research effort that proposed a framework model for guiding the identification and selection of knowledge management initiatives within the Air Force. The members of the Delphi committee that participated in the original research to develop the decision framework recommended that organizational culture be more emphasized. Therefore, this research effort evaluated the decision framework proposed by Captain Bower and adapted the framework by including organizational culture. To incorporate organizational culture into the framework, this research identified cultural factors that can be assessed to determine whether or not a given organizational culture is ready to implement knowledge management initiatives. An additional step was then added to the original decision framework; this step is focused on determining whether or not an organizations culture is knowledge friendly.
A survey has been conducted to audit the corporate image of selected GLCs in Malaysia using corporate identity elements, where data were collected from a sample of middle managers.Correlation analysis was used to analyze the data.Results indicated that all studied elements of corporate identity components (corporate behavior, corporate communication, corporate design, corporate culture, corporate strategy, and corporate personality) have significant contribution towards corporate image.Thus, managers have to carefully strategize these elements in their internal branding initiatives to come out with excellent corporate image.
Higher education on the corporate model imagines students as consumers, choosing between knowledge products and brands. It imagines itself liberating the university from the dictates of the State/tradition/aristocratic self-replication, and putting it in the hands of its democratic stakeholders. It therefore naturally subscribes to the general management principles and practices of global corporate culture. These principles – transparency, accountability, efficiency – are hard to argue with in principle. But an abstract argument in political economy comes down to earth in the challenges facing the arts and humanities, after the 'Education Revolution', to justify their modes of life.
The article deals with different aspects of developing a company's organizational (or corporate) culture in the changing economic and political situation in modern Russia. It analyses the interactions between a corporate culture and efficiency of a company's business activities.
The links of management culture and corporate social responsibility in this part are verified and substantiated by statistical calculations. The connections were verified according to such categories as the culture of managerial staff, the culture of organisation of the management processes, the management culture of working conditions, the culture of documentation system, the behaviour of a socially responsible organisation and the behaviour of a socially responsible employee. The results of the research showed the different strength of the relationships of the management culture and corporate social responsibility, which may be significant when organising the changes in the management culture, oriented to the implementation of corporate social responsibility.
Education and training are recognized as the crux of developing green organizational cultures in the achievement of corporate sustainability. Should ecology training be linked with the practical work of corporate members? Should they "learn by doing" or "do by learning"? The present study covered the links between environmental education and training and its success in greening the employees and corporate cultures. It investigated the effectiveness of environmental training and models a suitable training approach in developing environmentally aware corporate cultures. The study first revealed the drivers and challenges of implementing environmental education and training in managerial perception. 13 environmental managers of sustainability leading corporations and governmental departments in Hong Kong were surveyed by either face-to-face interviews or mailed questionnaires survey. The role of environmental education and training in raising employees' awareness toward a more sustainable manner has been fully recognized by the surveyed mangers. However, engaging employees in environmental learning was found to be the single biggest challenge among the managers. Managers have faced a dilemma when designing training content and training approaches. A wide range of rationales and determining factors were identified in the study. They were employee interests and motivation, training practicability and applicability, justification of resources and continuity of training impacts. A series of environmental education and awareness training programmes of The Hongkong and Shanghai Banking Corporation Limited (HSBC) were used as a case study. Evaluation of the training outcomes, in terms of changes in participants' environmental knowledge, attitudes and behaviour, was surveyed by using self-completion questionnaires with retrospective post- and then-test design. Across the 47 responses, the results show that employees gained knowledge and changed their values and behaviour towards the environment significantly. The acquisition of knowledge and attitude change leads to the development of green behaviour both in the workplace and at home. Training design and approach, relevance and applicability of training content were found to have the greatest impact on the training outcomes. A combination of direct- and indirect- experiences in the training is also essential as the employees have direct contact with nature for affective-based attitudes while a proportion of indirect experience training is responsible for intellectual development. Training should be available for employees from each stratum in the company rather than only focusing on pinpointed management staff since it could promote a workable interface between employees and the corporation. Furthermore, organizational support including supervisory and peer support is vital to the training outcomes by encouraging employees to perform pro-environmental behaviour at work, in turn, greening the corporate culture. This study brings to the conclusion that, even though transition of sustainable corporate culture is a long process, it could be achievable in real-life businesses through utilizing an effective environmental education and training with properly designed strategies. ; published_or_final_version ; Kadoorie Institute ; Master ; Master of Philosophy
This study aims to outline and critically analyze key shades in the contemporary meaning of the military culture. An etymological study is conducted, based on a literature review of academic publications in the sphere of military culture. Furthermore, text mining was performed in the bodies of deliberately selected publications in order to explore the contemporary tendencies in developing of the professional language in this sphere. An elaborate set of interconnected, rich shades in the meaning of the military culture are identified, based on the reviewed scientific literature, organized and depicted by creating a useful mind-map. On this base an overarching contemporary definition of the aforementioned term is proposed. The identified items from the set of the reviewed scientific publications in this study are discoverable as open access documents on the first ten electronic pages in the academic database of Google Scholar. Seven shades in the meaning of the military culture are identified. The latter and their attributes are logically arranged by means of mind-map. Finally, a new overarching definition of military culture was formulated, considering its simultaneous realizations on different levels, its cultural forms, functions, pursued aims and means of their accomplishment, modernity in its stakeholder management, and its main impacting factor, i.e. the capability to switch between two alternative states of society.
This chapter explores answers to the question that how national cultures influence the management cultures of organizations. In this case, therefore, differences and similarities among the national cultures of Pakistan, Mexico, and the USA are under investigation in order to analyze the impacts of such differences and similarities on the management cultures of organizations located in these countries. The outcomes of the analysis based on the existing literature suggest that differences in national cultures greatly influence the way organizations are managed in these countries. These findings present cross-cultural management challenges for organizations working in these countries, especially when they want to build trilateral or bilateral business partnerships. This is in addition to the fact that the USA and Mexico are geographically far from Pakistan.
In seeking to understand the antecedents of corporate social responsibility (CSR) practice, existing accounting literature has a strong focus on external economic factors such as governmental regulation, competitive advantage, and stakeholder concerns with the social impact of the corporate activity (Seuring & Müller, 2008). The fundamental assumption on which this business case relies is the existence of a market that demands and pays for 'desirable' CSR practices (Carroll & Shabana, 2010). A lack of such a market will, in certain cases, strike at the foundation of this approach. With reference to cultural theory (Douglas, 1966, 1986, 1999), this research aims to generate a holistic interpretation of why certain CSR issues elicit a firm's response and why firms display a range of responses to social issues by focusing on the internal processes and practices of a case company Cocoa Co. that is actively engaged in its sustainable supply chain program Cocoa Future and attempts to reflect strategic imperatives in its initiatives. Rather than assuming that firms follow a universal instrumental rationale to justify their engagement with CSR, the novel conceptual framework (Douglas, 1966, 1986, 1999) adopted in this thesis distinguishes firms by their diverse cultural biases operating within the organisational structure. CSR communication is identified as the appropriate field for uncovering tension and collaboration between different cultures in the interpretation of issues and the selection of action, because it is through this culturally informed process that meaning is negotiated between various organisational participants (Brown & Starkey, 1994). Content analysis is conducted to examine archival documents that captures various form of internal communication and external communication. Acknowledging that different cultures coexist and compete constantly for dominance (Douglas 1999), this research investigates the various ways organizational participants make sense of organisational reality and their ...
PURPOSE: The main purpose of this article was to establish and demonstrate the relationship between changes in perception of university's organizational culture in the opinion of students from civil and military universities. ; APPROACH/METHODOLOGY/DESIGN: The main research problem was presented in the form of the following question: Is there a relation between the type of university (Civil vs. Military) and the students' perception of the university's organizational culture? In order to solve the presented research problem, a diagnostic poll method was used, carried out by means of a survey technique, with the use of a survey questionnaire tool. Statistical analyzes were carried out with the use of IBM SPSS Statistics 26 package. Thanks to it, frequently analysis, the cross-table analysis with chi-square test and rho-Sperman correlation analysis have been made. The study involved 890 students at both civil and military universities. ; FINDINGS: It can be stated that empirical research about organizational culture, especially in the context of universities and research on the students' opinions on this subject will allow for the development of new solutions regarding the functioning of universities which will also allow the adaptation of the educational offer to the current, changing needs of students. ; PRACTICAL IMPLICATIONS: The obtained empirical data made it possible to establish a direct relation between the variables such as elements of organizational culture, changes in it and relations with the external environment and the perception of the organizational culture of the university from the point of view of civil and military students. ; ORIGINALITY/VALUE: The article presents the author's approach to the question of researching the opinion of civil and military students in the context of changes and elements which create the organizational culture of university which students study in. The problem discussed in the article is timeless and extremely important because students have an influence on the ...
Although much has been discussed about corporate sustainability practices, little is known about the work that supports them. How do corporations actually manage such complex issues? Can one say that human efforts for sustainability are sustainable as well? These questions were investigated through interviews with 10 large corporations in Brazil. Results show: how organisational features end up leveraging or limiting sustainability efforts; how this issue can actually introduce severe tensions into workers' routine; and how corporate culture, power relations, and wider social and political issues also have to be addressed if work's sustainability is to be considered in depth.
Since 1999 Germany has had two major tax rate changes: in 2000 the statutory corporate tax rate fell from 45% to 25%, and in 2008 the tax rate further fell to 15%. Although tax rates have decreased, German culture is inherently conservative, and politicians have worked to keep the tax base stable so Germany can continue to have a balanced budget and satisfactory tax revenues; however, Germany is part of the European Union and is bound by decisions from EU entities. At times Germany's methods of maintaining tax revenue are in conflict with the European Commission and decisions handed down from the European Court of Justice. ; Germany, taxation, EU ; A Thesis submitted to the Department of Accounting in partial fulfillment of the requirements for graduation with Honors in the Major. ; Spring Semester, 2014. ; October 29, 2013.
This article uses two case law examples (New Zealand and South Africa), to illustrate how a questionnaire could be developed in practice as a method to identify a breach of ethics with reference to King IV, the FMA handbook and the NZX code. These two cases use terminology as found in relevant corporate governance codes and illustrate how to interpret those terminologies correctly, i.e. in terms of honesty and integrity. Relevant literature is reviewed in reference to the two case law examples. To interpret a corporate governance term properly, reference should also be made to appropriate legislation, e.g., the Companies Act when drafting a questionnaire. To understand corporate governance codes a holistic view should be adopted by the board of directors when drafting a corporate governance questionnaire. Such a questionnaire could provide the necessary insight as a method to prevent unethical business behaviour in future.Keywords: corporate governance; integrity; honesty; director; ethics; King IV; NZX code;corporate culture https://doi.org/10.19108/KOERS.85.1.2465
The article socio-philosophical analysis of corporate culture in terms of economic activity and is based on the principle of economic rationality. Economic laws are discussed in the context of social trends, according to which members of the public in certain circumstances a certain course of action is expected. Historical-philosophical analysis of economic culture, national culture, labor and management revealed the historical and socio- economic conditions of the corporate culture in modern Ukraine. The economic culture of Ukraine is complex and controversial. Feature Ukraine is the weakness of its institutional capacity. Contradictions extreme fighting and coexist, passing one another without indirect links directly. The most important core value of the business culture is labor. Work as a cultural value has a significant impact on economic development, however, the value of labor is determined by economic, political and socio-cultural conditions. Necessary attribute of any economic activity is practicality and rationality. Attitudes toward practicality in Ukraine has been mixed. There was a strong tradition of conviction of personal enrichment and "middle class" as a domestic, everyday practicality. This tradition has been associated with collectivist ideal, as the peasants, and in the liberal intelligentsia, who claimed the moral ideal of " serving the people". One reason for the lack of development of corporate culture in Ukraine is immersion in domestic issues, the desire to improve the welfare seemed somewhat contrary to the highest ideals. Supported Orthodoxy ideal simplification, to minimize consumption and everyday domestic comfort became widespread among some of the intelligentsia. On the other hand, the practical ability to achieve abundance, get rich honestly always respected in Ukraine, as in other countries. Appreciated boss, energetic merchant that expands their business honestly, sturdy peasant, who personally created the material basis of life. Society defines a natural respect for the initiative, business acumen and prudence fair, establishing economic mechanism. Corporate culture on the territory of Ukraine is only beginning its democratic path formation. Social philosophy has undeniable advantages as a methodological basis of scientific research ways to optimize social development. Socio-philosophical analysis of the problems of corporate culture and corporate ethics is justified response time challenges that require urgent reforms in the public consciousness of ukrainians. ; Економічні закономірності та корпоративна культура аналізуються в статті відповідно до принципів економічної раціональності в контексті суспільних тенденцій, згідно з якими від членів суспільства за певних умов очікується певний образ дій. Корпоративна і господарська культура України складна і суперечлива. Її особливість полягає в слабкості вітчизняного організаційного потенціалу. Найважливішою базовою цінністю господарської культури розглядається праця. Праця як цінність культури суттєво впливає на господарський розвиток, разом з тим цінність праці визначається економічними, політичними та соціокультурними умовами. Необходімими атрибутами будь-якої господарської діяльності є практицизм і раціональність. Ставлення до практицизму в Україні протягом досить довгого часу було досить неоднозначним. Існувала відома традиція засудження прагнень до особистого збагачення і «міщанства» як побутового, повсякденного практицизму. Ця традиція була пов'язана з колективістським ідеалом, поширеним і серед селян, і серед ліберальної інтелігенції, яка, у свою чергу, намагалася стверджувати моральні ідеали безкорисливого «служіння народові ». Поширення серед певної частини інтелігенції отримав і підтримуваний православ'ям ідеал спрощення, тобто зведення до мінімуму споживання і повсякденного побутового комфорту. З іншого боку, існувала і тенденція, де культивувалося практичне вміння домогтися успіху, достатку, чесно розбагатіти. І в Україні, як і в інших країнах, також цінувався господар, енергійний підприємець, що розширює свою справу чесним чином. Суспільство підтримувало природність поваги до ініціативи та справедливої розсудливості, вміння налагодити господарський механізм. Корпоративна культура на території сучасної України знаходиться ще на початку шляху свого демократичного формування. Соціальна філософія володіє безперечними перевагами як методологічне підґрунтя наукового пошуку можливості оптимізації суспільного розвитку. Соціально-філософський аналіз проблем корпоративної культури та корпоративної етики виправданий викликом часу, і вимагає невідкладних перетворень у суспільній свідомості українців.
