An Analysis of Lincoln Electric Company’s Culture through Assessment of its Case Study After thorough investigation of the Lincoln Electric Company’s (LEC) Harvard Case Study, certain understanding and reflections may be made about the company’s culture from a multi-faceted perspectives such as the visual aspects of culture and its maintenance dynamics as observed in the textbook’s Chapter 8. ( Carpenter, Taylor, & Erdogan, 2009) Continuing Influence of Founders at Lincoln Electric It is easily evident from the case study that the diverse aspects of LEC’s operations --- from investors, employees, and customers to how the senior management conducts and approaches its business --- all reflect the philosophy, vision, and ideals of its founders:
Organizational Culture Assessment Executive Summary Organizational culture denotes a set of values, artifacts, beliefs, assumptions, and norms that emerges from the interactions of members of an organization. It is a generic term used to signify a host of behaviors that connote general operating norms of conduct for a corporation and the framework against which organizational effectiveness is evaluated. The aim of this paper was to examine the cultural values of Baxter Healthcare Corporation and report on how the company’s organizational culture affects the way it operates and perform its objectives. Moreover, by using information regarding Baxter’s corporate culture obtained through a face-to-face interview with Baris U. Agar, Ph.D. – a senior
The first section of this essay focuses on the possible causes of corporate failures, including dominant CEO, poor strategic decisions and the failure of internal control.
The Ford Company has also established financial services to expand and cater to the needs of their customers to purchase a vehicle, providing direct loans from the company. Currently, the external environment is conducive for Ford Motor Company, expecting for a demand for its products in the coming three years. The tax, fiscal, and economy policies in the present automobile market are favorable for the Ford Motor Company at the national and international levels. General Motors Corporation (GM) headquarters are in Detroit, Michigan. This company has employees approximately 250,000 employees, and it had approximately 20 percent market share in the automobile industry.
Abraham Zaleznik in his article, “Managers and Leaders: Are They Different?” (1977) puts forth a claim that in every aspect of personality and reaction to certain events, managers and leaders are fundamentally different from each other. In this paper, I shall summarize Zaleznik’s argument and subsequently his reasons and evidences to make such a claim. To build on his main claim, Zaleznik at first creates a fine line between managers and leaders based on their personalities. He states that a manager operates in the realms of rationality; his reasons being the structured, ordered environment managers exercise their power in: the business organization.
An organisations culture is a reflection of its identity. How employees act and talk about the business reflects on Boost Juice’s brand imagine (Chron,2016). Looking at Grace for example, Janine said that she reflects the youthful Juice Boost culture. Having a positive motivated manager will reflect on the whole team and inspire them. When Tina started cutting back her hours as a manager at her store in Perth due to health issues, the stores figures went down, proving that the team follow the attitude and effort put in by the manager.
“Good units walk a thin line between indiscipline and ineffectiveness. Ignore the rules too often and you’ve got a mob, but enforce the rules too strictly and you’ve got a herd.” by Henry V. O’Neil represents the notion behind an effective organizational behavior. In an organizational settings, how well the employees are managed and understood depends on the leadership style exhibited by the leaders. Finding the right balance between being too strict or too easy with the employees not only create an ideal work environment but also increase productivity and reduce employee turnover.
The importance of organizational culture: We can define the Organizational culture as a system of beliefs and shared values about what’s appropriate and important in an organization it also includes relationships and feelings externally and internally. Every organization’s values are supposed to be unparalleled and are widely shared and reflected in daily practice, relevant to the strategy and organization purpose. It is necessary to understand the culture of the workplace setting as well. This is where the human resources management policy is very important because it reflects and reinforces organizational values and culture. Alphabet games wants to increase the small games and survive the big profitability The Developers are struggling to control escalating costs, technological progress and consumer demands and economic conditions all combined to challenge business models and strategic positioning.
The Importance of a Company’s Culture The culture of a company is one of the most important and sometimes overlooked factors in an organization. The culture can increase employee engagement and increase productivity which will allow a company to reach its goals, “From productivity and engagement in the organization’s day-to-day, to an employer brand that naturally fuels recruiting efforts, to creating a lasting brand that customers immediately recognize, there’s no escaping it – culture radiates outward into the marketplace” (Straz 2015). The culture can have a great impact on the employees. Employees thrive in a positive working environment and the ability to engage with their managers without fear of retaliation.
The analysis will be made on a basis of combination with the pre-understanding of crisis management theory and the empirical data, by answering the three research questions respectively as follows: What are the reasons that force Toyota coming to the troublesome crisis? Crises pose certain risks to an company – potentially affecting critical aspects like reputation, image, brand equity, credibility, publicity, financial viability, legitimacy, community standing, etc. (Smudde, 2001). In auto industry vehicle recalls happen all the time and everywhere.
Additional, they were lack of communicate and lack of understandable roles. They were lack of control environment that they did not assign a good duty of segregate for each level. The company just focus on solving extreme high risk problem and ignored the expert advices, demonstrated by Tony Hayward. When the disaster appeared, the board is lack of oversee in operation, had a slow reaction on solving. This failure is resulted in inconsistent of organizational culture.
The purpose of this essay is to identify management strength and weakness that need to be developed. It is because of the need to recognize own weaknesses and learn how to make them benefit from management. In my view, management is the process of planning, organizing, leading and controlling the power of people who are involved in activities of organization in order to achieve the goal of organization. Skills of effective manager, time management skills and team leader skills are necessarily needed in management.
Before I attend to this class, I think Organizational Behavior (OB) is a concept how behavior affects the management, leadership and relationship among people in an organization resulting from the meaning of OB word by word. Nevertheless, this assumption was changed after I attend the Organizational Behavior class, which has the subject code BUS 314 thanks to my lecturer- Mr. Nguyen Dinh Hoang, who put huge efforts to inspire me to learn this subject. At the beginning of this course, he drew an overview of Organizational Behavior, is a field of study that explores the impact of three determinants: individual, groups and structure of an organization.
" Leadership is the ability of a superior to influence the behavior of subordinates and persuade them to follow a particular course of action." - Chester Barnard Max Weber 's Theory: Types of Leadership In Max Weber 's theory, he wrote about three types of leaderships: Bureaucratic, Charismatic, and Traditional. Weber was one of the first of the theorists to recognize that leadership itself was situational in nature, and that effective individuals needed to move dynamically from one type of leadership style to another to remain successful. 1] Bureaucratic Leadership "Bureaucratic administration means fundamentally domination through knowledge." Bureaucratic leadership is based upon fixed official duties under a hierarchy of authority, applying a system of rules for management and decision-making.
It refers to the patterns of communication, interpretation and adjustment between individuals. Both the verbal and nonverbal responses that a listener then delivers are similarly constructed in expectation of how the original speaker will react. Workers contribution is more involved in this theory. (Markes, 1999) Contributions 1)
