Organizational Culture

Based on your reading of the textbook chapter, describe and give an example of an assumption in your organization. This should be a belief that is “taken for granted”, about “the way we do things here”. 

In responding to question 2 this week, be careful not to confuse assumptions in the contemporary sense with the anthropological meaning as it is ascribed to it in culture studies. In the contemporary definition, an assumption is a belief that something is true or accepted as true, often without proof. For example, “In my company, people assume that you can leave early on Friday” or “An assumption is that if you work hard you will be recognized”.

In organizational culture, as described by Schein, basic assumptions are much deeper than that. Basic assumptions are generally around the nature of something. 

For example, a basic assumption around the nature of humans:

“Humans are inherently evil. They will tend to cheat or lie if they can get away with it”.

Or, a basic assumption around the locus of control:

“Nature controls us. So it doesn’t matter what I do, whatever will happen, will happen.”

Read the explanation carefully before responding:

Schein describes some assumptions around core problems organizations face:

1. External adaptation and Internal Integration

This are the core problem groups and organizations are faced with : survival in and adaptation to the external environment and integration of the internal processes to ensure the capacity to continue to survive and adapt.

Do we control our environment or does the environment control us?

All groups develop norms around these categories and if these norms get external tasks done while leaving the group reasonably free of anxiety, the norms become critical genetic elements of the culture DNA.

2. Reality and Truth

All kinds of society are based on deeper assumptions on general abstract issues.This is how people relates to reality and truth, time and space, human nature and how people should relate to each other. Reaching consensus for instance is a process of building a shared social reality. There are many different criteria for determining truth, from belief and morality (pure dogma and right / wrong dichotomy) to pragmatism (scientific method).

Is there an actual truth? Is reality objective or subjective?

3. Time and Space

Anthropologists have noted that every culture make assumption about time. Schein identifies three types of organization depending on their time orientation : past, present and future. 

Is time monochronic and polychronic?

Monochronic is a view of linear time that can be split, wasted, spent etc … This is typical of the western rational cultures. Some culture in Southern Europe or Middle East view time as polychronic, a kind of medium defined more by what is accomplished than by a clock, within which several things can be done simultaneously.  In polychronic cultures, relationships are viewed as more important than short-run efficiency and may leave monochronic managers frustrated and impatient.

Space has both a physical and a social meaning and feeling about distance have biological roots. This ends up in different levels of distance (intimacy, personal, social, public) whose length may differ depending on the culture. Also space includes a symbolic value through different allocations (executives at the top of the building, managers with dedicated office etc …). This is one of the reason why the introduction of new communication technologies (email, collaborative spaces, social networks)  causes anxiety : it forces to the surface assumptions that have been taken for granted in terms of relation to space.

4. Human nature, activity and relationships

Are humans inherently good or evil?

Douglas Mc Gregor has well known framework on this subject known as Theory X (managers believe people are lazy and must be motivated and controlled) and Theory Y (people are basically self-motivated and need to be channeled and challenged). The latter assume it is possible to design organizations that enable employee needs to be congruent with organizational needs. This is the dimension of organizations seeking to grow and to dominate their market.

Do we control nature or does nature control us?

There is the Doing orientation whereby nature can be controlled and manipulated, there is a pragmatic orientation toward the nature of reality and a belief in human perfectibility. On the other hand, the Being orientation where nature is powerful and human is subservient to it, an orientation that implies fatalism and enjoying what we have, here and now. This is the orientation of organizations looking for a niche, trying to adapt to external realities rather than creating markets.

In between both there is the Being-In-Becoming organization where the focus is on development rather than on a static condition. It is more on what the person is and can become rather than what the person can accomplish.

References

 https://scholarworks.gvsu.edu/orpc/vol4/iss4/3/ 

 https://thehypertextual.com/2013/01/17/edgar-schein-organizational-culture-and-leadership/

https://learn.umgc.edu/d2l/le/content/510657/viewContent/19033531/View

N/B……….Pls stick to the references

Coursework_ais 624 4

Coursework_ais 624 4
Code_SE00100070020206DAA

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Topic ais 624 4

Subject Area Coursework

No.of pages/Wordcount 2 pages

Urgency 12 to 24 hours 

Citation Style

————–APA————-

Assignment Details

https://ithandbook.ffiec.gov/it-booklets.aspx

the booklet is on this website

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Attached files: 

https://drive.google.com/file/d/1fmmj94BZCUGvHosuK-QncYkJf2RyiiVy/view?usp=drivesdk

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Mar

 

reply to the students’ response and not the question  in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name 

question-

  

Jason works for a car rental agency. Part of his religious observance is to pray several times per day.  He approaches Supervisor Jan with a request for two additional 10-minute breaks per day in order to engage in prayer.

Instructions: Please write in essay format.  Include the guidance below in your analysis:
a) Set forth the federal statute and/or theories of law that are applicable.
b) Identify the legal issue(s) that exist.
c) Apply the facts of the case to the elements of the law/theories of law.
d) Cite a case in the text which is on point with the scenario, or compare and contrast with a case in the tex

students response

 

The federal statute that is applicable to Jason’s scenario is Title VII of the Civil Rights Act of 1964.  The federal statute states:  “The term ‘religion’ includes all aspects of religious observance and practice, as well as belief” (Bennett-Alexander & Hartman, 2019, p 543).  Although religion is considered a protected class under Title VII, there are specific guidelines.  “Unlike the other categories included in Title VII, there is not an absolute prohibition against discrimination on the basis of religion. Rather, under Title VII, we see for the first time a category that has built into it a duty to reasonably accommodate the employee’s religious conflict unless to do so would cause the employer undue hardship.” (Bennett-Alexander & Hartman, 2019, p 540).

Under Title VII Jason has the right to to request reasonable accommodations for two additional 10-minute breaks regarding his religious belief of prayer.  “The U.S. Supreme Court has held that, in attempting to accommodate the employee, all that is required is that the employer attempts to make a reasonable accommodation” (Bennett-Alexander & Hartman, 2019, p 549).  Some examples of reasonable accommodations would be “Modifications to workplace practices, policies or procedures, such as flexible scheduling, voluntary substitutions, swaps, job reassignments and lateral transfers” (SHRM,  2015). 

If the car agency does not apply their duty to reasonably accommodate for the two additional breaks, Jason would have a basis to file a Failure to Accommodate claim.  A similar case  “Tyson v. Clarian Health Partners, Inc., the employer was faced with what to do with a Muslim employee working in the hospital who used an empty hospital room to perform her ablutions (ritual washing up) before praying, in violation of hospital rules”(Bennett-Alexander & Hartman, 2019, p 542).  This case is similar that both needed reasonable accomodations .  Fatou Tysons case [“Tyson v. Clarian Health Partners, Inc.]  did have the following claims against the employer: 1) Failure to Accommodate, 2) Discharge Based on Religion and 3) Harassment. The court held that the employer failed to reasonably accommodate the employee’s religious conflict as to the ablutions, but not the prayer.  Clarian provided Tyson with multiple spaces she could pray during working hours.   “The undisputed evidence shows that Clarian offered and Tyson accepted a reasonable accommodation that enabled her to pursue her practice of prayer throughout the course of her employment”(CaseText, 2014). 

The U.S. Supreme Court has held that, in attempting to accommodate the employee, all that is required is that the employer attempt to make a reasonable accommodation (Bennett-Alexander & Hartman, 2019,  p549).  Therefore, Jan [Jasons supervisor]  should accommodate Jasons request for two additional 10 minute breaks.  As the case of Tyson V. Clarian Health Partners, Inc, these additional breaks are Jasons Title VII rights under religious belief in prayer.   In addition,  the breaks are a  “reasonable” request and does not appear to  cause “undue hardship” for the employer.  

References

Bennett-Alexander, D., & Hartman, L. P. (2019). Employment law for business.      McGraw-Hill Education.

Case Text (2014)  Tyson v. Methodist Health Group. CaseText.       https://casetext.com/case/tyson-v-methodist-health-group

Society for Human Resource Management (2015) Accommodating Religion, Belief and Spirituality in the Workplace. SHRM. https://www.shrm.org/resourcesandtools

/tools-and-samples/toolkits/pages/accommodating-religion,-belief-and-spirituality-in-the-workplace.aspx

4 dis

Perform a cost volume profit (CVP) analysis on a couple of alternatives that management is considering for implementation (details to be worked out).

Download and review the case study.
Report Issue

Perform a cost volume profit (CVP) analysis on a couple of alternatives that management is considering for implementation (details to be worked out).

Download and review the case study in the Week 4 Discussion Question [DOCX] and the Week 4 Discussion Spreadsheet [XLSX].

These two files contain the data necessary to complete the CVPs (dollar breakeven and volume breakeven) and to create the CVP graphs for each alternative.

For this discussion, you will prepare a narrated PowerPoint presentation (15 minutes in duration).

MGMT5/2

  PLEASE READ THE ASSIGNMENT CAREFULLY!

350-500 WORDS

There have been effective female corporate leaders like Sheryl Sandberg, Meg Whitman, Phebe Novakovic, Ursula Burns, Indra Nooyi, and Ellen Kullman. However, women currently hold 4.6% of chief executive officer (CEO) positions; 16.9% of board seats; and 14.6% of executive positions (Catalyst, 2014). Discuss the following:

  • Do you   think there is a glass ceiling for women leaders? How would you explain the gender gap for women? Justify and support your answer with data and scholarly references. 
  • Identify a well-known past or present woman (someone your classmates could find historical information about) that you would consider a great leader. 
    • Identify 5 qualities that make her a great leader. Are those qualities unique to her being a female? 
    • Review some decisions made by her and discuss whether you think those decisions would have been the same if a male was in that role. 
  • When you review the profiles of female world leaders like former Prime Minister Benazir Bhutto of Pakistan, Gro Marlem Brundtland of Norway; and President Dilma Rousseff of Brazil, do you see differences in external perceptions, pressures, and reactions because they are female leaders? If yes, how do  you account for these differences? If no, what evidence do you have that they are treated the same as male leaders? 

Please support your responses with appropriate data and research. 

Reference: Catalyst. (2014, March 3). U.S. women in business pyramid. Retrieved from http://www.catalyst.org/knowledge/us-women-business-0