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- What industry do you work in and what is your role?
- What are your responses in your role / position?
- Can you describe to the function of your workplace / company?
- How many departments, how many offices. National or International?
- What is the Minimum requirements for employment ie Education or Experience?
- How many opportunities are there to ‘move up the ladder’?
- What is the process for changing job roles ie Interview? Test?
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General discussion about your workweek:
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- Have you ever wondered why everyone shows up 5 minutes late to meetings in your office, while your friend insists meetings start right on the dot at her company? Or perhaps why some people seem to get all their friends from work, while others never see their coworkers outside the office?
- Company culture holds many of the answers to these and countless other differences between organizations. In order to better understand the types of culture and the optimal approach to dealing with each, four organizational development experts conducted a literature review to create eight distinct culture buckets (the results of which were published in Harvard Business Review in 2018). To save you the reading (and the expense of buying the article), we’ll discuss the two dimensions that led to classification of the eight types of culture, as well as elaborate on each bucket.
- In their literature review, the authors of this research found two concepts that underlie a company’s culture, allowing them to plot the different cultural types on a two-dimensional axis. The first dimension is “people interactions”, which can range from highly independent to highly interdependent—so as you might imagine, independent cultures foster competition and value individuals who can thrive on their own, whereas interdependent cultures judge success through group effectiveness.
- The second dimension deals with response to change, ranging from stability to flexibility—the former favoring rules and hierarchy, and the latter innovation and diversity. Using these two dimensions, the authors created the below two-dimensional axis and resulting eight cultural types which drive what unites employees, the type of person that typically does well in that type of organization, and what company leaders tend to focus on.
- Interestingly, the cultural type a company falls into often reflects the industry and geographic location; For example, the authors categorize China-based Huawei as having a culture of “authority”, which could perhaps be reflective of the broader culture in China. To be certain, companies don’t necessarily have to fit in just one type of culture, but categorizing them as such can help company leaders and employees alike to be more effective in their work.
1. Which management style do you prefer?
2. Which do you think best represents your company?
2. How would you describe the common styles of management in Japan?
- insist / persist / = demand something forcefully, not accepting refusal.
- elaborate / elaborate = develop or present (a theory, policy, or system) in further detail.
- classification = arrange (a group of people or things) in classes or categories according to shared qualities or characteristics
- underlie = be the cause or basis of (something) – primary, prime, first, cardinal, central, principal .
- axis = a fixed reference line for the measurement