tag:blogger.com,1999:blog-87240508227255862252024-03-13T19:47:10.567-07:00Organizations and CulturesMariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.comBlogger13125tag:blogger.com,1999:blog-8724050822725586225.post-9209444986249723742011-05-18T09:59:00.000-07:002011-05-18T09:59:58.192-07:00Religius Implications for Internal Business<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">As we already know, Religion is one of determinant of culture, is for that reason that in organizational culture has a big impact too. We need to have very clear which are the religions in all the world and </span><span class="Apple-style-span" style="font-size: 24px;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="hps" title="Haz clic para obtener otras posibles traducciones">specifically</span> <span class="hps" title="Haz clic para obtener otras posibles traducciones">where</span> <span class="hps" title="Haz clic para obtener otras posibles traducciones">religions</span> <span class="hps" title="Haz clic para obtener otras posibles traducciones">are</span> <span class="hps" title="Haz clic para obtener otras posibles traducciones">practiced.</span></span></span><div><span class="Apple-style-span" style="font-size: 24px;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="hps" title="Haz clic para obtener otras posibles traducciones"><br />
</span></span></span></div><div><span class="Apple-style-span" style="font-size: 24px;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="hps" title="Haz clic para obtener otras posibles traducciones">Religion has a lot of rules, and several cultures are really based on their religion. As we already know there are several types of religion; Christianity, Islam, Hinduism, Budism, confusianism. All the religions are important no matter how old or how new are.</span></span></span></div><div><span class="Apple-style-span" style="font-size: 24px;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="hps" title="Haz clic para obtener otras posibles traducciones"><br />
</span></span></span></div><div><span class="Apple-style-span" style="font-size: 24px;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="hps" title="Haz clic para obtener otras posibles traducciones"><b>Question</b></span></span></span></div><div><span class="hps" title="Haz clic para obtener otras posibles traducciones"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>What is the dominant religion in Colombia? What are the religious implications for doing business here? Give examples.</b></span></span></div><div><span class="hps" title="Haz clic para obtener otras posibles traducciones"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Colombia have a lot of people with different religion, but isa religion that is really dominant in the country, and that in Christianism. Doing business is not a problem, because this religion doesn't have some specific rules that can affect the relations in business, for example the islam religion is one of the most difficult ones at the time of doing business</span></span></div><div><span class="hps" title="Haz clic para obtener otras posibles traducciones"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span></span></div><div><span class="hps" title="Haz clic para obtener otras posibles traducciones"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Bibliography</b></span></span></div><div><span class="hps" title="Haz clic para obtener otras posibles traducciones"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><div>•Fang, T (1999) Chinese Business Negotiating Style, London: SAGE Publications Ltd.</div><div>•Hill, C. (2007) International Business: Competing in the Global Marketplace. 7ed. New York: McGraw-Hill/Irwin.</div><div>•Weber, M. (1958) The Protestant Ethic and the Spirit of Capitalism, New York: Scribner's Press.</div></span></span></div>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-44630700480047971262011-05-18T02:42:00.000-07:002011-05-18T02:42:59.423-07:00Organizational Diversity<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">First of all, in this case we need to clarify the difference between a group and a team; Group, is two or more people with </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">common interests, objectives, </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">and continuing interaction, and a Team, </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">A group of people with </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">complementary skills who are </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">committed to a common</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">mission, performance goals, </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">and approach for which they</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">hold themselves mutually </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">accountable. If we see, one is based on the other one, we can't have a team if we don't have a group already.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">There are several types of a member of a group, and everyone has an specific function on the group:</span><br />
<br />
<ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Contributor: is one that supplies information</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Collaborator: is that person that focuses team on mission</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Communicator: listens, facilitates and promotes collective effort</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Challenger: devil’s advocate, questions mission, purpose, ethics</span></li>
</ul><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">It is very important for the group health, that all the members were diversity. If it is not, theres no way that it will be differents points of view. But, at the same time, it could be a problem on solving problems, because its probably that it will be lower than the others. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Question</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b><br />
</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><br />
<div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Since diversity is a source of competitive advantage,</span></div><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">what could be the recruitment strategies to effectively</span></div><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">target to diverse groups? What would be the</span></div><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">consequences of ignoring diversity?</span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Diversity, is a great advantage that an organization has, and if we are the competition, it will be a huge monster one step ahead of the organization. An strategy could be an effective solving problems team, when the time of solving will be lower and we are being more competitive than the other companies. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Ignoring diversity, is one of the most huge mistakes that an organization should never do. Because, when a company has this advantage, has a saveral points of view, and the probabilities that their strategies fail are less than the other companies.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Bibliography</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b></b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Cox Jr., T. (2001) Creating the multicultural organization. San</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Francisco: Jossey-Bass.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Ely, R. and Thomas, D. (2001) “Cultural Diversity at Work: The</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Effects of Diversity Perspectives on Work Group Processes and</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Outcomes,” Administrative Science Quarterly, Vol. 46, No. 2,</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">2001, pp. 229–273.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Jamieson, D. and O’Mara, J. (1991) Managing workforce</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">2000: Gaining the diversity advantage.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Nelson, D and Quick, J.C. (2009) Organizational culture. In</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Organizational Behavior: Science, the real world and you.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Slater, Stanley, F., Weigand, Robert A., Zweilein, Thomas J.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">(2008) ¨The business case for commitment to diversity¨.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Business Horizons 51: 201-209. </span>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-39603557994961974682011-05-18T02:25:00.000-07:002011-05-18T02:25:52.224-07:00Organizational Communication and Virtual Teams<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Communication is one of the bases that a human being has, without these tool, the world would not be what it is in this moment, suddenly the humans were still living in caves. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Communication is a tool that all the people use dialy, and we really need to use it on every activity that a person do, and implementing on the organization in a good way could be the best tool that the organization has. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">There are a communicator and receiver; inside of the organization there are several communicators and receivers, whose are exchanging messages all the time. In the case of reflexive listener, who is a person that has the skill of listening carefully to another person </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">and repeating back to the speaker the heard </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">message to correct any inaccuracies or </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">misunderstandings. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">There exist two ways of communication; One way communication which is when a communicator gives the messages but the message never comeback with an answer, and Two-way communication, which is when the communicatior gives the message and the receiver gives back a feedback. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">When we talk about communcation, not only talk about sounds, the non verbal communication is one of the most important parts even on the organization. This is because, the way that a person dress and act says more than a learned speech. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Nowadays, technology is part of communication area, things like internet and social networks are improving new ways to communicate and easily. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Bibliography</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Ebrahim, N., Ahmed, S., & Taha, Z. (2009) Virtual Teams: a Literature Review.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Australian Journal of Basic & Applied Sciences, 3(3), 2653-2669. Retrieved from</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">http://web.ebscohost.com.ezproxy.eafit.edu.co/ehost/pdfviewer/pdfviewer?</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">vid=5&hid=110&sid=69f6751e-704f-4478-98c7-9fac6d0394c8%40sessionmgr113.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Kuruppuarachchi, P. R. (2009). Virtual team concepts in projects: A case study</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Blackwell Publishing Ltd. Retrieved from</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">http://search.proquest.com/docview/218750033?accountid=45662</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Nelson, D and Quick, J.C. (2009) Organizational culture. In Organisational</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Behavour: Science, the real world and you.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Powell, A ., G. Piccoli and B. Ives (2004) Virtual teams : a review of current literature</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">and directions for future research. The Data base for Advances in Information</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Systems , 35: 6-36.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Rosen, B., S. Furst and R. Blackburn (2007) Overcoming Barriers t o Knowledge</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Sharing in Virtual Teams. Organizacional Dynamics , 36: 259-273.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Shachaf, P. and N. Hara (2005) Team Effectiveness in Virtual Environments : An</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Ecological Approach. INFERRIS, P.A.G., S., (Ed.) Teaching and Learning with Virtual</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Teams. Idea Group Publishing.</span>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-28022012033820037282011-05-18T02:07:00.000-07:002011-05-18T02:07:03.132-07:00Migrant Workers / Expatriate assignments<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Migrant labor, involves the </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">movement of people from one </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">country (or region) to another </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">primarily for employment </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">related reasons (IPPR 2004).</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">At the same way, exist the expatriate which means to exile (oneself) from </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">one's native country or </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">cause (another) to go into </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">exile. But there are other reasons why people wants to go away from their origin country. Some of these are based on the motivation maslow theory, people looking for jobs better than that they had; Other people just are looking other cultures, they only want to see the world. This last behavior is caused because of the globalization, this phonomenom has caused that a lot of people in the world be interested in learning and knowing more from other countries. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Question</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b><br />
</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><br />
<div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Explain how easy is it for Colombian companies</span></div><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">to employ expatriates locally?</span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Colombian companies, are already based on their organizational culture, but this one is based too on their Colombian culture; a culture that is full of nice people who really has the intention to make it feel good another person. Colombian companies, really enjoy give employment to that people that are not from Colombia, they really think that is a good experience having another person from other country. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Bibliography</b></span><br />
<br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Buckley C. and Wills K. (2011) China's Wen puts social stability at heart of economy.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Retrieved from March 20, 2011, from Reuters:</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">http://www.reuters.com/article/2011/02/27/us-china-economy-wenidUSTRE71Q07F20110227?</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">pageNumber=2</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Expatriate. (n.d.). Online Etymology Dictionary. Retrieved March 11, 2011, from</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Dictionary.com website: http://dictionary.reference.com/browse/expatriate</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Florida, R. (2002) The rise of the creative class. The Washington Monthly, 34(5), 15.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Retrieved from http://search.proquest.com/docview/213679959?accountid=45662</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Institute for Public Policy Research (2004) Labour migration to the UK: an ippr</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">FactFile.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Kram, K.E. (1985) Mentoring At Work, Scott, Foresman: Glenview.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Mezias, J.M and Scandura, T.A. (2005) A Needs-Driven Approach to Expatriate</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Adjustment and Career Development: A Multiple Mentoring Perspective, Journal of</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">International Business Studies, Vol. 36, No. 5 (Sep.), pp. 519-538</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Scandura, T.A. and Von Glinow, M.A. (1997) 'Development of the international</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">manager: the role of mentoring', Business and the ContemporaryWorld9 : 95-115.</span>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com1tag:blogger.com,1999:blog-8724050822725586225.post-63377776449414463442011-05-17T23:26:00.000-07:002011-05-17T23:26:59.774-07:00Merging Organizational Culture<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Mergers and Acquisitions, are marketing strategies that are very useful when a company is going to venture in other countries. In the same way, companies that want to improve their goals can use this estrategy in the same country between organizations that works on the same sector, creating a new social identity on the market. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">There are two options on these mergers, we can lose value or destroy value, because most of the times, one of the companies is more powerful and the other one can take advantage of that. On another hand, not all the companies with the same functions can joint together, this is why the companies really need to analize if this is a good strategy and if is really worth it. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">In this case, it's very important to watch out how much are the differences on the organizational culture between the organizations and how are they going to joint together creating a new one. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Bibliography</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Alzira S., Wayne H., and Gerald V. (2003) “Challenges and opportunities in mergres and</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">acquisitions: three international case studies – Deutsche Bank-Bankers Trust; British Petroleum-</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Amoco; Ford-Volvo”, Journal of European Industrial Training, Vol. 27 Iss:6, p. 313-321.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Angwin, D. (2001) “Mergers and acquisitions across European borders: national perspectives on</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">pre-acquisition due diligence and the use of professional advisers”, Journal of World business, Vol.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">36 No.1, p. 2-57.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Datta, D.K. and Grant, J.H. (1990), “Relationships between type of acquisition, the autonomy given</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">to the acquired firm, and acquisition process: an empirical analysis”, Journal of Management, Vol.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">16, p. 29-44.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Elsaa, P.M. and Veiga, J.F. (1994), “Acculturation in acquired organizations: a force-field</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">perspective”, Human Relations, Vol. 47 No. 4.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Gitelson, G., Bing, J., Laroche, L (2001) Culture Shock, CMA Management.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Haspeslagh, P.C. and Jemison, D.B. (1991) Managing Acquisitions, The Free Press, New York.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Nahavandi, A. and Malekzadeh, A.R. (1998) “Acculturation in mergers and acquisitions”, Academy of</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Management Review, Vol.13, p.79-90.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Nelson, D and Quick, J.C. (2009) Organizational culture. In Organisational Behavour: Science, the</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">real world and you.</span><br />
<br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-4934244111901599932011-05-17T22:29:00.000-07:002011-05-17T22:40:29.832-07:00Managing Change and Conflict<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Change is one of the most dangerous risk that an organization has, sometimes could be better and sometimes could be worst, is depending of the point of view that a leader has, if the result is bad, must of the time a good leader see this as an opportunity to keep going and improve their goals. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">There are two (2) types of change; a change planned and change unplanned. A change planned as the name says, is a change resulting from </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">decision already made. And the change unplanned, is that change imposed without the concerns from anyone else. But also, there are three types of change:</span><br />
<br />
<ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Incremental Change: Small changes.</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Strategic Change: Big changes.</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Transformational Change: Radical changes. </span></li>
</ul><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Not all leaders think that change is a good option, several good leaders prefers continue with business as usual instead of take the risk. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Severeal times, change creates new conflicts that the leader never had and the consequences could be positive or negative; We can lose time and money, but at the same time we can learn something new and take an advantage of this. Leaders need to transfer de message, that something bad always have a lot of things better. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Globalization, is one of the cases about change, this phenomenon put down all the boundaries in the world, and must of the companies need to understand that a new era had arrived. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Question</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b><br />
</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Is it possible to change corporate culture? If so, how?</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Corporate culture is one of the keys that a company need to keep as a symbol. According to that, we can say that a corporate culture can be compared with country cultures, because these are already based on some rules and is really unrespectfull if someone who belongs to it doesn't follow it. In corporate culture, happens the same thing, we need that this culture will be strong and always show that to the employees. </span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Bibliography</b></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Deal T. and Kennedy, A. (1982). A Corporate Cultures. Adison-Wesley.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Duck, J.D. (1993). Managing change: The Art of Balancing. Harvard Business Review.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Hopper, P. (2006) Living with Globalization. Oxford: Berg.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Mangaliso, M (2003) Building competitive advantage from Ubuntu. In Thomas, David</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Clinton, ed. Readings and cases in International Management: A cross-cultural</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">perspective.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Nadler, D. and Nadler, M (1998) Champions of Change: How CEOs and Their</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Companies are Mastering the Skills of Radical Change. San Francisco: Jossey-Bass.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Nelson, D and Quick, J.C. (2009) Managing Change. In Organisational Behavour:</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Science, the real world and you.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Nicholson, N (1995) (ed.), Blackwell Encyclopedic Dictionary of Organizational</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Behavior. Oxford, England: Blackwell.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Singh, K (2009) Organizational Behavior: Text and Cases. Pearson Education India, p.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">421.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Weick (1985) The significance of corporate culture. In PJ Frost et al (Eds.)</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Organisational Culture. New Delhi: Sage Publications.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"> Zeira, Y., and Avedisian, J. (1989) Organizational planned change: Assessing the</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">chances for success. Organizational Dynamics, Spring</span>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-8010650665844931712011-05-17T16:36:00.000-07:002011-05-17T22:39:30.852-07:00Organizational Learning<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">First of all we need to understand the definition of two (2) words, which are kwnoledge and learning. According to the scientist:</span><br />
<div><ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Knowledge: Is </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">the capacity for effective </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">action” (Peter Senge, 1998).</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Learning: Is a process of acquiring knowledge or a skill.</span></li>
</ul><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">There are several theories about this subject, one of these theories is the Social Learning Theory, which explains human behavior interms of continuous reciprocal interaction between cognitive,behavioral, and environmental influences(Learning theories knowledgebase, 2011). </span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">According to the above, we can define what is a learning organization. Several scientist postulated definitions about this organizations, an example of this is Senge, who said in 1994 that "Learning organizations are p</span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">laces where people continually expand </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">their capacities to create the results </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">they truly desire”.Nowadays, this type of organizations are very important, because there are several factors as globalization, internet, technology that it wasn't there before, and this organizations are being competitive and well prepared for the future. </span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">The organizations need to be learning daily, because the world is advancing at the same time even faster, and they need to be updated everyday. </span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span></div><div class="separator" style="clear: both; text-align: center;"><a href="http://www.unitar.org/me/sites/unitar.org.me/files/resize/M%20and%20E%20%20Key%20Organisational%20Learning-edit-220x164.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://www.unitar.org/me/sites/unitar.org.me/files/resize/M%20and%20E%20%20Key%20Organisational%20Learning-edit-220x164.jpg" /></a></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;">http://www.unitar.org/me/sites/unitar.org.me/files/resize/M%20and%20E%20%20Key%20Organisational%20Learning-edit-220x164.jpg</span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><br />
</span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><br />
</span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><br />
</span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Question</b></span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b><br />
</b></span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><br />
<div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">What would be the relationship between cross <span class="Apple-style-span" style="font-weight: normal;"><b></b></span></span><br />
<div style="display: inline !important;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><span class="Apple-style-span" style="font-weight: normal;"><b>cultural environments and organizational learning </b></span></span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><span class="Apple-style-span" style="font-weight: normal;"><b><div style="display: inline !important;">strategies?</div></b></span></span></div><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><span class="Apple-style-span" style="font-weight: normal;"><b></b></span></span><br />
<div style="display: inline !important;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><span class="Apple-style-span" style="font-weight: normal;"><b><br />
</b></span></span></div></div><div><div style="display: inline !important;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">The relationship between cross cultural environments and organizational learning strategies, is that one of the strategies of the organizational learning is to be informed and update about the cross cultural environments. The organizations need to know how are this environments and how are they acting on the market, getting an idea to organizations to respond to the message that they environment is giving to them.</span></div></div><div><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><span class="Apple-style-span" style="font-weight: normal;"><b></b></span></span></div><div style="display: inline !important;"><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><span class="Apple-style-span" style="font-weight: normal;"><b><br />
</b></span></span></div><div style="font-weight: bold;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Bibliography</span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Cooper, Cary L. The Blackwell Encyclopedia of Management. Blackwell Publishing, .</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Blackwell Reference Online. Retrieved from13 January 2011:</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">http://www.blackwellreference.com/public/book?id=g9780631233176_9780631233176</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Learning Theories Knowledgebase (2011, January). Social Learning Theory (Bandura) at</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Learning-Theories.com. Retrieved from January 12th, 2011:</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">http://www.learning-theories.com/social-learning-theory-bandura.html</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Makridakis, S (1991) What can we learn from organisational failures ?, Long Range</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Planning, 24(4), 115-126.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Nelson, D.L. & Quick, J.C. (2010) Organizational Behavior: Science, The Real World and</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">You. South-Western College Publication, 7th. Ed.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Nystrom, PC and WH Starbuck, (1984, Spring). To avoid organisational crisis, unlearn,</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Organisational Dynamic@, 53-64.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Senge, P. (1998) Sharing Knowledge. At Society For Organizational Learning. Retrieved</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">from January 12th , 2011: http://www.solonline.org/res/kr/shareknow.html</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Shukla, M (1994) CORPORATE FAILURES: Why Organisations Fail To Learn.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Productivity, 34(4), 629-639.</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">• Teece, D. (1998) Capturing value from knowledge assets: The new economy, Markets for</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">know-how, and intangible assets. California Management Review. Vol 40 No 3. Spring</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">1998. Retrieved from January 2011:</span><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">http://apps.business.ualberta.ca/mlounsbury/techcom/readings/teece.pdf</span><br />
</div><div style="font-weight: bold;"></div></div></div>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-48399341925939333892011-05-17T10:02:00.000-07:002011-05-17T15:00:07.797-07:00Leadership and Management<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">According to the theories, Management is responsible for maintaining order and leadership is responsible for producing change or movement;both are very releated bot at the same time are very different each other. </span><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"></span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: large;">Several of the differences that the management process between leadership process has, is that the first one reduces uncertainty and provides stability, and the second one is all the oposite because creates uncertainty and change. As I said before these two elements are complementary system of action.</span></span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: large;"><br />
</span></span></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEippP0D7c5P_U__XvWH-rUwUt6CkoFQDrarE1hwvEp3i04RTCz1rTG8kEtv_zXWb_55h0WJLkNlZg0Q-IsrZVmSPKn6PtKY-QFC0KPZMR5v5kmWCWJxBRM8_qUmYgueCdIev_p-BVZIDAw/s1600/Sin+t%25C3%25ADtulo.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="75" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEippP0D7c5P_U__XvWH-rUwUt6CkoFQDrarE1hwvEp3i04RTCz1rTG8kEtv_zXWb_55h0WJLkNlZg0Q-IsrZVmSPKn6PtKY-QFC0KPZMR5v5kmWCWJxBRM8_qUmYgueCdIev_p-BVZIDAw/s400/Sin+t%25C3%25ADtulo.jpg" width="400" /></a></div><div class="separator" style="clear: both; text-align: center;"><br />
</div><div class="separator" style="clear: both; text-align: left;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">There are four types od behavioral theories, these are:</span></div><div class="separator" style="clear: both; text-align: left;"></div><ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Authoritarian: which is when the manager retains as much power and decision making authority as possible</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Consultative: which is when the leader will </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">talk to everyone involved in </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">or affected by a task to get </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">their views and ideas. </span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Democratic: is a participative style, when the leaders k</span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">eep employees informed </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">about things that affect </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">their work and shares </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">decision making and </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">problem solving </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">responsibilities. </span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Laissez-faire: which is when the leaders gives employees as much freedom as possible. </span></li>
</ul><br />
<div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Nowadays, there are other theories about leadership types, according to the new leaders and the way that they manage their companies and countries (Barack Obama).</span></div><div><ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Transformational Leaders</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Charismatic Leaders</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Authentic Leaders </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: large;"> </span></span></li>
</ul><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
<div style="text-align: center;">Charismatic Leader</div></span><span class="Apple-style-span"><div class="separator" style="clear: both; text-align: center;"><a href="http://graphics8.nytimes.com/images/2005/04/03/weekinreview/Goodstein184.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="http://graphics8.nytimes.com/images/2005/04/03/weekinreview/Goodstein184.jpg" width="298" /></a></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;">http://graphics8.nytimes.com/images/2005/04/03/weekinreview/Goodstein184.jpg</span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><br />
</span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><br />
</span></div><b style="font-family: 'Trebuchet MS', sans-serif; font-size: x-large;">Question</b></span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: large;"><b><br />
</b></span></span></div><div><b><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">Discuss transformational, charismatic, and </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">authentic leadership. Would you expect these </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">styles of leadership to exist in all cultures? Differ </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">across cultures? Explain. </span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"> </span></b></div><div><b><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><br />
</span></b></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;">These new theories about leadership, are very good and their really worked on the organizations, but I really think that those theories are not made for all cultures, because, not all of the countries are opened to the world and several cultures are based on some rules that these theories would be disrespecting the culture. </span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><br />
</span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjq_Sk30etxCU4ZZ-ATlLcpMi2xWiPdAU308Xe4y7ZBMCivNni06kjcgORHnXpSx1S0fe-d9wXDRVz1p3lp3az1kGTe3xKnXKBM97eVxs5tGb6xKGiz-ssFEZ8FVafelhyX8FKoxibMkYg/s1600/Leadership.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="142" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjq_Sk30etxCU4ZZ-ATlLcpMi2xWiPdAU308Xe4y7ZBMCivNni06kjcgORHnXpSx1S0fe-d9wXDRVz1p3lp3az1kGTe3xKnXKBM97eVxs5tGb6xKGiz-ssFEZ8FVafelhyX8FKoxibMkYg/s200/Leadership.jpg" width="200" /></a></span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;">https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjq_Sk30etxCU4ZZ-ATlLcpMi2xWiPdAU308Xe4y7ZBMCivNni06kjcgORHnXpSx1S0fe-d9wXDRVz1p3lp3az1kGTe3xKnXKBM97eVxs5tGb6xKGiz-ssFEZ8FVafelhyX8FKoxibMkYg/s1600/Leadership.jpg</span></div><div style="text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><br />
</span></div><div style="text-align: left;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><b>Bibliography</b></span></div><div style="text-align: left;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: large;"><div style="text-align: left;">• Bennis, W. G. (1989). On becoming a leader. Reading, MA: Addison-Wesley.</div><div style="text-align: left;">• Brilhart, J. K., and Galanes, G. J. (1989). Effective Group Decisions.</div><div style="text-align: left;">• Dubuque, IA: William C Brown Publishers. p. 201-203.</div><div style="text-align: left;">• Kotter, J. P. (1990). What leaders really do. Harvard Business Review, May-</div><div style="text-align: left;">June, p. 103-11.</div><div style="text-align: left;">• Nelson, D.L. & Quick, J.C. (2010) Organizational Behavior: Science, The Real</div><div style="text-align: left;">World and You. South-Western College Publication, 7th. Ed.</div><div style="text-align: left;">• Northouse, P. G. (2001). Leadership: theory and practice. Thousand Oaks,</div><div style="text-align: left;">CA: Sage.</div></span></div>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-10884971682178642302011-03-09T00:20:00.000-08:002011-03-09T00:20:17.660-08:00Ethical Decision Making in Organizations<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Decisions making, is one of the most important dilemmas of the CEO’s, he is the person who has to decide what strategy is going to implement the company, and having two options the right side or the wrong side. There are two types of decisions, the programmed decisions (which need to resolve with no hurries and for certain situations) and the Nonprogrammed decisions (which need to resolve more creatively and faster). <o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">In the decision subject, there is a topic that is the most important to highlight, is the risk that the CEO has to take in the moment that is implemented the decision previously selected. But not all of the CEO’s likes to take risk. There are two types of CEO’s; the risk takers and the risk aversions. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"></div><ul><li style="line-height: normal; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Risk Takers: They are more creative,</span><span lang="EN-US"> </span><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">accept greater potential for loss and have tolerated greater uncertainty</span></li>
</ul><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: medium;"><div style="text-align: justify;"><br />
</div></span><ul><li style="text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px;">Risk Aversions: They are more classic at the time to take decisions; they don’t like to feel uncertainity. </span></li>
</ul><br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: medium;"><span lang="EN-US"></span></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px;"></span></div><div class="MsoListParagraph" style="margin-left: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Group decisions must be better, but sometimes it would be complicated to handle all the opinions, for this reason the CEO has to be clear in which situation has to consider the opinion of the employees and which situation has to take decisions by himself, always acting with ethical behavior. </span></div><div class="MsoListParagraph" style="margin-left: 0cm;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><div class="MsoListParagraph" style="margin-left: 0cm;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><b>Question:</b></span></div><div class="MsoListParagraph" style="margin-left: 0cm;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><div class="MsoListParagraph" style="margin-left: 0cm;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><b></b><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">How can organizations effectively manage both risk taking and escalation of commitment in the decision-making behavior of employees?</span></b></span></div><div class="MsoListParagraph" style="margin-left: 0cm;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><div class="MsoListParagraph" style="margin-left: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small; line-height: normal;"><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US;">First of all the CEO, needs to be sure that the employee is capable to take these important decisions and has to know if the employee feels job satisfaction</span></span></span><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small; line-height: normal;"><span class="apple-converted-space"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US;">, these could assurance that the employee has a really commitment with the organization. The results would be positives if the CEO has a good motivation method that makes feel to the employees happy and comfortable.</span></span></span> <o:p></o:p></span></div><div class="MsoListParagraph" style="margin-left: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><div class="separator" style="clear: both; text-align: center;"><a href="http://www.decision-making-solutions.com/images/DecisionTypes-Business-Ethics-FigureBeingPulledByGoodAndEvil-iStock_000005504476XSmall.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://www.decision-making-solutions.com/images/DecisionTypes-Business-Ethics-FigureBeingPulledByGoodAndEvil-iStock_000005504476XSmall.jpg" /></a></div><div class="MsoListParagraph" style="margin-left: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; line-height: 115%; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><br />
<div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;">http://www.decision-making-solutions.com/images/DecisionTypes-Business-Ethics-FigureBeingPulledByGoodAndEvil-iStock_000005504476XSmall.jpg</span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><br />
</span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span></div><div class="MsoNormal" style="font-size: x-small; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="apple-converted-space"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt;">References:</span></b></span><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><o:p></o:p></span></b></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="apple-converted-space"><span lang="EN-US"><span class="Apple-style-span" style="font-size: medium;"></span></span></span></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"></div><ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: medium;">Mintzberg, H. & Westley, F. (2001, Spring). Decision making: It’s not what you think. MIT Sloan Management Review, 42(3), 89 –93.</span></span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: medium;">Nelson, D.L. & Quick, J.C. (2010) OrganizationalBehavior: Science, TheReal Worldand You. South-Western CollegePublication, 7th. Ed.</span></span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: medium;">Wong, K. F. E., & Kwong, J. Y. Y. (2007). The role of anticipated regret in escalation of commitment. Journal of Applied Psychology, 92, 545–554.</span></span></li>
</ul><br />
<br />
<br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 36.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-29001855257871319952011-03-08T23:31:00.000-08:002011-03-08T23:34:22.779-08:00The Corporation<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;">The documentary shows that the corporation is an organization that operates on the entire world having as it first objective the achievements of the goals. Nowadays, corporations are very important in the world, this is because they are acquire some things than another organizations never couldn’t had. For example, the corporations can be legally responsible or can buy properties and assets, but in the same way they have the freedom to act with immorally attitudes in some cases, they don't matter the consequences that they have to pay for do this horribles things.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><br />
</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><b>Question:</b></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><b><br />
</b></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"></span></div><div class="MsoNormal" style="font-weight: bold; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;">As a legal organizational model, how does the rise of corporations influence the aspects of culture in pursuing profit?<o:p></o:p></span></b></div><div class="MsoNormal" style="font-weight: bold; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><br />
</span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;">The influence is negative, this is because the news and olds organizations are aware about the organizational culture and how this has to be based on a several values and principals that has to be accomplish. On the other hand the only objective of the corporation is to have profits, no matter how to get them. </span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><br />
</span></div><div class="separator" style="clear: both; text-align: center;"><a href="http://conciencianoosfera.files.wordpress.com/2009/11/the_corporation.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="http://conciencianoosfera.files.wordpress.com/2009/11/the_corporation.jpg" width="247" /></a></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><div style="text-align: center;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: xx-small;">http://conciencianoosfera.files.wordpress.com/2009/11/the_corporation.jpg</span> </span></div><div style="text-align: center;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: xx-small;"><br />
</span></span></div><div style="text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif;"><b>References:</b></span></div><div style="text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: x-small;"><b><a href="http://www.thecorporation.com/">http://www.thecorporation.com/</a></b></span></div></div>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-29404856766986598522011-03-08T22:51:00.000-08:002011-03-08T22:51:36.884-08:00Organizational Motivation<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">According to business dictionary, we can define motivation as “Internal and external factors that stimulate desireand energyin people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal”.<o:p></o:p></span></span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"> <div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">There are several theories about this subject that explain the behavior that the CEO’s has to implement to have motivated employees, inspiring them to do the work. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><b><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><u>Principal Theories:</u><o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">1. Maslow’s Hierarchy of Needs:</span></b><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"> it is the most influential theory, which explains motivation based on a pyramid of needs. <span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div></span><br />
<div class="separator" style="clear: both; text-align: center;"><a href="http://drvaleriegalante.files.wordpress.com/2009/12/maslows-hierarchy.gif" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="277" src="http://drvaleriegalante.files.wordpress.com/2009/12/maslows-hierarchy.gif" width="320" /></a></div><div class="separator" style="clear: both; text-align: center;"><span class="Apple-style-span" style="font-size: xx-small;">http://drvaleriegalante.files.wordpress.com/2009/12/maslows-hierarchy.gif</span></div><div class="separator" style="clear: both; text-align: justify;"><span class="Apple-style-span" style="font-size: xx-small;"><br />
</span></div><div class="separator" style="clear: both; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Arial; mso-bidi-language: AR-SA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Maslow said “when an inferior rank need is satisfied, the next level need becomes dominant and the attention is dedicated to the accomplishment of this higher rank need”. This says, when a need is supplied, the next one becomes with the same importance than the last one had. </span></span><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px;">However this theory has received several critics because not all the people have the same priorities.</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px;"><br />
</span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="apple-style-span"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt;">2. Frederick Herzberg’s Two Factors Theory:</span></b></span><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt;"> He based his investigation on professional satisfactions and professional dissatisfactions, which he called; Motivation factors (psychological growth) and Hygiene factors (avoidance of pain). </span></span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><o:p></o:p></span></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt;"><br />
</span></span></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><b>3. </b><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Theory X and Theory Y: </span></b></span><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">The theory X, is about the employees that always are thinking on a negative way, are avoiding work and responsibilities. On the other hand, theory Y is about the employees that always are thinking beyond the responsibilities that already had. <span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span></span></span></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><span style="mso-spacerun: yes;"><br />
</span></span></span></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><span style="mso-spacerun: yes;">It is important motivate the employees in a positive way, this could give to the company some of certain that it will be successful in the future.</span></span></span></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><span style="mso-spacerun: yes;"><br />
</span></span></span></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><b>Question:</b></span></span></div><div class="MsoNormal" style="font-family: 'Trebuchet MS', sans-serif; font-size: 18px; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Times New Roman'; font-size: small;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><b><br />
</b></span></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US"></span></div><div class="MsoNormal" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt; font-weight: bold; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">In multicultural organizational contexts what could be a good strategy to keep people motivated towards a common task?</span></b><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><o:p></o:p></span></div><div class="MsoNormal" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt; font-weight: bold; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></b></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US"></span></div><div class="MsoNormal" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;">First of all, it is important give to the employees a salary that could sustain their principal needs, and also give them all the benefits, this is not only important for the employee it is important for the company to be secure in case of accidents or another circumstances. But not only economical part is important; the way that they feel in the organization is the most important of all, because if they don’t feel comfortable and happy with their work, they don’t want to do the work with the same capability and love. <b><o:p></o:p></b></span>The CEO, plays an important role, he has to be very king with the employees, making sure that they feels comfortable working in his company.</div><div class="MsoNormal" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><br />
</div><div class="MsoNormal" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><b>References:</b></div><div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"></div><ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: medium;">Nelson, Debra L. and Quick, James Campbell. 2010. OrganisationalBehavior –Science, the Real World, and You. South-Western CengageLearning, Mason, USA. Chapter5.</span></li>
<li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: medium;">Business Dictionary (2010). Definition of motivation. Retrieved on January the 5th2011 from http://www.businessdictionary.com/definition/motivation.html</span></li>
</ul><br />
<br />
<br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="color: black;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: medium;"><o:p></o:p></span></span></div>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-5704065926564221362011-03-08T21:21:00.000-08:002011-03-08T23:40:43.820-08:00Personality, Perception and Attribution: Attitudes and Values<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span><br />
<div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US;">Personality is one of the most important factors on the organizational culture and behavior, this is because personality is a group of characteristics that one person have that influence an individual’s behavior. According to the employee personality the CEO could see if the person is adequate to the job, depending on what is reflecting, his tastes, </span>his thoughts, his actions in different moments, etc. <o:p></o:p></span></div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><br />
</div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US;">However, personality is not only about the actions or behavior, this definition also includes values, emotions, </span></span><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: "Trebuchet MS";">cognitions, attitudes, expectancies and fantasies. On the other hand, Organizational personality has several highlights points in Core self-evaluation:<o:p></o:p></span></span></div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><br />
</div><div style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 36.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;"><!--[if !supportLists]--><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: Symbol; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span></span><!--[endif]--><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US;">Locus of control: This factor is about the internal and individual control versus external control in several situations. <o:p></o:p></span></span></div><div style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 36.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;"><!--[if !supportLists]--><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: Symbol; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span></span><!--[endif]--><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US;">Self-esteem: This factor is about the love of self-work. It is important because this factor gives him security of himself. <o:p></o:p></span></span></div><div style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 36.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;"><!--[if !supportLists]--><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: Symbol; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span></span><!--[endif]--><span class="apple-style-span"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US;">Generalized self-efficacy: This factor is about believed in yourself like a capable person, who has the capacity to be a successful business. <span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><br />
</div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Arial;">It is important for the employee to have a good attitude from himself, always thinking that is a successful entrepreneur capable to be any business in the market. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Question:<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">What is your perception of a Japanese aid worker before and after the talk with Yasuko? On what do you base your perception?<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><br />
</div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: 18px;">Before I met Yasuko, I thought that the aid workers from Japan or from other countries used this opportunity to learn some languages depending of the country assigned. After Yasuko talk, I think that the aid workers from any part of the world are trained already, and they need the language before the travel to the country, also the commitment of these aid workers it is very relevant, and the mission of the workers needs to be achieved. <span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span></span> </span></div><div class="MsoNormal" style="color: black; font-family: 'Trebuchet MS', sans-serif; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><br />
</span></span></div><div class="separator" style="clear: both; color: black; font-family: 'Trebuchet MS', sans-serif; text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><a href="http://www.ere.net/wp-content/uploads/2008/06/istock_000006207858xsmall.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="319" src="http://www.ere.net/wp-content/uploads/2008/06/istock_000006207858xsmall.jpg" width="320" /></a></span></div><div class="separator" style="clear: both; text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: xx-small;">http://www.ere.net/wp-content/uploads/2008/06/istock_000006207858xsmall.jpg</span></span></div><div class="separator" style="clear: both; text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span class="Apple-style-span" style="font-size: xx-small;"><br />
</span></span></div><div class="separator" style="clear: both; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><b>References:</b></span></div><div class="separator" style="clear: both; text-align: justify;"></div><div class="separator" style="clear: both; text-align: justify;"></div><ul><li><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Harrison, D.A., Newman, D.A., Roth, P.L. 2006. How important are job attitudes?</span></li>
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">
<li>Nelson, D.L. & Quick, J.C. 2010. OrganizationalBehavior: Science, TheReal World andYou. South-Western CollegePublication, 7th. Ed.</li>
</span></ul><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><br />
<br />
<div class="MsoNormal" style="color: black; font-family: 'Trebuchet MS', sans-serif; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"> <span style="font-size: 13.5pt;"> </span><span style="font-size: 13.5pt;"> </span><span style="font-size: 13.5pt;"> </span><span class="Apple-style-span" style="font-size: medium;"><o:p></o:p></span></span></div></span>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0tag:blogger.com,1999:blog-8724050822725586225.post-55952695697814535202011-03-08T12:57:00.000-08:002011-03-08T23:39:35.535-08:00Organizations Behavior and National and Organizational Culture<div style="text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span><br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span><br />
<div class="MsoNormal" style="font-weight: bold; line-height: normal; margin-bottom: 0.0001pt; text-align: justify; text-decoration: underline;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Organizations Behavior.<o:p></o:p></span></b></span></div><div class="MsoNormal" style="font-weight: bold; line-height: normal; margin-bottom: 0.0001pt; text-align: justify; text-decoration: underline;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></b></span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"> <div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;">To understand the organizations behavior, first of all is important to explain the definition of organization; "Is a structured social system consisting of groups and individuals working together to meet some agreed-upon objectives". There are too many variables that affect the human behavior at work, complementing the study of this science, for example jobs, the design of work, communication, performance appraisal, organizational design, etc. From this, now we can define organizations behavior like "The study of individual behavior and group dynamics in organizations".<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Kurt Lewins thought that the organizations behavior was very important to the organizations, for this reason he created an equation and a definition that explain that:<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"> “Behavior is a function of both the personand the environment (system)”.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Georgia; mso-fareast-language: ES-CO;">B = </span><i><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: "Georgia\,Italic"; mso-fareast-language: ES-CO;">f </span></i><span lang="EN-US" style="font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Georgia; mso-fareast-language: ES-CO;">(P/E)</span><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: justify;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;">The study of organizations behavior is based on several sciences that we already know like medicine, management, anthropology, psychology, sociology, engineering, there have a huge influence on the behavior of the employees. All of these sciences are important to the developing of the organizational behavior because in a different way all are related to the subject in some aspect (minimum or maximum) that we are talking about. <u><o:p></o:p></u></span></div></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><br />
</span></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: center;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><o:p> </o:p></span><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhVgA0zKDMG3Hxe-oBNyN_XaWCvWOC27ERZ5bWRfrydGokMFFmMORemMA2vEcOqwY-4Limshg9f25EqxhkePNADU0JxQ98hIHShTFR3ToaXpCfRE3LLVQv5-Bu44kgxYh2w1US5ec_0SlI/s1600/Blocks+of+people.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhVgA0zKDMG3Hxe-oBNyN_XaWCvWOC27ERZ5bWRfrydGokMFFmMORemMA2vEcOqwY-4Limshg9f25EqxhkePNADU0JxQ98hIHShTFR3ToaXpCfRE3LLVQv5-Bu44kgxYh2w1US5ec_0SlI/s320/Blocks+of+people.jpg" style="cursor: move;" width="294" /></a></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-align: center;"><div style="text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: xx-small;"><a href="http://www.google.com.co/imgres?imgurl=http://www.people.vcu.edu/~mamcdani/Blocks%2520of%2520people.jpg&imgrefurl=http://www.people.vcu.edu/~mamcdani/recruit.htm&usg=__KAE2Iv0lUB9GzLmRZwlL60dv1-E=&h=331&w=305&sz=37&hl=es&start=0&sig2=-EQ4-1unnYcOXkZKHPEeSw&zoom=1&tbnid=mn1dZ9EMNfki7M:&tbnh=114&tbnw=103&ei=IpZ2TdOOOaWY0QG_34XtBg&prev=/images%3Fq%3Dorganizations%2Bbehavior%26um%3D1%26hl%3Des%26sa%3DN%26biw%3D1024%26bih%3D499%26tbs%3Disch:1&um=1&itbs=1&iact=hc&vpx=113&vpy=175&dur=497&hovh=234&hovw=215&tx=89&ty=99&oei=kpV2TcmeItGCtgf5q6CoBg&page=1&ndsp=18&ved=1t:429,r:6,s:0">http://www.google.com.co/imgres?imgurl=http://www.people.vcu.edu/~mamcdani/Blocks%2520of%2520people.jpg&imgrefurl=http://www.people.vcu.edu/~mamcdani/recruit.htm&usg=__KAE2Iv0lUB9GzLmRZwlL60dv1-E=&h=331&w=305&sz=37&hl=es&start=0&sig2=-EQ4-1unnYcOXkZKHPEeSw&zoom=1&tbnid=mn1dZ9EMNfki7M:&tbnh=114&tbnw=103&ei=IpZ2TdOOOaWY0QG_34XtBg&prev=/images%3Fq%3Dorganizations%2Bbehavior%26um%3D1%26hl%3Des%26sa%3DN%26biw%3D1024%26bih%3D499%26tbs%3Disch:1&um=1&itbs=1&iact=hc&vpx=113&vpy=175&dur=497&hovh=234&hovw=215&tx=89&ty=99&oei=kpV2TcmeItGCtgf5q6CoBg&page=1&ndsp=18&ved=1t:429,r:6,s:0</a></span></div><div style="text-align: justify;"><br />
</div></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span><br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">In organizational behavior there are several levels that evaluate it, to be easier to understand and to handle it. There are 3:<o:p></o:p></span></span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"> <div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 36.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;"><!--[if !supportLists]--><span lang="EN-US" style="color: black; font-family: Symbol; font-size: 13.5pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-fareast-language: ES-CO;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Group Processes: Is based on the communication<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 36.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;"><!--[if !supportLists]--><span lang="EN-US" style="color: black; font-family: Symbol; font-size: 13.5pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-fareast-language: ES-CO;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Individual Processes: Is based on the work individual attitudes.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 36.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;"><!--[if !supportLists]--><span lang="EN-US" style="color: black; font-family: Symbol; font-size: 13.5pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-fareast-language: ES-CO;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Organizational Processes: Is based on the structure of the organization.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">It is important to highlight that there are two perspectives to see the organizations behavior, the internal perspective, which considers factors inside the person to understand behavior, and the other one is the external perspective which focuses on factors outside the person to understand behavior.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">This subject is very important to the managers and CEO’s to know how to handle their employees and how to be more competitive in the market. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;"><br />
</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: ES-CO;">Video:</span></div></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><a href="http://www.youtube.com/watch?v=TCOOnlEnudY&feature=related">http://www.youtube.com/watch?v=TCOOnlEnudY&feature=related</a></span></span></div><div class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;"><div><div style="line-height: normal;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><br />
</span></span></div><div style="line-height: normal;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span><br />
<div style="font-weight: 800; margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-decoration: underline;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><b><u><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Arial;">National and Organizational Culture.</span></u></b><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US;"><o:p></o:p></span></span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"> <div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Arial;">The national culture is one of the most important influences that organizational culture has, this is because the people that works in the company normally acts following the national culture and acting in this way. From the last one we can define what it is an organizational culture: “A set of values or beliefs that is unique to any one organization”.<o:p></o:p></span></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-align: justify;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: "Trebuchet MS","sans-serif"; font-size: 13.5pt; mso-ansi-language: EN-US; mso-bidi-font-family: Arial;">If the culture is well established could gives the company guides decision making, guides employee behavior, however could provides identity for the employees creating a commitment between them with the organization. For example, the organizational culture in Japan is based on the collectivism creating lifetime work, on the other hand, United States works based on the individualism. <o:p></o:p></span></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-align: justify;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-align: justify;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;">The organizational culture needs to be diversify, this is because not all the time the employees has to be from the same country or from the same culture, given them the facility to have a comfortable adaptation in the company even if they are from another culture. But this is not the only reason; another one is when the company wants to internationalize the company. <span class="Apple-style-span" style="font-weight: 800; text-decoration: underline;"><o:p></o:p></span></span></div></span></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><br />
</span></span></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"></span></span></div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><b><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;">Videos about Organizational Culture:<o:p></o:p></span></b></span></div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><a href="http://www.youtube.com/watch?v=sO2vNyBroco&feature=related"><span lang="EN-US">http://www.youtube.com/watch?v=sO2vNyBroco&feature=related</span></a></span></div><div style="margin-bottom: .0001pt; margin: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><a href="http://www.youtube.com/watch?v=sOvw6a0R3J4&feature=related">http://www.youtube.com/watch?v=sOvw6a0R3J4&feature=related</a><span style="color: black; font-family: 'Trebuchet MS', sans-serif;"> <o:p></o:p></span></span></div><br />
<div style="line-height: normal;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><b><br />
</b></span></span></div><div style="line-height: normal;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><b>Question for Organizational Culture:</b></span></div><br />
<ul><li class="MsoNormal" style="color: black; line-height: normal; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US" style="font-size: 13.5pt;"><b><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Why is managing organizational behavior in changing times challenging?</span></b></span></li>
</ul><ul><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm;"><span lang="EN-US" style="color: black; font-size: 13.5pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">In Changing times, is very important to have a good managing of organizational behavior, because these are times that the company needs to take several decisions that are going to make the difference in the organization envionment. It is important that the CEO shows a good attitud towards the crisis, because he is the reflects of the company and he can gives to the employees a security environment. In changing times it is easier to the company work in teams, implementing methods like brainstormings having solutions in a quickly way.</span></span></div></ul><br />
<span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif; font-size: medium;"><br />
</span><br />
<div style="line-height: normal;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><b><br />
</b></span></span></div></div><div style="line-height: normal;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif;"><b>References:</b></span></span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Nelson, Debra L. and Quick, James Campbell. 2010. Organisational Behavior –Science, the Real World, and You. South-Western Cengage Learning, Mason, USA. Chapter 1 and 2.</span><br />
<div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span><br />
<div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Cameron, K., & Quinn, R., (1999). Diagnosing and Changing Organizational Culture. New York: Addison-Wesley.</span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Mead, Richard. 2004. International Management: Cross-Cultural Dimensions.London: Blackwell Publishing. Chapter 1.</span></div><div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Nelson, D.L. & Quick, J.C. 2010. Organizational Behavior: Science, The Real World and You. South-Western College Publication, 7th. Ed. Chapter 1.</span></div></div></div><div class="separator" style="clear: both; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"></span></div><div class="separator" style="clear: both; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><br />
</span></div><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"> </span><br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><br />
</span></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0cm; text-align: justify;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><span lang="EN-US" style="color: black; font-family: 'Trebuchet MS', sans-serif; font-size: 13.5pt;"><br />
</span></span></div></div>Mariana Barbosa C.http://www.blogger.com/profile/04967381837177255133noreply@blogger.com0