Innovative Organizational Culture

Boosting the economy, not only benefits a person, but it benefits the whole society. Advertising provides valuable information about products or events in an efficient and cost-effective manner. Not only does it provide valuable information in a cost-effective manner it also creates competition between companies. The article “Pros & Cons of Market” states, “Consumers promotes their interests by looking for the lowest prices and best quality” (Metcalf). The competition between businesses will ensure better quality of their goods and service they provide.

According to Barney (1991), a firm can be said to possess competitive advantage when it achieves superior performance over its competitors by implementing a value-creating strategy that is not simultaneously being implemented by a competitor. TJ is Barney differentiates simple competitive advantage from sustainable competitive advantage, which is more durable because existing or future competitors cannot duplicate the benefits of the company’s strategy. Recommendations and

What the Problem Is Candor simply doesn’t exist in organizations. The culture of organizations are formed when superiors make decisions and take action based on their personal views of the world. Without

Success is defined in terms of sensitivity to customers and concern for people. The organization places a premium on teamwork, participation, and consensus. Leader Type: facilitator, mentor, team builder. Value Drivers: commitment, communication, development. Theory for Effectiveness: human development and participation produce effectiveness.

3.0 Dispersed Leadership Theory in Teams and organizational structures The proponents of the Concept of shared leadership like Day, Gronn, & Salas (2006), argue that leadership should not be conceptualized as a centralized downward vertical influence on subordinates and they should not be an appointed leader but leadership tasks and functions should be divided among sets of individuals who are acting as leaders. Secondly, with the prevalence and significance of team work in today’s work environment, Kozlowski & Ilgen (2006) argue that team members and team processes will to a greater extent affect the attitudes, motivation and behaviours of individuals. Kozlowski, Gully, Salas, & Cannon Bowers, (1996) and Manz & Sims (1993) developed concepts

Altogether, even if an employee has tattoos, he or she is still able to complete the job as effectively as those without tattoos. In conclusion, tattoos have no effect on employee’s work performance. Furthermore, the store employees should not be judged by the customers based on their physical appearance. Within the article

Leadership is understood as a process of interpersonal influence towards organizational goals and occurs in mundane work activities (Larsson & Lundholm, 2010). The problem here could be that Francois lack the understanding on how leadership is used practically in his daily work with mundane activities (Alvesson & Svenningsson,

To challenge people is to introduce conflict, whether it is through correcting or modifying behavior, or demanding a higher level of performance, and pseudo-relational environments actively avoid confrontations. Traditional hierarchical workplaces are also at odds with the ideas of people like McGregor. As with the other two workplace models, the dynamics of the employee relationship are irrelevant in a traditional environment. The boss, or manager, dominates the direction and discussion in these workplaces. Success is measured on an individual basis and is often at the expense of co-workers as opposed to a more collective

No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).

Ethical leadership is related to employee job satisfaction by impacting a positive influence on employee performance (Resick et al., 2011). The ethical leadership also found to increase the intrinsic motivation and job responses (Piccolo, et al., 2010). The willingness of the employee to report any concern and problem also depends on the organization culture and leadership behavior (Brown et al., 2005). It is also studied that a leader with strong ethical traits can affect positively to task significance and autonomy of the employee job (Ruiz, Ruiz & Martinez, 2011). According to them, the followers have willingly perceived the good traits of their leaders and thus good moral, values are practiced in an organization that can shape the overall