Quote: "Edgar Schein, a leading researcher in this field, defined 'organizational culture' as comprising a number of features, including a shared 'pattern of basic assumptions'."
The importance of establishing and promoting organizational values and culture that align with the mission and vision.
Importance of Values and Culture: Understanding the role of values and culture in shaping public administration.
Ethics in Public Administration: Examining the ethical principles that guide public administrators and exploring the importance of ethical behavior in the public sector.
Organizational Culture: Understanding the significance of organizational culture in public administration and how it affects organizational performance.
Communication: Understanding the impact of communication in values and culture in public administration.
Leadership: Examining leadership styles and understanding how they influence organizational culture and values.
Diversity and Inclusion: Exploring how diversity and inclusion affect organizational culture and values in the public sector.
Stakeholder Management: Understanding stakeholder management and its impact on organizational culture and values.
Public Participation Processes: Understanding the impact of public participation processes on organizational culture and values in public administration.
Change Management: Exploring how organizational culture and values can be changed in public administration.
Performance Management: Examining the importance of performance management in promoting organizational culture and values in public administration.
Accountability and Transparency: Understanding the importance of accountability and transparency in public administration and their role in shaping organizational culture and values.
Decision-making processes: Examining decision-making processes in public administration, and exploring how they affect organizational culture and values.
Risk Management: Understanding risk management and how it impacts organizational culture and values in public administration.
Planning and Strategy: Exploring the strategic planning process in public administration and understanding how it can promote organizational culture and values.
Conflict Management: Examining conflict management strategies in public administration and understanding how they affect organizational culture and values.
Compliance Management: Understanding compliance management and its impact on organizational culture and values in the public sector.
Innovation and Creativity: Exploring how innovation and creativity can promote organizational culture and values in public administration.
Knowledge Management: Understanding knowledge management and its importance for promoting organizational culture and values in public administration.
Performance Appraisal: Examining performance appraisal processes in public administration and exploring how they can promote organizational culture and values.
Motivation and Employee Engagement: Understanding how motivation and employee engagement can impact organizational culture and values in public administration.
Organizational values: These are the beliefs and principles that guide the functioning of an organization.
Customer values: The expectations of the customers are the customer values.
Community values: Cultural norms and values of society in which the organization operates.
Social values: The attitudes and principles that society as a whole holds.
Personal values: The principles and beliefs that individuals hold.
Ethical values: The standards of ethical behavior.
Environmental values: These are the principles that guide environmental sustainability.
Spiritual values: The beliefs that relate to spiritual or religious practices.
Innovation values: The values that promote innovation.
Wellness values: The values that promote physical and mental well-being.
Productivity values: The values that promote efficiency and productivity.
Attitude values: The values that promote attitudes such as kindness, cooperation, and empathy.
Quote: "Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book The Changing Culture of a Factory."
Quote: "The study concerned itself with the description, analysis, and development of corporate group behaviors."
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "Flamholtz and Randle (2011) suggest that one can view organizational culture as 'corporate personality'."
Quote: "They define it as consisting of the values, beliefs, and norms which influence the behavior of people as members of an organization."
Quote: "It may also be influenced by factors such as history, type of product, market, technology, strategy, type of employees, management style, and national culture."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."
No specific quote provided.
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."