Дисертації: "Corporate culture"

1

Neuber, Andreas. "Corporate governance & culture." HKBU Institutional Repository, 2019. https://repository.hkbu.edu.hk/etd_oa/627.

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Based on the institutional logic that enterprises will conform with the immediate cultural values and settings in a nation, the important influence of culture on corporate governance has been acknowledged in recent research. It has been shown that the quality of corporate governance varies strongly within regions and globally. Therefore, tests of cultural influences on single components of corporate governance or surrogates thereof have been conducted and their outcomes discussed. This research investigates the influence of culture on corporate governance using all 6 Hofstede cultural dimensions and a uniquely broad set of corporate governance factors that are present in reality. Using 565,787 year observations relating to 18,344 companies in 41 countries for the years 2010-2015, the results of cross-sectional regression analysis with appropriate control variables is presented. The ensuing results further enhance our understanding of culture's influence on the composition of the board of directors and will help regulators and lawmakers in their endeavors to improve relevant legislation as well as allow multinational companies to design effective and reliable corporate governance structures in their enterprises. In my analysis, I find a substantial influence of cultural dimensions on the structural elements of the composition of the board of directors around the globe. In particular board independence, time on the board, gender diversity, and absolute size of the board are impacted by the surrounding cultural environment of the enterprise. These results also hold true in a robustness test with alternative cultural dimensions. A final moderating test gives some evidence of the moderating influence the cultural environment has on the relationship between board structural elements and the quality of corporate governance.

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2

Hall, Frederick Leonard. "Australians in a corporate culture the national characteristics, are they intrinsic? : a study of cultural behaviour of Australian employees in a multi national [sic] corporation : a measure of change of national culture over time and it's relevance to corporate culture in Australia /." Master's thesis, Australia : Macquarie Universityc, 1989. http://hdl.handle.net/1959.14/23256.

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Thesis (MA)--Macquarie University, Graduate School of Management, 1989.
Introduction -- Values and culture -- The four dimensions -- Australia survey 1984/85 -- Methodological debate -- Literature reviews -- Outcome in terms of our national culture -- Transition to corporate culture -- Results of survey 1984/85 -- Appendix.
Bibliography: final [7] leaves (Appendix 4).
Mode of access: World Wide Web.
49 leaves ill. +

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3

Thomson, Kerry-Lynn. "Integrating information security into corporate culture." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/132.

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Introduction: There are many components that are required for an organisation to be successful in its chosen field. These components vary from corporate culture, to corporate leadership, to effective protection of important assets. These and many more contribute to the success of an organisation. One component that should be a definitive part in the strategy of any organisation is information security. Information security is one of the fastest growing sub-disciplines in the Information Technology industry, indicating the importance of this field (Zylt, 2001, online). Information security is concerned with the implementation and support of control measures to protect the confidentiality, integrity and availability of electronically stored information (BS 7799-1, 1999, p 1). Information security is achieved by applying control measures that will lessen the threat, reduce the vulnerability or diminish the impact of losing an information asset. However, as a result of the fact that an increasing number of employees have access to information, the protection of information is no longer only dependent on physical and technical controls, but also, to a large extent, on the actions of employees utilising information resources. All employees have a role to play in safeguarding information and they need guidance in fulfilling these roles (Barnard, 1998, p 12). This guidance should originate from senior management, using good corporate governance practices. The effective leadership resulting from good corporate governance practices is another component in an organisation that contributes to its success (King Report, 2001, p 11). Corporate governance is defined as the exercise of power over and responsibility for corporate entities (Blackwell Publishers, 2000, online). Senior management, as part of its corporate governance duties, should encourage employees to adhere to the behaviour specified by senior management to contribute towards a successful organisation. Senior management should not dictate this behaviour, but encourage it as naturally as possible, resulting in the correct behaviour becoming part of the corporate culture. If the inner workings of organisations are explored it would be found that there are many hidden forces at work that determine how senior management and the employees relate to one another and to customers. These hidden forces are collectively called the culture of the organisation (Hagberg Consulting Group, 2002, online). Cultural assumptions in organisations grow around how people in the organisation relate to each other, but that is only a small part of what corporate culture actually covers (Schein, 1999, p 28). Corporate culture is the outcome of all the collective, taken-for-granted assumptions that a group has learned throughout history. Corporate culture is the residue of success. In other words, it is the set of procedures that senior management and employees of an organisation follow in order to be successful (Schein, 1999, p 29). Cultivating an effective corporate culture, managing an organisation using efficient corporate governance practices and protecting the valuable information assets of an organisation through an effective information security program are, individually, all important components in the success of an organisation. One of the biggest questions with regard to these three fields is the relationship that should exist between information security, corporate governance and corporate culture. In other words, what can the senior management of an organisation, using effective corporate governance practices, do to ensure that information security practices become a subconscious response in the corporate culture?.

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4

Weatherly, Kristopher Allen. "The rapid assessment of organizational culture using the organizational culture survey: Theory, research and application." Diss., The University of Arizona, 1995. http://hdl.handle.net/10150/187306.

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A theory about how an organization's culture influences decisions made within that organization is described and a new, easily administered instrument for rapidly assessing an organization's culture is introduced. Then a series of studies is presented, some of which assess the reliability and validity of the instrument and others of which test some of the implications of the theory. The instrument is shown to be a reliable and valid measure of organizational culture, and the research results support the predictions of the theory on both a group and an individual level. Finally, the instrument is used as part of an organization development intervention. It is concluded that the theory and the instrument provide a promising foundation for further research on the role of organizational culture in organizational decision making and for use as a tool for organization development.

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5

Magang, Tebogo Israel Teddy. "Culture and corporate governance in South Africa." Thesis, University of Bradford, 2012. http://hdl.handle.net/10454/5485.

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The main objective of this thesis is to investigate corporate governance practices in South Africa listed companies. Specifically, the thesis strives to achieve the following objectives. First, it investigates the extent of compliance with the best corporate governance practices as recommended by the King Committee on Corporate Governance prior to and post 2002 in order to understand whether there is improvement in corporate practices. Second the thesis investigates whether compliance with the best corporate governance practices are related to ethnicity of board structures (in particular Board Chairman, Board Dominance and Chief Executive Officer/Managing Director) and other factors such as company characteristics, market and performance related variables. Third it investigates the views/opinions of key stakeholders [e.g. regulators, King Code Commissioners, companies and institutional investors] regarding the state of corporate governance in SA and its influence in the Southern African Development Community (SADC) region. The findings from regression results indicate that compliance with the King Code increased substantially between 2002 and 2008. The results also indicate that compliance is high for accounting and auditing and boards and directors issues and lowest for integrated sustainability reporting issues. The findings also indicate that ethnicity influences corporate compliance with best practice governance principles such as the King Code, as per prediction. Compliance was also found to be high for large firms, firms with multiple listings in other stock exchanges and firms audited by Big 4 audit firms. Finally, the findings from the views of key stakeholders indicate that the Code has indeed improved corporate governance standards in South Africa, is suitable for the country because of its consideration of local circumstances and influences corporate practice in the SADC region.

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6

Visser, Ronelda. "Corporate culture in a democratic South Africa." Thesis, Cape Peninsula University of Technology, 2005. http://hdl.handle.net/20.500.11838/1661.

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Thesis (MTech (Management))--Cape Peninsula University of Technology, 2006.
This study investigated whether the different home languages of employees of a large financial institution in the Western Cape had an influence of their perception of organisational structure and processes. The author conducted a series of interviews with management-level employees who speak Afrikaans, English and Xhosa as home languages in an attempt to ascertain the extent of the influence of individual cultures on perceptions and actions in corporate society. Specific attention was given to how these individuals perceived meetings, decision-making processes and conflict. These interviews were transcribed verbatim and studied by means of narrative analysis using a specialised software package to provide a better insight into the roles language and culture play within the South African organisation. Based on the narratives provided by the respondents in this study, the author concluded that individual culture does play a significant role in the perceptions of organisational structures such as conflict management,interaction during meetings, decision-making and acceptance of authority.

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7

Khan, Muhammad Ghayour, and Omar Khan. "Corporate Identity, Corporate Branding and Brand Image." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-57516.

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This dissertation aims to address the research gap which was evident on the apparel industry. The authors identified that additional research is required on how corporate identity influences the designing of a brand image on apparel industry. In order to address the gap the authors first formed a research model based on literature review or secondary data. Later on, primary data was collected through qualitative research method from 14 garments companies in Pakistan. Moreover, the primary data and secondary data was synthesized in order to analyze and conclude the research.The finding shows that the communication is a main issue when forming the brand image and it must be in line with the corporate identity in order to form a successful brand.

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8

Ashe, Donna Kate. "Developing a quantitative assessment instrument for organizational culture : an integration of the theories from organizational culture and cross-cultural literature." Thesis, Georgia Institute of Technology, 1990. http://hdl.handle.net/1853/29534.

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9

Kummerow, Elizabeth H. "Towards the measurement of organisational culture /." Title page, contents and abstract only, 2000. http://web4.library.adelaide.edu.au/theses/09PH/09phk962.pdf.

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10

Sze, Yee-tak Maranda, and 施以德. "The corporate culture of the multi-level marketing companies in Hong Kong, and the feasibility of cultural transfer to the PRC." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31266204.

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11

au, skrempl@iinet net, and Sandra Krempl. "Reviving Spirit in Corporate systems." Murdoch University, 2006. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20071126.110753.

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The underlying context of this work is the mismatch between the systems that we need to comply with and what our spirit and intuition wants and needs. The thesis questions the relevance of spiritless corporate systems set up to serve the best interest of human beings and other living things. Corporate systems have been established to comply with governing laws, to facilitate transaction of money and provide financial accountability to stakeholders and clients spiritless matters. Corporate systems are ill equipped to protect our emotional and spiritual boundaries, our tangible and intangible links to the past and to the future. Spirit, which is the essence of life, is often not understood, discussed or included in the planning, development and implementation of the very systems that govern and impact on our lives and our communities. If spirit is included it is often well intended but rhetorical. Spirit needs to be revived and provided time, place and purpose, not only in our broader lives but also in our work cultures. Without spirit, facts have no meaning or relevance to life. This thesis searches for solutions to fill this spiritual gap in corporate systems, drawing on the experiences and lessons gained through engaging with communities and corporate systems in Australian and international contexts. The search covers a study of oral tradition(spirit),the impact of the lack of credibility afforded to oral tradition, developing and trialling common-ground terminology and frameworks befitting both corporate and spiritual systems across different industry sectors, the isolation of arts and culture from other sectors, the role of community development arts practices, and aspects of social science and urban development theories. The research traces the development and implementation of a cultural planning program for Western Australia through policy development at State government level and then framework development undertaken through Community Arts Network WA. The development of this cultural planning program draws on the contribution of diverse industry sector partners and this thesis research explains how their perspectives can contribute to the revival of spirit in corporate systems. The partnerships involved are business planning, town planning, community psychology, vocation, education and training, and sustainability. Having contributed to the development of the broader frameworks for the implementation of cultural planning across the State and beyond, this research delves further into addressing the issue of reviving spirit in corporate systems through refining the First (spirit) and Third Person (corporate) approach to cultural planning. This method is based on a key Spirit Catalyst called The First and Third Person Systems. This key Spirit Catalyst provides a guide for balance between spirit and corporate systems. There are a total of seven secondary Spirit Catalysts cited. Comparisons and contrasts between First and Third Person cultural planning process and strategic planning are provided. Principles and protocols and tools for evaluating spirit have been developed as part of the process. In keeping with the first person nature of spirit, personal narrative is used wherever possible to give life and meaning to facts and other planning and management processes.

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12

Price, Andrea C. "A culture assessment of XYZ Manufacturing Company." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003pricea.pdf.

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13

Boissel, Charles. "Essays in Empirical Corporate Finance." Thesis, Université Paris-Saclay (ComUE), 2018. http://www.theses.fr/2018SACLH008/document.

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Cette thèse réalisée au sein du département finance d’HEC Paris est constituée de trois parties. La première s’intéresse à la résilience des chambres de compensation en temps de crise. C’est un travail réalisé avec François Derrien, Evren Örs et David Thesmar dans lequel nous montrons que le manque de régulation de ces acteurs conduit à une détérioration de la confiance qui leur est accordée quand les conditions macroéconomiques se détériorent. Ceci impacte alors négativement leur capacité à assurer une liquidité suffisante sur le marché interbancaire. Le deuxième chapitre porte sur l’impact de la concentration du secteur bancaire autour de quelques grands groupes sur l’allocation macroéconomique du crédit. J’y développe une approche innovante pour répondre à cette question et montre que cet impact est limité: les chocs idiosyncratiques des "big players" n’ont qu’un rôle limité dans la fluctuation du crédit aggrégé. La dernière partie est un travail réalisé avec Adrien Matray et Thomas Bourveau. Nous nous intéressons à la transmission de la culture du risque au sein du secteur bancaire et montrons que les filiales d’un groupe bancaire tendent à converger quant à leur évaluation du risque futur. En retour, cela peut amener à une sous-évaluation de ce dernier et impacter la stabilité financière
This thesis is divided into three chapters. The first one deals with Central Clearing Counterparties (CCPs) and their resiliency in crisis times. This is a joint work with François Derrien, Evren Ors and David Thesmar. Focusing on CCPs backed repo trades during the eurozone crisis, we show that the market factored in the default of CCPs. In turn, this affected their capacity to ensure liquidity in the interbank market. Our results have strong consequences for the way CCPs should be regulate. The second chapter aims at quantifying the impact of the rise of the concentration in the banking sector on aggregate credit fluctuations. Building on novel empirical approach, I show that big players’ idiosyncratic shocks have a limited impact on aggregate credit. The explanation lies in the fact that the strength of banking groups idiosyncratic shocks is limited compared to aggregate and subsidiaries level ones. The last chapter, a joint work with Thomas Bourveau and Adrien Matray, focuses on the transmission of corporate risk culture. We show that subsidiaries of the same banking group tend to assess future risks in similar ways. In turn, this gives insights on how banking crisis can spread be fueled by corporate risk culture

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14

Flaugher, Renee. "An Analysis of the Effect of Corporate Codes of Ethics on Corporate Culture." Honors in the Major Thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/756.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf
Bachelors
Business Administration
Accounting

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15

Gordon, Wayne Barry. "Corporate culture and strategy in environmental sustainability interventions." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29655.

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The influence of corporate culture on the strategies used by firms to meet the environmental sustainability challenge has been explored in this dissertation. This was investigated through web-based questionnaires that were administered to employees in companies who would have knowledge of both their employer‟s corporate culture and corporate sustainability practices.To determine this, the respondents were requested to rate both the corporate strategies undertaken to meet the environmental challenge, as well as the corporate culture where they work. The corporate strategies were evaluated using a bespoke instrument which was constructed from various strategy instruments found in the literature. The corporate culture was evaluated using a well-known organisational culture instrument available in the literature. Potential contextual variables pertaining to the perceptions of the respondents, as well as to the business and industry sector characteristics, were evaluated as well.The findings indicated that the contextual variables had little or no effect on either the corporate culture or the corporate strategies undertaken by the firm, and that a strong comprehensive culture correlated strongly with positive corporate strategies. Corporate cultures that emphasise social coordination (or organic culture forms) exhibited stronger correlations with positive corporate strategies than those which emphasise formal control methods (or mechanistic forms). The focus of the firm, whether on internal dynamics or the external environment, did not show a significant effect on the corporate strategies that were undertaken by the firm.A sustainability culture was synthesised from the findings of the research, which concludes with recommendations regarding further research into this topic.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted

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16

Haniffa, Roszaini Mohamad. "Culture, corporate governance and disclosure in Malaysian corporations." Thesis, University of Exeter, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267212.

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17

Hashim, Shayan. "HC3 (Healthcare Corporate Culture Consulting)| A Business Proposal." Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10787056.

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As healthcare consulting continues to grow, the improvement in healthcare companies’ finances, information technology, marketing, and management continues to increase as well. Despite this increase, one form of healthcare consulting is lacking. This is where HC³ (Healthcare Corporate Culture Consulting) steps in. HC³ will act as a consulting firm that will focus on the improvement of a healthcare company’s culture and operations. It will work with different types of healthcare companies to improve their strategy, marketing, culture, training, and talent development. The following business proposal aims to provide a comprehensive analysis of how HC³ or Healthcare Corporate Culture Consulting aspires to change the way healthcare is operated today. The business proposal has been organized in four chapters: market analysis, feasibility analysis, legal and regulatory analysis, and financial analysis, so as to detail exactly how these changes will be carried out.

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18

Tedla, Tewodros Bayeh. "The Impact of Organizational Culture on Corporate Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2509.

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Lack of effective organizational culture and poor cultural integration in the corporate group affect organizational performance and decrease shareholders return. The purpose of this exploratory case study was to explore successful strategies that one corporate group used to establish an effective organizational culture to improve performance. The Denison organizational culture model served as the conceptual framework for the study. A purposive sample of 20 senior managers from a corporate group in Ethiopia participated in semistructured face-to-face interviews. The selected participant met the criteria of a minimum 5 years of experience with successful strategies in establishing an effective organizational culture in the corporate group. The interview data were transcribed, categorized, and coded; they were subsequently member checked and triangulated to increase the trustworthiness of interpretations. The findings included a well-defined mission that attributed to developing shared understanding between employees and managers, and employee-focused leadership that contributed to motivating employees. Core corporate value findings included the well-being of the society through self-regulated corporate social responsibility. The findings identified in this study could have potential for economic growth in the local economy and may contribute to social change with strategies business managers may use to sustain their business and improve the life standards of employees and the local community.

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19

Zhang, Man. "Information technology capability, organizational culture, and export performance." Online access for everyone, 2005. http://www.dissertations.wsu.edu/Dissertations/Spring2005/M%5FZhang%5F040505.pdf.

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20

Firm, Rebecca K. "Comparison of corporate cultures in a manufacturing environment." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999firmr.pdf.

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21

Levsen, Virginia Beth Miller. "An exploratory analysis of the relationship between corporate culture and corporate performance in the computer industry /." Thesis, Connect to this title online; UW restricted, 1992. http://hdl.handle.net/1773/8760.

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22

Mohamad, Bahtiar. "The structural relationships between corporate culture, ICT diffusion innovation, corporate leadership, corporate communication management (CCM) activities and organisational performance." Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/7635.

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Corporate Communication Management (CCM) is an important concept within the communication and marketing discipline. The term corporate communication came to the attention of the general public more than 40 years ago, due to changes in global business environments. Although corporate communication received great attention from scholars and the business community, its complex concepts are still unclear. Furthermore, many scholars believe there are influences of corporate culture, ICT diffusion innovations and corporate leadership on corporate communication and its impact to organisational performance, yet there is a paucity of studies on the validation of this theoretical assumption. Therefore, the purpose of this study is to address this gap by providing an elevated understanding of the concept of CCM and its antecedents, and in consequence, focus on organisational performance from the managerial perspectives. This study employs a two tier mixed-method research process involving qualitative and quantitative approaches. The first tier commences with a semi-structured interview (with 12 respondents) to refine a conceptual framework developed based on existing literature. Then, content validity (with 10 expert opinions) and pilot test (with 35 respondents) follow, to develop a measurement scale with good validity and reliability. The second tier involves online survey data (with 223 respondents) and secondary data (from Thomson DataStream) to test the research hypotheses and proposed conceptual model. In this stage, structural equation modelling (SEM) is employed. Results indicate a very good fit to the data, with good convergent, discriminant and nomological validity and reliability stability. The findings of this research show that corporate culture, ICT diffusion innovation and corporate leadership are factors that influence CCM directly. While CCM correlates positively with financial performance, it has no effect on mission achievement. Corporate culture was found to have a positive relationship with mission achievement but negative relations with financial performance. Furthermore, ICT diffusion innovation demonstrates a positive association with mission achievement. Despite corporate leadership having a positive relationship with mission achievement, there was no effect on financial performance. Therefore, this study answered the antecedents and consequences of CCM, and they were found to be influential factors. In addition, the study demonstrates that managers rely on internal factors such as corporate culture, ICT diffusion innovation and corporate leadership to predict and assess CCM. The findings have implications for knowledge of theories and practices, and also contribute in the development of a model that explains the CCM functions and shows that functions have a definite positive impact on financial performance. Furthermore, the research adds an insight to a growing body of communication literature (primarily corporate communication) and makes recommendation for future research directions.

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23

Gardner, Patricia A. "Alignment issues within corporate culture at Phillips Plastics Corporation." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998gardnerp.pdf.

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24

Monsen, Erik Willard. "Employees do matter: Autonomy, teamwork and corporate entrepreneurial culture." Diss., Connect to online resource, 2005. http://wwwlib.umi.com/dissertations/fullcit/3178339.

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25

Gilman, Don G. "Comparative analysis of corporate culture in a multinational organization." Thesis, Pepperdine University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3587467.

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This study built upon the Project GLOBE (House, Hanges, Javidan, Dorfman, & Gupta, 2004) analysis by using a Web-based version of the GLOBE Questionnaire in order to examine the extent to which the cultural values and practices of middle managers in a multinational organization vary depending on (a) their cultural background and the region in which they work, (b) whether they were a member of a recently acquired company, and (c) the number of years employed by the multinational organization. Multinational organizations face the unique challenge of operating in societies that have different sets of cultural norms, expectations, beliefs, and values. Just as societies have distinct cultures, so do organizations. Individuals working in organizations are influenced by the organizational culture as well as by the societal culture and competition between these 2 sets of distinct cultures can dramatically impact the success or failure of an acquisition, a strategic alliance, or any other initiative involving multiple cultures. Focusing on data from over 200 middle managers from the United States parent organization, and the regional organizations in Ireland, France, and Japan, a secondary analysis shows that an individual's values and beliefs tend to be more closely aligned with the corporate culture of the parent organization than with the societal culture of the regional organization. Additionally, an examination of the culture of an acquired company shows that there are no statistically significant differences in cultural practices, and only 2 statistically significant differences in cultural values, several years after the acquisition. Finally, the results from this study show that statistically significant differences for cultural practices and values between individual respondents and the overall organization tend to be most prevalent among middle managers with 5 to 10 years of service with the organization.

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26

Hunter, Carolyn. "Playing at work : understanding humour in contemporary corporate culture." Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/9837.

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This thesis explores how employees use humour in their everyday experience of fun corporate cultures. Several problems with play as a management initiative have already been noted: management do not always support the initiatives (Redman and Matthews, 2002); employees can be quite cynical (Fleming, 2005); and feel belittled (Warren and Fineman, 2007). Considering these effects of corporate culture, this thesis examines the experiences of employees who engage with the corporate culture to explore how they use humour. In order to do so, the thesis considers the nature of humour as a social phenomenon as a social, emotion and embodied mode of communication. This thesis is concerned with the creative industries in particular, as a context where play is linked to a self-managing workforce. It examines several themes which have emerged within the literature on fun identities, managing emotions and space and materiality in fun corporate cultures. The latter chapters explore the findings from three creative organisations to consider how humour is performative. In order to do so, it analyses how employees use humour as a tactic drawing on De Certeau's (1984) distinction between strategies and tactics within the everyday. De Certeau's work distinguishes how strategies form proper spaces with dominant meanings and the tactics which the users of the space invoke in order to re-appropriate the space. This thesis argues that by seeing humour as a tactic, it is possible to divide the use of fun into four different discourses which work on employees subjectivity. This thesis makes three contributions to the study of humour in fun corporate cultures. First, it contributes empirically through forming a four-way typology linking discourses on fun to tactics of humour and the effect on employees subjectivity. Second, it uses a novel method of studying humour through designing a humour log which encourages employees to be conscious and reflective of humour. Finally, it makes a theoretical contribution through applying De Certeau's work on strategies and tactics to the material and spatial features of the organisations (Lefebvre, 1991).

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27

Stump, Emily S. "Leaders' opinions of elements in establishing and sustaining a high performance people centered culture." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000stumpe.pdf.

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28

Davis, Kari L. "Leaders' opinions of elements in establishing a high-performing people-centered culture." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001davisk.pdf.

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29

Vogds, Jean C. "Perceptions of organizational values and culture at various levels of an organization." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001vogdsj.pdf.

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30

Avery, Jennifer Laurel. "Becoming the Corporate Native...Virtually: An Ethnography and Corporate Culture Assessment of a Virtual Organization." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4281.

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This dissertation presents an investigation of a rarely studied business entity in the cross disciplinary literature on organizational culture, a completely virtually organized firm. Subscribing to a conviction that any culture can only be understood through an approach that uncovers the lived experiences of its members, I employ the traditional anthropological method of participant observation as my foundational data gathering technique. In an effort to help engage anthropology with the cross disciplinary organizational culture literature generally, I also use two well-known methods of corporate culture assessment from the management sciences. I provide a number of recommendations to the sponsors of the research for addressing problems that relate directly to worker morale and performance and which, consequently, impact the company's overall potential for success. Some of these problems are unique to this particular company while other issues that I identify, such as weak organizational identification among employees, loose networks of social capital between co-workers, employee training and nurturing deficits, email overload impacts on employee productivity and regard for organizational leaders, and the encroachment of work on personal time, are problems likely to be encountered by members of other virtual work organizations. As such, my findings should be of interest to applied researchers who study these fast-growing types of work arrangements.

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31

Baten, Md Abdul, and Clara Chidinma Amadi. "Corporate Fraud Culture: Reanalysing the Role of Corporate Governance in Developing Countries. : A Case Study." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-98241.

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Abstract In the current scenario of the business world, organizations face the pervasive problem of corporate fraud. This leads to huge losses and deprivation results in reduced profitability, diminished shareholders returns, loss of growth in opportunities and in certain cases even these threaten the sustainability of the organizations. Though dedicated investigations units and courts, specific legislation enhanced awareness and monitoring organizations in developing countries but still corporate fraud are abound. Therefore, establishing the key drivers for corporate fraud will enable the organizations to better evaluate their risk strategy and also to understand how to reanalyzing the role of corporate governance in regards to corporate fraud in developing countries. The qualitative research was used firstly with deductive approach in this study in order to establish the key drivers of corporate fraud; and secondly, to assess the role of corporate governance in addressing these drivers of corporate fraud. A total number of 10 structured, and semi-structured on-line based interviews through Zoom were conducted with the gatekeepers, bank managers and the compliance officers in a diverse range of organizations to explore this research. A further 2 interviews were conducted with the experts in the field of forensic investigation and corporate governance, whose insights views were used to test the initial findings for the triangulation process. The insight derived formed the basis of the data which was analyzed to produce the findings for this research. From this research, both the internal and external drivers of corporate fraud identified some common themes, though the diverse nature of the organizations researched. Illegal collusion between employees as well as financial distress because of recent economic failure were found to be amongst the key drivers. More particularly, findings indicated that corporate governance does and even play a critical role in regards to these drivers, and thus making the organization more conscious and proactive to address corporate fraud. Nevertheless, poor and inadequate implementation of corporate governance standards weakens the effectiveness. Thereupon, the real picture is that corporate governance is not legislated and contributes to the haphazard manner in which this is applied in different organizations in developing countries. To conclude that, corporate governance needs to be more supported by an ethical culture which can therefore serve its actual purpose. Despite findings, evidence that corporate governance is neglected by certain organizations. However, the findings from the derived triangulations exercise in strong support on the above findings.

This thesis has been published by Md Abdul Baten & Clara Chidinma Amadi.

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32

Zedníková, Hana. "Analýza organizační kultury společnosti ENASPOL a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-75904.

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This graduation thesis deals with the analysis of corporate culture Enaspol. In the theoretical part are included basic knowledge of corporate culture. In the introduction is the concept of culture and corporate culture. Next, there is a basic change types and typology of corporate culture. The Enaspol company has been introduced in the empirical part. The aim of the thesis was an analysis of corporate culture, especially the second level of "social norms and standards of conduct. The work deals mainly with problems of labor discipline, work ethic, the existence and importance of social norms in the organization, employees' access to education and their overall satisfaction. Result of this work is proposing measures and changes to management, which should lead to improved corporate culture Enaspol.

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Hartvigson, Johannes, and Rayan Hourani. "Swedish Companies in Saudi Arabia : The Struggle to Maintain Corporate Culture." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9302.

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Saudi Arabia is increasingly becoming one of the most attractive areas in the world for foreign investors. At the same time the country has a major influence on the economy in the Middle-East. However there exist reasons for why companies previously have been reluctant to enter this market, these reasons have mainly been related to political turbulence, foreign traditions and culture. In recent years some research has been dedicated to this area however there is still more to investigate.

The purpose of this thesis has thereby been to identify what problems Swedish companies have encountered when operating in Saudi Arabia in terms of psychic distance, asymmetric information and working towards mutual goals. Hence, what problems they have dealt with during the continuous work and to what extent they have managed to maintain their corporate culture.

The authors chose to conduct a deductive multiple case study including four Swedish companies with operations in Saudi Arabia, these were Abetong, IKEA, Oriflame and Tetra Pak. The research took a qualitative approach as four in-depth interviews were conducted with managers in suitable positions at respective company.

The findings of the thesis indicate that the companies to a great extent have been able to maintain their corporate culture, and the adaptations that were made were mainly related to women’s role in Saudi society. In terms of psychic distance, this is something that has been encountered to a certain extent by all of the companies. Challenges have mainly been faced within the areas of religion, political systems, culture and educational level whereas the economic development was generally perceived as an opportunity. As for problems with asymmetric information and working towards mutual goals, these have not been reflected to a greater extent within any of the companies. However the problems that have been encountered have been related to language barriers.

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34

Johnson, Kimberly Michelle Sutton Charlotte. "The influence of organizational values on profitability." Auburn, Ala., 2009. http://hdl.handle.net/10415/1943.

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35

Al-Mutawah, Khalid. "A study of corporate culture compatibility on supply chain performance." Monash University. Faculty of Information Technology. Clayton School of Information Technology, 2009. http://arrow.monash.edu.au/hdl/1959.1/73965.

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Анотація:

Supply chain systems have become a vital component of successful networked business firms/organisations. Over the last three decades, there has been a dramatic growth globally in the formation of supply chain networks. Research, however, indicates that there has been an increase in reported supply chains failures, and the incompatibility issues between participated organisations. Yet, these incompatibility issues are not just technical, but encompass wider cultural, organisational, and economical factors. Whilst research has shown the effect of such factors on supply chain performance, the influence of achieving corporate culture compatibility to the success of supply chains remains poorly understood. This is because it is widely accepted that organisations that operate in the same region possess a similar culture. In contrast, this research will examine the existence of corporate culture diversity between organisations in the same region, rather than diversity of national culture across different regions. Specifically, the study described the development of corporate culture compatibility between supply chains’ organisations and its influences on supply chain performance. Therefore, the thesis focus is the complex interrelationships between corporate culture compatibility of member organisations and supply chain performance. This research identifies cultural norms and beliefs of supply chain members within key organisational factors, rather than national or multi-national organisations factors, as in Hofstede (1983). A multi-method research design (combining case study, simulation, and neuro-fuzzy methods) was used to provide a rounded perspective on the phenomena studied. The multiple case studies helped to explore how corporate culture compatibility influences supply chain performance and develop a conceptual model for this association. The simulation experiments were conducted to verify the obtained conceptual framework from the multiple case studies, and investigate the effects of changing the corporate culture compatibility level on supply chain performance. The simulation is designed based on a Multi-Agent System (MAS) approach, in which each organisation in a supply chain is represented as an intelligent agent. Finally, a neuro-fuzzy approach is presented to assess corporate culture on supply chains context using real data. The analysis of the quantitative neuro-fuzzy study confirmed and validated the theoretical findings and adds depth to our understanding of the influences of corporate culture compatibility on supply chain performance. The study confirmed that organisations within the same supply chain in the same region possess different corporate cultures that consequently need the achievement of corporate culture compatibility as it is indicated by the literature. Moreover, the study revealed two types of corporate culture in supply chains’ context: individual culture and common culture. Individual culture refers to the internal beliefs within the organisation’s boundary, while common culture refers to beliefs when trading with partners across the organisation’s boundary. However, the study shows that common culture has more influences on supply chain performance than individual culture. In addition, the study highlighted bi-directional association between individual culture and common culture that helps the supply chain’s organisations developing their corporate culture compatibility. The results from the current study also showed that supply chain performance was shown to arise dramatically in response to corporate culture compatibility level increases. Yet, this increase in performance is diminished at a higher level of corporate culture compatibility, because more corporate culture compatibility increases are not cost effective for the organisations. In addition, organisations at a higher level of compatibility have more preferences to preserve their individual culture because it represents their identity. Furthermore, the study complements the gap in the literature related to the assessment of corporate culture of individual organisations in supply chains for sustaining a higher supply chain performance. While current culture assessment models observe individual organisations’ culture, the proposed approach describes a single concentrated model that integrates both individual and common culture in measuring influences of culture compatibility on supply chain performance. The findings from this study provide scholars, consultants, managers, and supply chain systems vendors with valuable information. This research thesis contributes to supply chain configuration and partnership formation theory, along with corporate culture theory, and is the first of its kind to establish the use of intelligent methods to model corporate culture compatibility. It is also one of the first empirical studies to compare corporate culture compatibility of supply chains’ organisations from organisational perspectives, rather than national perspectives.

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36

Chew, Lim Fee-yee. "Evolution of organisational culture : a Singapore experience /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18969173.

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37

Nguyen, Thi Kim Chung, and Le Linh Nguyen. "Cultural adaptation of Unilever in Vietnam." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-15292.

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The purpose of this study is to describe and analyze (1) how Vietnamese business culture resembles and differs from Unilever corporate culture, (2) what advantages and disadvantages are resulted from these similarities and differences, and (3) how the company made use of the advantages and overcome the disadvantages. This thesis also aims at (4) indicating some shortcomings in Unilever‟s adaptation strategy and providing some recommendations. This research work is qualitative in nature and is based upon a case study. Both primary and secondary data are used for the case analysis. Primary data are collected by semi-structured interviews. As a Western company entering Vietnam – an Eastern market, Unilever has encountered both challenges and benefits from the differences and similarities between its global core values and Vietnamese culture. With its global vision: “We have local roots with global scale”, the company made a number of changes to accommodate the differences and took advantage of the similarities. Its adaptation strategies not only build up a strong and appropriate culture but also act as a source of competitive advantage, which contributes to Unilever impressive success in theVietnamese market. However, there are still some shortcomings that need to be taken into consideration.

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38

Horký, Jan. "Východiska tvorby firemního stylu." Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-1335.

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V této práci se zabývám firemní komunikací. Pro její plánování a rozvoj je třeba udržovat aktuální komunikační a informační strategii. Pro zjednodušení jsem systém firemní komunikace rozdělil na 4 subsystémy: Kultura, informační systém, komerční komunikace a firemní styl, z nichž každým se podrobně zabývám. Společným působením těchto čtyř disciplín vzniká unikátní identita organizace a toto jsou její základní kameny. Jedním ze způsobů, jak docílit silné identity, je budování promyšleného a stabilního firemního stylu. Firemní styl je úžeji vymezen jako vizuální tvář podniku, tzv. Corporate Design. Jeho základními elementy jsou: logotyp, barevnost a typografie. Přestože firmy si mohou být v těchto základních elementech podobné, odlišují se jejich aplikacemi na komunikační aktivity. Každá vizuální identita se stává unikátním otiskem složitého firemního organismu. Účelem aplikací není pouze marketingový úspěch či vizuální dokonalost; ten spočívá v jejich funkčnosti. Proto je při jejich tvorbě nutné respektovat daleko více kritérií.

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39

Aaltio-Marjosola, Iiris. "Cultural change in a business enterprise : studying a major organizational change and its impact on culture /." Helsinki : Helsinki School of Economics and Business Administration, 1991. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=005951583&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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40

Parthesius, Nicholas. "The Corporate Cultural Differences between Swedish and South African Airfreight Companies." Thesis, University of Gävle, Department of Business Administration and Economics, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-94.

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A study presenting the differences in corporate culture between South African and Swedish airfreight industries with focus on the excess baggage sectors of the industry. This industry is very competitive and very international as goods are being exported and imported in vast amounts around the world.

Using a web questionnaire and personal interviews, this gave me a better understanding of the present corporate culture and to highlight the differences between the countries in question. Once these differences are laid down the study shows the possibility of mutual interaction between the industry and the countries. It provides the major differences between the countries and brings forth a hypothesis for the report. The study shows that hierarchy levels play a huge role in the South African company; the relatively high uncertainty level of South Africans is a result of the high power distances between management and employees. A South African employee would try to find a solution to any problem while a Swede would discontinue when the first attempt fails. Furthermore my study provides a general idea of each of the countries, but what is evident is that the airfreight industry follows a certain corporate culture of its own and finally due to the countries diversity, South Africa seems to have an advantage when working with different cultures.

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41

Britton, Garth Murray, and garth britton@netspeed com au. "On Reading Lines in Shifting Sands: making organisational culture relevant." The Australian National University. College of Business and Economics, 2007. http://thesis.anu.edu.au./public/adt-ANU20071105.161653.

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Despite the ubiquity of the term organisational culture in both popular and scholarly management literature, it remains an ambiguous concept, whose practical application is recognised as being far from universally successful. Models which seem to be preferred by practitioners are often criticised as being static or mechanistic, while more dynamic scholarly approaches tend to discount the possibility of deliberately influencing organisations at the cultural level. This dissertation, instead of focussing on culture as some sort of objective or unchanging attribute of an organisation, treats it as a phenomenon emerging from social interaction and individual sense-making. It draws on, and extends, George Kellys Personal Construct Psychology to build a framework for understanding the production of meaning by individuals in their social context, and how this contributes to the establishment of the collective boundaries between which cultural effects are observed. This framework is applied to the case of a business school attached to a large university, which is first absorbed into its Commerce Faculty, and then dissolved into a new Department, as the overall university structure is modified. Grounded Theory methodology is used to develop an approach to the description of the cultural interaction and changes that occur, and to generate theory that goes some way to explaining how and why they do. The theory gives insight into how latent cultural distinctions become, or are made, salient and the different means by which divisions may be resolved or superseded, sometimes resulting in conflict. Implications are explored for the management of organisations undergoing change, particularly where this involves merging or restructuring organisational units, and for the training and development of managers who are to be involved in such activities. ¶ At a theoretical level, building on a constructivist and processual ontological base, the dissertation makes contributions to the understanding of behaviour in organisations and draws on pragmatic epistemologies such as those advanced by George Herbert Mead. It brings concepts from psychology, sociology and management disciplines to bear on the problem of cultural interaction, and suggests that integrating them in this way may enhance their value in this context. ¶ By focussing on culture as a phenomenon produced at the interface of collective constructions, the dissertation proposes that it be viewed as fundamentally dynamic once eloquently described as multiple cross-cutting contexts but, nevertheless, explains how it may be recognised more through its apparent intractability than its fluidity. Whilst rejecting managerialist approaches which would suggest that culture and, through it, people, can be manipulated at will to reliably produce desired effects, the dissertation suggests ways in which insight into cultural interactions might be generated for those who are participating in them, and options developed to influence these interactions that might otherwise not have been available. It therefore has potentially valuable implications for management practice.

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42

HELOU, Sabine, and Timo VIITALA. "How Culture and Motivation Interacts? : - A Cross-Cultural Study." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1196.

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Motivating employees is essential for any organization aspiring to succeed. However, the process of motivating is not straightforward due to the diversity of individual’s needs. The task has been made even more difficult by the fact that personalized needs have altered in recent years. For instance, in many circumstances financial compensation is not considered as the main motivational factor of employees. Therefore, various other motivational practices have been developed, which take into consideration such issues as the work environment and the job itself.

This thesis is a comparative study between Sweden and Finland. The study has an objective of exploring how corporate culture affects the use of motivational practices in the Information Technology industry.

According to the findings gathered from two organizations, Sasken Finland Oy and SYSteam, culture does influence the choice of motivational practices. The issue of how culture affects, depends on whether corporate culture is task or person-oriented.

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43

McNicholas, Joseph. "Corporate culture and the American novel : producers, persuaders, and communicators /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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44

Bauer, Barry P. "Role expectation process in building a desirable work culture." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001bauerb.pdf.

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45

Khabeng, Kagiso Ivan. "Assessment of organisational culture of a business unit." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/8573.

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Thesis (MBA)--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: This research assesses the current organisational culture as well as the future preferred organisational culture of a business unit in a large information and communications technology company. In this study the researcher also assesses the management skills and competencies in comparison with the preferred future culture of the organisation. The research is based on the competing values framework of assessing organisational culture. The data was collected using the two instruments, namely the organisational culture assessment instrument and the management skills assessment instrument. These tools are questionnaires, which enabled the researcher to undertake a survey in a business unit. A sample of eight leaders and 72 associates was used to complete the questionnaires. The organisational culture assessment instrument was used to assess and profile the current culture of the organisation as well as the future preferred culture of the organisation. The management skills assessment instrument was used to evaluate the skills and competencies of the leaders in the business unit and the data was statistically analysed to compare the current skills of the leaders to that of the preferred future culture. The research revealed that the skills and competencies of the business unit strongly match the current culture of the organisation, and not the preferred culture. Through these findings, the research established which skills and competencies need to be developed in order to achieve the preferred culture. The research is significant in that it also proved the validity of the theory of competing values and this will contribute to the scholars in the culture and change management studies.

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46

Calisir, Meliha. "Organizing Corporate Culture: A Case Study Of A Turkish Software Company." Thesis, METU, 2008. http://etd.lib.metu.edu.tr/upload/12610173/index.pdf.

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The purpose of this research is to establish an innovative organizational culture in a Turkish software company. In order to do this, the perceived current and the preferred organizational cultures of the company were studied. The preferred culture of upper management and the differences between the perceived current and preferred organizational cultures by different employee groups were also investigated. The culture assessment was performed using Cameron and Quinn&rsquo
s (1999) Organizational Culture Assessment Instrument (OCAI). According to the survey results, the company&rsquo
s current culture was Hierarchy culture, and the least perceived current culture was Adhocracy. The preferred organizational culture of employees was Clan and Adhocracy was the second. Top management&rsquo
s preferred organizational culture was Adhocracy. Different from the employees, top management also believed that Adhocracy also exists in the company after Hierarchy culture. After analyzing the company&rsquo
s current and preferred cultures, a model based on Lewin&rsquo
s (1958) model of Organizational Change was adapted. Lewin&rsquo
s model was modified by removing the first stage of the model: unfreezing
it is believed that there will be no resistance to change when trying to establish an innovative culture. As for further research, a tactical plan should be established according to the proposed actions and the model established for the company should be tested if it reaches its goal or not.

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47

Botha, Frances-Marie. "The influence of the rural survivalist culture on corporate image." Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-11222007-140615.

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48

Okada, Takaaki. "Corporate culture and organizational efficiency in the competitive international market." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3571484.

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The research study involved an investigation into the relationship between corporate culture and organizational efficiency in the Japanese securities industry as it adapts to survive in the competitive international market. Using the materialist conception of history, a case study approach was used to examine the roots of Nikko’s corporate culture as it developed prior to the introduction of the modern management system. Working in compliance with a licensing system that served to preserve the status quo, Nikko officials experienced industry scandals, which encouraged Japanese securities executives to introduce American modern management systems. The purpose of the mixed method study was to understand the qualitative and quantitative changes in the management operations of Nikko Cordial affected by the corporate culture before and after the change in management. Insights into Nikko’s situation were gained from analyzing the records of Nikko Cordial with those of the Nomura and Daiwa securities companies.

Using a system of dialectics, organizational inefficiency and low profitability were discovered as triggers for the corporate scandals, despite the introduction of the modern management system. Based upon the analysis of Nikko’s case, an inductive conclusion was drawn that organizational efficiency and profitability were considered important factors to sustain a successful business model in the financial business field. The inevitability of regulation as one of the five cost factors necessary to enhance profitability for financial businesses was confirmed by the dialectical approach. The corporate culture is a key catalyst to reduce the costs involved in organizational efficiency and integrity.

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49

Williams, David John. "Corporate culture in preparatory schools : the business of independent education." Thesis, University of Southampton, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.343009.

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50

Mazumdar, Sanjoy. "Organizational culture and physical environments : a study of corporate headoffices." Thesis, Massachusetts Institute of Technology, 1988. http://hdl.handle.net/1721.1/14487.

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Дисертації з теми "Corporate culture"

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