Abstracts

Human resources and labor relations

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Keep individuality in top management

Article Abstract:

Homogenization, a lack of individuality, among high-level executives stifles many of the characteristics desirable in top management, such as imagination, creativity, and the willingness to act. Homogenization acts as a hidden agenda that protects groups from individuals who produce large amounts of quality work or have exceptional knowledge and skills. Homogenization can lead to: the loss of critical thinking and objective evaluation; reduced creativity, originality, and innovation; and an unwillingness to make timely decisions. Eliminating organizational homogenization can be accomplished by: educating managers about the effects of homogenization; evaluating current policies on performance assessment, promotions and raises, and recruitment; and hiring an organizational consultant for an outside view of the company.

Usage, Management, Individualism, Individuality

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Are you corporate cultured?

Article Abstract:

The study of organizational cultures may help to explain apparently irrational or confusing behavior within organizations. 'Culture' refers to the collective assumptions and beliefs of an organization's members. These assumptions develop over a period of time, based on what works as the organization tries to survive in a competitive environment. As these beliefs are validated by experience, they become codified and are passed on to the new members of the group. Organizational cultures can influence strategic decisions; business expansion plans and acquisitions have been known to fail because of a mismatch between the cultural values of the organization and the requirements of the new enterprise.

Organizational behavior, Leadership

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QWL programs facilitate change

Article Abstract:

Quality of Work Life (QWL) programs are designed to improve employee well-being and productivity, and facilitate the transition from autocratic management cultures to participative cultures that are necessary learn the values and beliefs of high-involvement organizations. The roles training plays in the success of QWL systems include the orientation of employees to the new cultures, and teaching the new organizational philosophy. The phases of QWL include philosophical development, transformational leadership, and subsystem congruence.

Human resource management, Corporations, Participatory management, Employee training

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