Core Culture

Examples of Core Culture in the following topics:

• Core Culture

  • Core culture is the underlying value that defines organizational identity through observable culture.
  • Core and observable culture are two facets of the same organizational culture, with core culture being inward-facing and intrinsic and observable culture being more external and tangible (outward-facing).
  • Core culture, as the name denotes, is the root of what observable culture will communicate to stakeholders.
  • This is where observable culture begins to transform into core culture.
  • Core culture has the same relationship with observable culture: core culture is created first, and ultimately drives the visible cultural aspects of the organization.

• Incentive Systems for Employees

  • Human resources departments must identify the core culture of the organization and create incentives that match it.
  • This means performance incentives and metrics may be relatively useless (and most likely damaging) to executing the core organizational goals.

• Communicating Organizational Culture

  • Management is tasked with both creating culture and accurately communicating it across the organization.
  • Corporate culture is used to control, coordinate, and integrate company subsidiaries.
  • Culture runs deeper than this definition, however, because culture also represents the embedded values, traditions, beliefs, and behaviors of a given group.
  • Leaders have a number of tools and strategies at their disposal to communicate culture.
  • Communication is the core tool for managing this cultural integration, enabling executives to remind employees what the organization stands for and why it's important.

• Gender and Diversity

  • Intercultural competence is simply the ability to communicate with different groups and cultures effectively and appropriately—"effectively" meaning that shared goals are being accomplished, and "appropriately" meaning doing so without violating the values, norms, relationships, or expectations of others.
  • One model outlines the three following components as being at the core of a culture-savvy individual: regional expertise, language proficiency, and cross-cultural competence.
  • People should work to understand relevant languages, regions, and cultural predispositions to avoid communicative misinterpretations.

• The Importance of Sensitivity and Etiquette in Business Communication

  • Etiquette is a core aspect of most cultures, which represent the values that guide how people live and interact.
  • Differences in etiquette can create challenges for cross-cultural communication in business.
  • The ability to use proper etiquette is an important quality of professionalism; it is therefore vital for employees to learn the norms and practices of etiquette in the organizations and cultures in which they work.
  • Explain the importance of identifying and considering different etiquette and cultural customs in business communication

• The Mission Statement

  • The mission statement is generated to retain consistency in overall strategy and to communicate core organizational goals to all stakeholders.
  • To be truly effective, an organizational mission statement must be assimilated into the organization's culture (as the theory states).

• Characteristics of Innovative Organizations

  • Many business experts argue that companies that make a substantial commitment to innovation and entrench it deeply throughout their culture will perform exceptionally well.
  • The classic example of a company that completely transformed itself as a result of lateral thinking is the Finnish company Nokia, whose original core business was wood pulp and logging.
  • When the collapse of communism opened the Russian market to the west, Nokia's core business was seriously threatened by cheaper imports from Russia's seemingly limitless forests.
  • Outline the critical success factors and characteristics of an adaptable and innovative organizational culture

• Job Characteristics Theory

  • The theory states that there are five core job characteristics:
  • The core characteristics affect three critical psychological states of the workers doing the job:
  • The combination of core characteristics with psychological states influences work outcomes such as:
  • The Job Characteristics Theory uses this equation to estimate the overall motivation inherent in a job design based upon the five core characteristics.
  • Analyze the core characteristics, psychological states, and work outcomes in the Job Characteristics Theory, as identified by Hackman and Oldham

• The Challenge of Globalization

  • Globalization is the international integration of intercultural ideas, perspectives, products/services, culture, and technology.
  • Though only a simplified and small analysis of a complicated issue, this oversight in corporate management saw each echelon of leadership ignore the core responsibility of ensuring ethical standards in lieu of capital gains.
  • A global economy is, in many ways, enforcing a global culture.
  • This global culture is often criticized for taking the place of previously established domestic cultures (and motivating consumerism).
  • As a result, managers should carefully consider how to best localize products to retain cultural identity in the regions they operate.

• Sustainability Innovation

  • Sustainability is the core operating mission and vision of the broader organization.
  • Describe how organizational culture adds value by generating an innovative approach to sustainability issues