The report was prepared under the auspices of the National Advisory Environmental Health Committee to provide direction to Federal programmes in occupational health. Technological change and the increasing psychological demands of the workplace were listed as contributing factors.
Enron was founded in in Omaha, Nebraska as a natural gas provider, but was reorganized in to function as a holding company BBC News, n. In its annual report to shareholders, Enron listed its core values as follows: Communication — We have an obligation to communicate.
Respect — We treat others as we would like to be treated. Integrity — We work with customers and prospects openly, honestly, and sincerely.
Excellence— We are satisfied with nothing less than the very best in everything we do. Enron, Annual Report,p.
However, several examples reveal that the culture stood opposed to these core values. Instead of reinforcing the code of ethics and the list of virtuous core values, the actions of leadership established a culture with values of greed and pride.
These actions undoubtedly helped shape the culture of Enron. Taking these two examples into consideration, it becomes clear why reports of unethical behavior were seen at all levels.
Despite public awareness about the dangers of this behavior, no one came forth to speak out against it. While senior leadership worked to create a statement of core values that upheld the highest ethical standards, their actions shaped a culture that would not meet these standards.
However, this attention is well deserved, as Zappos is considered by many to be a shining example of customer service, culture, and ethics Chafkin, Zappos was founded in It has since expanded its product offerings to clothing, accessories, and even various overstocked merchandise through its subsidiary companies Hsieh, Compared to Enron, the company is small, employing approximately 2, people at its headquarters in Las Vegas, Nevada and in its warehouse in Kentucky.
Zappos does not just differ in size; it differs drastically in its business paradigm as well. The company places its emphasis on developing its culture and core values around the happiness of both its employees and its customers Hsieh, It is surprising to learn that the company lacked a formal statement of core values for the first six years of its existence Hsieh, Hsieh was familiar with the offsite retreat homework assignment used by most corporations and did not want to draft a document that failed to reflect the true culture of his employees.
Instead, Tony focused first on creating a dignified company culture: Hsieh even reinforced this culture by drafting a book of essays about company cultures comprised entirely of employee contributions Chafkin, Zappos eventually developed training programs designed to reinforce this internal framework Hsieh, Hsieh has even gone so far as to offer to pay employees to quit if they are not a cultural fit Taylor, It was Zappos employees who eventually persuaded Hsieh that they needed a statement of values to represent the Zappos environment Hseih, Instead of taking his senior executives off-site to prepare such a statement, Hsieh borrowed the strategy used to create the culture book.Organizational Theory and Behavior David S.
Walonick, Ph.D. Classical Organization Theory. Classical organization theory evolved during the first half of this century. BibMe Free Bibliography & Citation Maker - MLA, APA, Chicago, Harvard.
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A positive attitude is an important aspect of the affective domain and has a profound impact on learning.
Environments that create a sense of belonging, encourage risk taking and provide opportunities for success help develop and maintain positive attitudes and self-confidence within students.
What factors have you found to affect your organizational culture? Contact the recruiting professionals at TruPath and we’ll add your tips to the list.
TruPath is an executive search firm that finds mid to senior level executives in mission critical roles at your organization. Factors Affecting Organization Culture Culture represents the beliefs, ideologies, policies, practices of an organization.
It gives the employees a sense of direction and also controls the way they behave with each other.