Corporate Culture Articles : How would you describe the role communication plays in influencing your organizations corporate cultureGlobal perspectives An article from Communication World

Building an errorprevention cultureSAFETY for PROFITorganizational change An article from Industrial Engineer
Binding: Digital
Studio: Institute of Industrial Engineers, Inc. (IIE)
This digital document is an article from Industrial Engineer, published by Institute of Industrial Engineers, Inc. (IIE) on September 1, 2008. The length of the article is 2301 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available immediately after purchase. You can view it with any web browser.Citation DetailsTitle: Building an error-prevention culture.(SAFETY for PROFIT)(organizational change)Author: Kevin DuffyPublication: Industrial Engineer (Magazine/Journal)Date: September 1, 2008Publisher: Institute of Industrial Engineers, Inc. (IIE)Volume: 40 Issue: 9 Page: 41(5)Distributed by Gale, a part of Cengage Learning
Manufacturer: Institute of Industrial Engineers, Inc. (IIE)
Price: $9.95 USD
McDonalds a prime example of corporate culture An article from Public Relations Quarterly
Binding: Digital
Studio: Public Relations Quarterly
This digital document is an article from Public Relations Quarterly, published by Public Relations Quarterly on December 22, 1995. The length of the article is 1596 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.From the supplier: The phenomenal success of McDonald's Corp. is the result of a corporate culture that connects its geographically scattered franchises together. Ever since its launch in 1955, the fast-food restaurant company has been actively promoting a culture that is grounded on its vision statement, which emphasizes quality, service, convenience and value. Franchisees, managers and assistant managers are indoctrinated into the company's culture by attending the Hamburger University, which can be found in the US, Germany, the UK and Japan. The company makes sure that its proven system is maintained by conducting a constant review of the performance of its franchises around the world. The manuals also support the corporate culture by spelling out what employees need to do to be culture bearers at McDonald's.Citation DetailsTitle: McDonald's: a prime example of corporate culture.Author: Mary-Angie Salva-RamirezPublication: Public Relations Quarterly (Magazine/Journal)Date: December 22, 1995Publisher: Public Relations QuarterlyVolume: v40 Issue: n4 Page: p30(3)Distributed by Thomson Gale
Manufacturer: Public Relations Quarterly
Price: $5.95 USD
Corporate Branding Services And Positioning Your Company Right
here. Concepts on goodwill, trust and reliability are driven hard at.With corporate branding, one is more concerned on the image of the company, its name and culture. Unlike product branding wherein the company allows its products to
How would you describe the role communication plays in influencing your organizations corporate cultureGlobal perspectives An article from Communication World
Binding: Digital
Studio: Thomson Gale
This digital document is an article from Communication World, published by Thomson Gale on November 1, 2005. The length of the article is 623 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.Citation DetailsTitle: How would you describe the role communication plays in influencing your organization's corporate culture?(Global perspectives)Author: Paul SanchezPublication: Communication World (Magazine/Journal)Date: November 1, 2005Publisher: Thomson GaleVolume: 22 Issue: 6 Page: 8(1)Distributed by Thomson Gale
Manufacturer: Thomson Gale
Price: $5.95 USD
Corporate Events: How To Impress Clients And Win More Business
corporate event will create an advantage for you over your competitors by giving your clients an unforgettable experience. The best corporate entertainment providers strive to have clients identify their high standards with your corporate
Business Culture in Sub Saharan Africa
fewer of the pitfalls that might be encountered in East Asia and the countries influenced by the Chinese culture and way of business. Points to consider however are; • Dress for meetings is on the whole more formal than is now
Organisational Culture
strategy" (Markoff, 1997). How do you connect downsizing, which is one of a number of actions being taken, with corporate culture, which is only one of a number of "crises" being solved in a manner and to a level that establishes a positive
Humanities Today - the Corporate Rape of Culture
Humanities Today - The Corporate Rape of CultureResearched and Authored by: Michael J. Spindler The author of this paper has a pessimistic view of the humanities. Mankind’s embodiment of vanity through expressions in music,

Corporate Culture Wikipedia : The American Concept of Efl and Its Invisible Visions in the Middle East Region

About GPS
Meadows · Mihajlo D. Mesarovic · Howard T. Odum · Talcott Parsons · Ilya Prigogine · Anatol Rapoport · Francisco Varela · John N. Warfield · Norbert WienerRetrieved from "http://en.wikipedia.org/wiki/Global_Positioning_System"
How To Recieve Online Counseling In Postmodern Society- Is This The End Of The World? The Personal Impact Of Zeitgeist Movie (Dvd)
group of people, that expresses a particular world view which is prevalent at a particular period of socio-cultural progression.” ( http://en.wikipedia.org/wiki/Zeitgeist) For me the view expressed in the film (DVD) Zeitgeist is that our
Why It’s a Great Time to be an Artist or Writer
difficult but extremely creative period another country experienced: The Weimar Republic. This from Wikipedia: “The 1920s saw a massive cultural revival in Germany. It was, arguably, the most innovative period of cultural change in
Barack Obama Mythic Hero Image: an Appraisal
-obama-a-h_n_105102.html/ Accessed on 09 Nov 2008.(7), (8) Wikipedia. (2008). Joseph Campbell. Online. Available at:http://en wikipedia.org/wiki/Joseph_Campbell . Accessed on 10 Nov 2008.(13), (16)  Jackson, D & Long, R. (2007). Barack Obama
The American Concept of Efl and Its Invisible Visions in the Middle East Region
was a proposal by the American president Roland Reagan in March 23, 1983. The main goal of this proposal as what Wikipedia illustrates is “to use ground and space-based systems to protect the United States from attack by strategic nuclear

Martini Rock And Roll

Martini Rock and Roll

Binding :Audio CD
Label :Corporate Culture
Manufacturer :Corporate Culture
ProductGroup :Music
Studio :Corporate Culture
Publisher :Corporate Culture
UPC :660355793028
EAN :0660355793028
Price :$15.98USD
Lowest Price :$0.01USD

Corporate Culture And Performance : Corporate Culture and Performance

Craftsmanship: Its Cultural and Managerial Implications
to provide for such analysis thereby providing a convenient means to monitor worker performance. The premise behind affecting the corporate culture in this regards is to treat workers like professionals who should act as such in
Evolution of corporate culture: how important is it in today world?
culture important?", Available from Papers4you.com [21/06/2006]Siew Kim Jean Lee, Kelvin Yu (2004), "Corporate culture and organizational performance", Journal of Managerial Psychology; Volume: 19 Issue: 4; 2004
What is Corporate Social Responsibilty?
and bring them under legal framework (Carroll and Buchholtz, 2003). Before that happens, it is advisable that corporations understand and perform social activities voluntarily. Researchers belonging to other school of thought concern
Established Affiliate Programs Including Americanlifedirect.com Join Linkvalu.com Performance Marketing Network
, not to depend on other networks alone to get distribution on our offers,” Snyder continued, “We’re here in the surf culture of Southern California, it’s part of our corporate culture, ride our wave, get on board, watch out world!”
Equipped to Lead Managing People Partners Processes and Performance
Binding: Hardcover
Rating: 5.0
Review: 3
Studio: McGraw-Hill
Unless you manage a hook-and-ladder company, your workday shouldn't be spent putting out fires. Yet leaders often spend most of their time running from crisis to crisis. In his groundbreaking New York Times bestseller Built to Serve, United Supermarkets CEO Dan Sanders showed how putting profi ts before people encourages organizational chaos, saps motivation, stifles innovation, and undercuts competitiveness. He also unveiled a revolutionary peoplecentered business model championed by United and challenged other business leaders to put the human factor first. In this follow-up to that inspirational bestseller, Dan and coauthor Galen Walters provide the tools needed to put the people-first model to work in your company. Youll master the 4Ps critical to long-term success: People, Process, Partners, and Performance. And you will create an organization that puts front-line people before bottom-line profits, allowing you and your organization to profit more than you ever thought possible. Equipped to Lead gives you tools to create an organization where ROIH (return on investment in humanity) drives the bottom line The Employee Satisfaction Ratio is a key component of every P&L statement Workplace chaos is transformed into a creative corporate culture Employees are equipped for higher levels of success Whether you lead a sprawling international conglomerate or a staff of thirty, using the proven tools and techniques in Equipped to Lead will help you and your organization realize maximum potentialin your people, in your performance, and in your profits.
Manufacturer: McGraw-Hill
Price: $24.95 USD
Pay without Performance The Unfulfilled Promise of Executive Compensation
Binding: Paperback
Rating: 4.0
Review: 8
Studio: Harvard University Press
The company is under-performing, its share price is trailing, and the CEO gets...a multi-million-dollar raise. This story is familiar, for good reason: as this book clearly demonstrates, structural flaws in corporate governance have produced widespread distortions in executive pay. Pay without Performance presents a disconcerting portrait of managers' influence over their own pay--and of a governance system that must fundamentally change if firms are to be managed in the interest of shareholders. Lucian Bebchuk and Jesse Fried demonstrate that corporate boards have persistently failed to negotiate at arm's length with the executives they are meant to oversee. They give a richly detailed account of how pay practices--from option plans to retirement benefits--have decoupled compensation from performance and have camouflaged both the amount and performance-insensitivity of pay. Executives' unwonted influence over their compensation has hurt shareholders by increasing pay levels and, even more importantly, by leading to practices that dilute and distort managers' incentives. This book identifies basic problems with our current reliance on boards as guardians of shareholder interests. And the solution, the authors argue, is not merely to make these boards more independent of executives as recent reforms attempt to do. Rather, boards should also be made more dependent on shareholders by eliminating the arrangements that entrench directors and insulate them from their shareholders. A powerful critique of executive compensation and corporate governance, Pay without Performance points the way to restoring corporate integrity and improving corporate performance. (20041128)
Manufacturer: Harvard University Press
Price: $20.00 USD
Corporate Culture and Performance
Binding: Hardcover
Rating: 4.5
Review: 5
Studio: Free Press
Going far beyond previous empirical work, John Kotter and James Heskett provide the first comprehensive critical analysis of how the "culture" of a corporation powerfully influences its economic performance, for better or for worse. Through painstaking research at such firms as Hewlett-Packard, Xerox, ICI, Nissan, and First Chicago, as well as a quantitative study of the relationship between culture and performance in more than 200 companies, the authors describe how shared values and unwritten rules can profoundly enhance economic success or, conversely, lead to failure to adapt to changing markets and environments. With penetrating insight, Kotter and Heskett trace the roots of both healthy and unhealthy cultures, demonstrating how easily the latter emerge, especially in firms which have experienced much past success. Challenging the widely held belief that "strong" corporate cultures create excellent business performance, Kotter and Heskett show that while many shared values and institutionalized practices can promote good performances in some instances, those cultures can also be characterized by arrogance, inward focus, and bureaucracy -- features that undermine an organization's ability to adapt to change. They also show that even "contextually or strategically appropriate" cultures -- ones that fit a firm's strategy and business context -- will not promote excellent performance over long periods of time unless they facilitate the adoption of strategies and practices that continuously respond to changing markets and new competitive environments. Fundamental to the process of reversing unhealthy cultures and making them more adaptive, the authors assert, is effective leadership. At the heart of this groundbreaking book, Kotter and Heskett describe how executives in ten corporations established new visions, aligned and motivated their managers to provide leadership to serve their customers, employees, and stockholders, and thus created more externally focused and responsive cultures.
Manufacturer: Free Press
Price: $32.00 USD
Testing the effectiveness of Performance Appraisals
support from higher management; the working environment and the overall corporate culture. There are many advantages mentioned in the literature regarding the use of performance appraisals within an organization (Papers4you.com, 2006).

'Its Part Of Our Corporate Culture' Cartoon Print By Mick Stevens, Published In The New Yorker On 10/3/1994

Its part of our corporate culture Cartoon print by Mick Stevens, Published in The New Yorker on 10/3/1994

Product Description

Nothing complements a wall like a witty and sophisticated piece of art from The New Yorker. Each cartoon is produced on demand, and prepared by hand at an art gallery on acid-free archival paper, and secured in an off-white rag mat. Framing option: wooden frame with a matte black finish. Each piece is completely backed and comes with a picture wire, ready for hanging. Small Prints: Image Size: 7" x 9.375", Matted: 12" x 16", Framed: 13" x 17". Large Prints: Image Size: 16" x 22", Matted: 24" x 30", Framed: 25" x 31".
Brand :The New Yorker
Label :The New Yorker
Manufacturer :The New Yorker
ProductGroup :Kitchen
Studio :The New Yorker
Publisher :The New Yorker
Features

Available in two sizes...framed or matted

Originally published in The New Yorker on 10/3/1994

Just one of the over 15,000 cartoons and covers from The New Yorker archives.

100% archival materials.

Corporate Culture Change : Diagnosing and Changing Organizational Culture Based on the Competing Values Framework The JosseyBass Business Management Series

Why Work Sucks and How to Fix It No Schedules No Meetings No Jokethe Simple Change That Can Make Your Job Terrific
Binding: Hardcover
Rating: 3.5
Review: 32
Studio: Portfolio Hardcover
Do you hate cramming all of your errands into the weekend? Do you resent having to beg permission to watch your kidÂ's weekday soccer game? Are you tired of seeing people who arenÂ't very good at their jobs get promoted because they arrive early and stay late? ThereÂ's got to be a better way—and there is! Cali Ressler and Jody Thompson show that everyone benefits when we change the focus from hours to outcomes. ItÂ's just that our traditional definition of work—Monday through Friday, nine to five—doesnÂ't make sense in the always-on global economy. So, Ressler and Thompson created the Results-Only Work Environment. In a ROWE, you control when, where, and how long you work. As long as you meet your objectives, the way you spend your time is entirely up to you. Suddenly, work isnÂ't a place you go, itÂ's a thing you do. In a ROWE, there are no mandatory meetings or fixed schedules. You stop doing any activity that wastes time, and no one criticizes you for Â"leaving earlyÂ" or Â"coming in late.Â" If you do your best work at midnight or on Sundays, go for it! ROWE sounds like a fantasy, but Ressler and Thompson have already made it a reality at Best Buy, a Fortune 100 company. They have proven that ROWE not only makes employees happier but also delivers better results. And now the authors are helping companies implement ROWE nationwide. Infused with passion and common sense, Why Work Sucks and How to Fix It will change the way you think about your job, your company, and your quality of life. Read it and join the revolution!
Manufacturer: Portfolio Hardcover
Price: $23.95 USD
The Differing Corporate Cultures in the Business World
corporate leaders and CEOs alike often seek out guidance to change or bolster their corporate culture. The popular buzzword "coaching" has been tossed around in the corporate world, and many leaders seek executive leadership coaching.
Youre in ChargeNow What The 8 Point Plan
Binding: Kindle Edition
Rating: 4.0
Review: 20
Studio: Crown Business
Getting a new job or a big promotion is like building a house: You need to get the foundation right for both. With a job, the quick-drying cement is how well you do in your first hundred days, since they establish the foundation for long-term momentum and great performance.Tom Neff and Jim Citrin are two of the worlds leading experts on leadership and career success. As key figures at Spencer Stuart (hailed by the Wall Street Journal as the number one brand name in executive search), they must understand the criteria for success when they recruit top executives for new leadership positions. Through compelling, first-hand stories you will hear from people such as Jeffrey Immelt, CEO of GE, on how his career has been a series of successive first hundred days. Larry Summers, president of Harvard University, talks candidly about what he could have done differently in his early days to avoid dissipating goodwill among the diverse constituencies important for his future success. Gary Kusin of Kinkos shares the specifics of the hundred-day action plan he crafted for himself before he started his new job. Paul Pressler of Gap Inc. shows how he developed a general strategic agenda that established fundamental principles and goals, waiting to prepare a more detailed strategic plan until later in his tenure.Tom Neff and Jim Citrins actionable eight-point plan will be the foundation for your successwhether you are moving to a new organization or being promotedshowing how to: Prepare yourself mentally, physically, and emotionally from the time you accept until the time you begin Manage others expectations of youbosses, colleagues, and subordinates Shape and build the team that will work with you Learn the lay of the land and find out how things really work around here Communicate your story effectively to people inside and outside the organization Avoid the top ten traps that confront every new leader, such as disrespecting your predecessor, misreading the true sources of power in the organization, or succumbing to the savior syndromeWhen you start a new job you are in what AOLs Jon Miller calls a temporary state of incompetence, faced with having to do the most when you know the least. But with the eight-point plan of Youre in ChargeNow What? youll understand and be able to take action on the patterns that will build your success.Also available as an eBookFrom the Hardcover edition.
Manufacturer: Crown Business
Price: $17.95 USD
Panaceas for Corporate Turnaround - Proper Treatment
. It is like taking vitamin pills every day for the rest of your life in order to build a strong corporate culture which can manage changes.PRINCIPLE 3: RESTRUCTURING EXERCISE REQUIRES THE SURGEON'S SKILLS AND CALLS FOR THE 4Cs:
Leaders Establish Corporate Culture
fitting in and separate themselves from others, again often leaving the company. Can casual comments actually lead to such cultural changes? You bet. Take a close look at the adoration of employees of a charismatic leader such as
Communicating in Your Corporate Culture
habits and goals. A business’s location, its employees and even customers all have a hand in forming a culture. Most corporate cultures are created organically, which is a nice way of saying that they are left to chance. Sometimes though
Talking About the Internal Communication and Corporate Culture
leaders, managers and in-house communicators, in the UK and globally, to help shape their organization’s culture, mobilise employees behind change and bring values to life by delivering high quality internal communications that create real
Diagnosing and Changing Organizational Culture Based on the Competing Values Framework The JosseyBass Business Management Series
Binding: Paperback
Rating: 4.5
Review: 9
Studio: Jossey-Bass
Diagnosing and Changing Organizational Culture provides a framework, a sense-making tool, a set of systematic steps, and a methodology for helping managers and their organizations carefully analyze and alter their fundamental culture. Authors, Cameron and Quinn focus on the methods and mechanisms that are available to help managers and change agents transform the most fundamental elements of their organizations. The authors also provide instruments to help individuals guide the change process at the most basic levelculture. Diagnosing and Changing Organizational Culture offers a systematic strategy for internal or external change agents to facilitate foundational change that in turn makes it possible to support and supplement other kinds of change initiatives.
Manufacturer: Jossey-Bass
Price: $42.00 USD

Corporate Culture Examples : How Corporate Culture is Influenced by National Culture Using the Example of South Korea and Samsung

Organisational Culture
strategy" (Markoff, 1997). How do you connect downsizing, which is one of a number of actions being taken, with corporate culture, which is only one of a number of "crises" being solved in a manner and to a level that establishes a positive
Back To Back: Two Good Reads On Entry Level Leadership And Culture
by Elizabeth Samet and Punching In by Alex Frankel. Both of these works are an excellent introduction into entry-level corporate culture and leadership development.Soldier Heart is a civilian English professor take on the leadership
Evolution of corporate culture: how important is it in today world?
, assumptions, and symbols that define the way in which a firm conducts its business".The evolution of corporate culture within an organization has been the center of discussion for many years. Practitioners have called it the ‘way we do
McDonalds a prime example of corporate culture An article from Public Relations Quarterly
Binding: Digital
Studio: Public Relations Quarterly
This digital document is an article from Public Relations Quarterly, published by Public Relations Quarterly on December 22, 1995. The length of the article is 1596 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.From the supplier: The phenomenal success of McDonald's Corp. is the result of a corporate culture that connects its geographically scattered franchises together. Ever since its launch in 1955, the fast-food restaurant company has been actively promoting a culture that is grounded on its vision statement, which emphasizes quality, service, convenience and value. Franchisees, managers and assistant managers are indoctrinated into the company's culture by attending the Hamburger University, which can be found in the US, Germany, the UK and Japan. The company makes sure that its proven system is maintained by conducting a constant review of the performance of its franchises around the world. The manuals also support the corporate culture by spelling out what employees need to do to be culture bearers at McDonald's.Citation DetailsTitle: McDonald's: a prime example of corporate culture.Author: Mary-Angie Salva-RamirezPublication: Public Relations Quarterly (Magazine/Journal)Date: December 22, 1995Publisher: Public Relations QuarterlyVolume: v40 Issue: n4 Page: p30(3)Distributed by Thomson Gale
Manufacturer: Public Relations Quarterly
Price: $5.95 USD
How Corporate Culture is Influenced by National Culture Using the Example of South Korea and Samsung
Binding: Paperback
Rating: 1.0
Review: 1
Studio: VDM Verlag Dr. Mueller e.K.
This book does not only include several theoretical aspects of culture and corporate culture, but also has an practical application. The concepts are applied to South Korea and Samsung to make clear how the concepts can be used in reality.
Manufacturer: VDM Verlag Dr. Mueller e.K.
Price: $64.00 USD
Insights on Successfully Leading Corporate Initiatives
plant or division of the organization, and articulating that vision through both words and actions, leading corporate initiatives can be enthusiastically embraced and goals achieved.*Edgar Schein, Corporate Culture and Leadership.
Doing a Corporate Culture Survey
is? If not, I encourage you to read Understanding Corporate Culture. I recommend that you narrow down your goals to three major goals that you would like to accomplish. Examples would include: 1) reduce employee turnover; 2) improve

The Toyota Way

The Toyota Way

Product Description

How to speed up business processes, improve quality, and cut costs in any industry

In factories around the world, Toyota consistently makes the highest-quality cars with the fewest defects of any competing manufacturer, while using fewer man-hours, less on-hand inventory, and half the floor space of its competitors. The Toyota Way is the first book for a general audience that explains the management principles and business philosophy behind Toyotas worldwide reputation for quality and reliability.

Complete with profiles of organizations that have successfully adopted Toyotas principles, this book shows managers in every industry how to improve business processes by:

• Eliminating wasted time and resources
• Building quality into workplace systems
• Finding low-cost but reliable alternatives to expensive new technology
• Producing in small quantities
• Turning every employee into a qualitycontrol inspector

Rate Points :4.5
Binding :Hardcover
Label :McGraw-Hill
Manufacturer :McGraw-Hill
ProductGroup :Book
Studio :McGraw-Hill
Publisher :McGraw-Hill
UPC :639785384403
EAN :9780071392310
Price :$27.95USD
Lowest Price :$13.95USD
Customer ReviewsToyota Production System Requires Stamina at the Top
Rating Point :5 Helpful Point :0
This is an excellent book to uncover the beautiful simplicity of the Toyota Production System. Although simple is always best, with complicated cars, machines and huge sums of parts, it sometimes is lost in the jungle of the manufacturing floor. This is where a companys leadership is key to the success of the lean manufacturing endeavor. Obviously, the Toyoda family had a long line of brilliant individuals that have not only kept the principles alive, but continued to drive the company to record growth and profits. This book is very good for showing the way, but there is a lot more detail requred to actually implement the system. As an introduction to the system and the philosophies, this book is excellent. If you are looking to implement lean manufacturing, you will need more than one book to accomplish the task, and you will need leadership within your organization that is willing to change and embrace a new way. Most company efforts will collapse due to managment not having the stamina it takes to fully change their plant floor, their material flow and their processes. With the Toyota Production System, you are never "done" but you continue to look for improvement forever.

Great book!!!
Rating Point :4 Helpful Point :0
This is a great book. I have read "Lean Thinking" and "The Machine that Changed the World" and those are very good books, but "The Toyota Way" definitely does a great job explaining the Toyota Way principles and their applications. This book is very easy to read and you will not want to stop reading. Chapters are short giving you the sense that you are moving forward faster. If you want to really understand the history, the thinking, and the principles of the TPS then you should consider reading this book as your first option. I didnt give it 5 out of 5 because then there is no room for continuous improvement.

To understand this companys success, first understand its DNA
Rating Point :5 Helpful Point :3

I read this book when it was first published in 2004 and recently re-read it, curious to know how well Jeffrey Likers explanation of Toyotas management principles and lean production values have held up. My conclusion? Very well.

No good purpose would be served by merely listing the 14 management principles, out of context. Liker devotes a separate chapter to each, carefully explaining not only what it is but also how it guides and informs everyone at all levels and in all areas of the Toyota organization. What Liker also accomplishes, and what cannot be adequately summarized in a review such as this, is to explain how all 12 principles are interdependent. Together, they serve as the companys DNA. In the Preface, he recalls asking Fujio Cho (President of Toyota Motor Company) what was unique about his companys remarkable success. His answer was quite simple: "The key to the Toyota Way and what makes Toyota stand out is not any of the individual elements...But what is important is having all the elements together as a system. It must be practiced every day in a very consistent manner." To understand Toyotas success, therefore, it is important to understand that lean production is not a methodology, it is literally a way of life.

The 14 principles are divided into four sections:

Having a long-term philosophy that drives a long-term approach to building a learning organization

Absolute faith that the right process will produce the right results

Adding value to the organization by developing its people and partners

Continuously solving root problems to drive organizational learning

As Liker points out, it is important to understand that the Toyota Production System is not the Toyota Way. TPS is the most systematic and highly developed example of what the principles of the Toyota Way can accomplish. The Toyota Way consists of the foundational principles of the Toyota culture, which allows the TPS to function so effectively.

How does lean improvement differ from traditional process improvement? "Briefly, wheras the traditional approach to process improvement focuses on local efficiencies, in a lean improvement initiatuve, most of the progress comes from a large number of non-value steps being squeezed out. For example, overproduction, delays, and wasted motion. In fact, the ultimate goal of lean manufacturing is to apply the ideal of one-piece flow to all business operations, from product design to launch, order taking, physical production, and shipment."Some of the differences are subtle but no less significant.

To repeat, anyone can read this book and then uncerstand what the Toyota Way is. Possessing a gourmet chefs recipe, however, does not ensure that a gourmet meal will be prepared. Toyota has its own way. Other companies must develop theirs based on their own "roots." In other words, lead from their traditional strengths but not be limited by them. In fact, companies may need to re-invent themselves, not once but several times. That is what Toyota did...and continues to do. Use operational excellence as a strategic weapon and the rewards and results will far outweigh the great effort required.

That said, Liker does provide 13 "general tips." The first is to begin with action in the technical system and then follow quickly with cultural change. Other suggestions include learning by doing first and training second, using value stream mapping to develop future state visions to help "learn to see," and being opportunistic in identifying opportunities for big financial impacts. They are provided with brief but precise explanations on Pages 302-307.

It remains for each person who reads this book to determine which of the 14 management principles are most relevant to her or his own enterprise, and then to determine how to translate each into effective action. Presumably Liker agrees with me that most companies have 3-5 areas in which "lean" initiatives are urgently needed. Developing an execution plan can be tricky, however, because all business transaction involve a process of some kind and improvement of one process inevitably has a direct impact on several others. Heres one possibility, suggested to me by a COO to whom I gave a copy of this book: Read the final chapter, Chapter 22, first. Its title is "Build Your Own Lean Learning Enterprise, Borrowing from the Toyota Way." He thinks that will provide an appropriate framework within which to proceed from Gary Convis Foreword and Likers Preface to the conclusion of Chapter 21. That suggestion is worth consideration.

Those who share my high regard for this book are urged to check out Likers Toyota Culture: The Heart and Soul of the Toyota Way as well as Matthew Mays The Elegant Solution: Toyotas Formula for Mastering Innovation, David Magees How Toyota Became Toyota: Leadership Lessons from the Worlds Greatest Car company, and What Is Lean Six Sigma? co-authored by Michael L. George, David Rowlands, and Bill Kastle.

Book Purchase
Rating Point :5 Helpful Point :0
Book seller presented accurate information regarding the condition and quality of the book. Book receipt time was excellent and well within the timeframe given to the purchaser. Thanks for the great service.

Value for the operations oriented individual
Rating Point :4 Helpful Point :0
For any individual working in an operations oriented field this book can be a valuable tool for learning more about the Toyota Way and Lean manufacturing.

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Corporate Culture Definition : Evolution of corporate culture: how important is it in today world?

Evolution of corporate culture: how important is it in today world?
There are many different and competing definitions of "corporate culture" in the organizational theory literature. On one end of the spectrum culture is simply defined as the patterns of behavior within the organization (Smircich, 1983). On
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plant or division of the organization, and articulating that vision through both words and actions, leading corporate initiatives can be enthusiastically embraced and goals achieved.*Edgar Schein, Corporate Culture and Leadership.
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Guess Who

Amazon.com

Taken on its own terms as a big-screen sitcom, Guess Who offers plenty of humor with just enough social commentary to make its point without being preachy. Of course, weve come along way since interracial romance was such a hot-button issue in Stanley Kramers earnest 1967 drama Guess Whos Coming To Dinner, and nobodys going to mistake Ashton Kutcher and Bernie Mac (in this updated semi-remake) with the original films Sidney Poitier and Spencer Tracy. And thats fine, because Guess Who--from the director of Barbershop 2--doesnt pretend to be anything more than a slick, entertaining vehicle for domestic farce with the racial roles reversed. Kutchers romance with an African-American beauty (Zo Sandaa) causes sparks to fly when hes introduced to her father (Bernie Mac). What ensues is basically an interracial buddy comedy thats as uninspired as it is easy to watch, and theres a dinner-table scene thats refreshingly provocative in this movies otherwise tamely cautious context. We can all be thankful that humanity has matured a little since the racial tensions of the late 60s, but Hollywoods progress (and Kutchers career) remains subject to debate. --Jeff Shannon

Description

When Theresa (Zoe Saldana) brings fiance Simon Green (Ashton Kutcher) home for her parents 25th wedding anniversary, shes neglected to mention one tiny detail - hes white. Determined to break his daughters engagement, Percy Jones (Bernie Mac) does everything he can to make Simon feel "apart" of the family, from running his credit report to locking him in the basement at night. But when Percy gleefully exposes Simons most embarrassing secret, it leads to an outrageous series of comic complications that only goes to prove that with a dad like Percy Jones, father doesnt always know best.
Rate Points :3.5
Binding :DVD
Brand :Sony
Label :Sony Pictures
Manufacturer :Sony Pictures
MPN :COLD10113D
ProductGroup :DVD
Studio :Sony Pictures
Publisher :Sony Pictures
UPC :043396101135
EAN :9781404973619
Price :$14.94USD
Lowest Price :$2.83USD
Customer ReviewsDestined to become a "classic, possibly the defining, Bernie Mac movie."
Rating Point :5 Helpful Point :1
Sweet movie. It helped me get through a bad time when my dad was in the hospital. I had to come home to an empty house - sad and worried - and mostly, so very alone. It was at night and those feelings are amplified at nighttime. A friend had sent me "Guess Who" and due to the negative reviews it received, I had thought I would not like it, so I had postponed watching it. I put it in the dvd player earlier that day and as I stood in the house trying to decided what to do - whether to go to a motel to spend the night or not - I remembered that I had put "Guess Who" in the dvd player earilier that day and had liked the voices of the lead characters for the few minutes it played in the background. I pressed "Play" and the voices of this loving family, though in conflict through much of the movie, calmed me enough for me to know that I could spend the night at home by myself.

Good Family Comedy
Rating Point :5 Helpful Point :0
With 13 siblings, I have learned that everyone has their own tastes when it comes to family movies. "Guess Who" is a film that will appeal to all ages, offer some laughs and teach a good lesson all at the same time. Wonderful acting on all actors parts.

Guess Who
Rating Point :4 Helpful Point :0
As always Bernie Mac and Ashton Kutcher is so funny in this interracial romance comedy which make it a interesting subject to review!

Ebony and Ivory
Rating Point :4 Helpful Point :0
Simon Green and Theresa Jones are a normal couple. They are going home to visit her parents and her father Percy (played by the late great Bernie Mac) does not like the fact that his daughter is dating a white man.

Percy soon finds himself investigating Simon and finds out that Simon had recently lost his job, which Simon had neglected to tell Theresa. Percy also has stress because the reason why Theresa came home was because Percy and his wife are renewing their vows and he is having a hard time with his vows.

Do Percy and Simon work out their differences? Watch Guess who

I love this movie!! Definetly 5 stars.
Rating Point :5 Helpful Point :0
Great cast with great chemistry. If you want to see a heartfelt movie about a loving family and 2 young people in love then I suggest you see this movie. Its funny and sweet. Kevin Rodney Sullivan did a good job with a good script. Definetly a feel good movie. Good music score and the songs picked for the movie are good. I consider this a perfect film.

Also, DVD has directors commentary.

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The Corporation

Amazon.com

An epic in length and breadth, this documentary aims at nothing less than a full-scale portrait of the most dominant institution on the planet Earth in our lifetime--a phenomenon all the more remarkable, if not downright frightening, when you consider that the corporation as we know it has been around for only about 150 years. It used to be that corporations were, by definition, short-lived and finite in agenda. If a town needed a bridge built, a corporation was set up to finance and complete the project when the bridge was an accomplished fact, the corporation ceased to be. Then came the 19th-century robber barons, and the courts were prevailed upon to define corporations not as get-the-job-done mechanisms but as persons under the 14th Amendment with full civil rights to life, liberty, and the pursuit of happiness (i.e., power and profit)--ad infinitum.

The Corporation defines this endlessly mutating life-form in exhaustive detail, measuring the many ways it has not only come to dominate but to deform our reality. The movie performs a running psychoanalysis of this entity with the characteristics of a prototypical psychopath: a callous unconcern for the feelings and safety of others, an incapacity to experience guilt, an ingrained habit of lying for profit, etc. We are swept away on a demented odyssey through an altered cosmos, in which artificial chemicals are created for profit and incidentally contribute to a cancer epidemic in which the folks who brought us Agent Orange devise a milk-increasing drug for a world in which there is already a glut of milk in which an American computer company leased its systems to the Nazis--and serviced them on a monthly basis--so that the Holocaust could go forward as an orderly process.

The movie goes on too long, circles too many points obsessively and redundantly, and risks preaching-to-the-choir reductiveness by calling on the usual talking-head suspects--Noam Chomsky, Howard Zinn, Michael Moore. And except for an endlessly receding tracking shot in an infinite patents archive, theres scarcely an image worth recalling. Still, it maps the new reality. This is our world--welcome to it. --Richard T. Jameson

Product Description

This charts the spectacular rise of the corporation as a dramatic pervasive presence in our everyday lives. Features illuminating interviews with noam chomsky michael moore historian howard zinn .. As well as corporate honchos whistleblowers & big business spies. Studio: Zeitgeist Films Release Date: 04/05/2005 Run time: 145 minutes Rating: Nr
Rate Points :4.0
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Customer ReviewsPoorly constructed anti-business diatribe
Rating Point :1 Helpful Point :5
This film claims to be a documentary about the corporation and corporations impact. Theres a lot that one can say about the corporation, both good and bad. The filmmakers largely squander the chance, instead embarking on a shrill anti-business rant. Its not even well done - most of the criticisms are poorly justified, and they often have to resort to emotional imagery to overcome a lack of substance.

For example, they point out that the 14th Amendment (guaranteeing equal protection under the law) was passed to protect freed slaves. Corporations then used lawsuits citing the amendment to protect themselves. Did that hurt freed slaves somehow? The film doesnt even try to discuss that, but shows several provocative images of African-Americans to try to imply a linkage.

As I said, the movie is anti-business, not just anti-corporation. The film does explain briefly the legal basis of corporations and how it differs from other company forms (such as a partnership). But then the film largely turns to emotional condemnations of businesses and business practices in general.

Theres a discussion of "externalities," where costs get shifted onto other people. An example is businesses using roads built by others. This is neither new nor unique to corporations - thousands of years back ago in the Roman Empire, craftsmen and traders were using government-built roads. Nor do the filmmakers explain why its bad, instead just leaving the impression that businesses are taking advantage of everyone else.

Similarly, the film criticizes corporations for running "sweatshops" with low pay and poor working conditions. Again, thats nothing new to corporations: many farms and garment-makers have done the same for centuries, without the benefit of a corporate structure. Theres nothing in the film to demonstrate that corporations have made the situation worse than other types of business.

Just for emotional appeal, they show a Latin American worker who says shes the only one in her household of seven with a job. It turns out, its hard for her to support seven people on her factory pay. Sure, its hard to support a large household on one income. Does that make the pay unfair? The film doesnt bother with any statistics, it just tries to imply that shes underpaid, and thus her employer is bad.

The authors simply didnt do their homework. They just strung together a series of vignettes and soundbites designed to make us angry, as long as we dont think about them too much. There are certainly well-justified criticisms they could have made, and instead they went for the cheap shots.

In short, dont expect a documentary on the order of "Who Killed the Electric Car?" that gives a lot of information. This is really a movie for people who are simply mad at American business and want to spend a couple of hours reinforcing their anger.

Really, Really Dumb
Rating Point :1 Helpful Point :0
I was hoping I could show this film to my business ethics class, in order to spark some interesting discussion. I was very disappointed. It is certainly one of the worst pieces of ratiocination I have ever examined -- I would not want to waste my students time with it. Its not worth discussing. It makes heavy use of a version of the economic notion of "externalities" which is more or less incoherent.

Corporation
Rating Point :5 Helpful Point :0
Excellent. A must see for everyone and how corporations strongly influence government which in turn affects YOUR daily life.

Todays dominant institution
Rating Point :5 Helpful Point :1
The Corporation is todays dominant institution. This awkward entity is considered a "person" by law, but has all the characteristics of a psychopath when examined closely : it shows no emotions nor feelings, has no conscience, is incapable of experiencing guilt, and its sole purpose it is to make profits, no matter how.

Therefore corporations are very fond of fascist regimes, such as Nazi Germany, where IBM offered support with their machines counting the deaths in the concentration camps. Corporations themselves sometimes behave as mass murderers, like the asbestos companies. They sometimes hire murderers, like Chiquita did in Colombia, to kill syndical leaders. Corporations deplete our natural resources, like Big Oil does. Corporations pollute our environment and our food with artificial chemicals, causing a cancer epidemic, affecting nowadays 44 % of the men and 38 % of the women, following Dr. Samuel Epstein.

Corporations are so powerful that they are never prosecuted. If necessary, they change the legislation to suit their interests. They even succeeded patenting things that were impossible to patent - life itself, as Jeremy Rifkin explains.

Corporations got so powerful they determine how governments should behave, even if they go broke. Then the government must help them, socializing the losses to the people in general.

Corporations always want to make more and more money. They see "business opportunities" in every imaginable service to the people. Noam Chomsky gives his point of view on the privatizations we suffered in the last decades : "Privatization does not mean you take a public institution and give it to some nice person it means you take a public institution and give it to an unaccountable tyranny". In this movie the example is showed of the privatization of Cochabamba public water in Bolivia, but you can also consider what Enron did in California, what the "health companies" did with health care in the US (look at Sicko by Michael Moore), what the pension funds are doing with our expected retirement money, etc.

Michael Moore sometimes wonders why companies finance his films, but then he considers that when he succeeds making money for the big media companies, theyre fine with whatever he says. Corporations think people are too numb to do something. Moore hopes however that people will stand up from the couch, and do something. Will you ?

Amazing but watch past the first 15 minutes.
Rating Point :5 Helpful Point :0
This is the best movie I have ever seen. It allows us to think more clearly about the worlds psychotic obsession with capitalism.

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Manufacturer: Chapman & Hall
Price: $26.95 USD
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Conscious Business: How To Build Value Through Values

Conscious Business: How to Build Value Through Values

Product Description

More and more business leaders are catching on to an often-overlooked fact: consciousness is our basic faculty for survival and success. Without it, we forget whats important to us and lose sight of the steps we might take to reach those goals. ?Conscious business, ? explains Fred Kofman, means shining this awareness on every area of your work: in recognizing the needs of others and expressing your own?in seeing the hidden emotional obstacles that may be holding your team back?in making good decisions under pressure?and even in delving into such ?spiritual? questions as ?Who am I?? and ?What is my real purpose here?? In Conscious Business, this visionary teacher and consultant to Google, Microsoft, Yahoo! and other leading companies presents the complete training manual in the breakthrough techniques he has shared with over 20,000 executives on four continents.
Rate Points :5.0
Binding :Audio CD
Label :Sounds True, Incorporated
Manufacturer :Sounds True, Incorporated
ProductGroup :Book
Studio :Sounds True, Incorporated
Publisher :Sounds True, Incorporated
EAN :9781591795384
Price :$24.95USD
Lowest Price :$6.49USD
Customer ReviewsCONSCIOUS BUSINESS
Rating Point :3 Helpful Point :3
Fred Kofman does a good job explaining his concepts, however his accent can be a little disconcerting at first. If you are a Landmark Education graduate, the material on these CDs is very nearly a rip-off of the same concepts (i.e., having Integrity, Honoring your Word, etc...). For non-Landmark graduates, these CDs cover many soft-skills concepts that can be effective in your personal life, but he applies them (a little obscurely) to a work environment. If you are trying to get your own business off the ground, "Conscious Business" does not offer strategies for doing so, but rather best practices to remain successful. In other words, you wont find tips regarding how to file your returns, collect data effectively, or document discipline. You will instead find tips about the importance of keeping your word, how to stop stressing about work, and things of that nature. The program was not bad--in retrospect, I would have found it no more than $15 worth of value. Take that for what you will.

Must read
Rating Point :5 Helpful Point :1
This is a must read book for anyone who is serious about how to bring their spirituality to the workplace.

A clarion call for balancing fiscal obligations with ethical and moral responsibilities
Rating Point :5 Helpful Point :5
Written by Fred Kofman (co-founder and president of Axialent consulting company), Conscious Business: How to Build Value Through Values is a straightforward guide to applying conscious awareness to its fullest extent, recognizing the needs of others, and effectively expressing ones own needs order to build responsibility, integrity, leadership, and reputation - all of which are invaluable tools to a business continued success. Drawing from real-world examples by such famous companies as Microsoft, Yahoo!, and much more, Conscious Business reveals how being mindful of fundamental human virtues and even "spiritual" questions such as "Who am I?" and "What is my real purpose here?" are positive, empowering assets. A clarion call for balancing fiscal obligations with ethical and moral responsibilities for increased success in all dimensions of business life.

I cant think of anyone who shouldnt read this
Rating Point :5 Helpful Point :3
The hard part about starting or running a business is not the long hours, the tight deadlines, or the stresses of being overworked in the face of an insecure future. The real challenges that make or break us surround dealing with our own integrity, our priorities, and conflicts with others.

This book covers those challenges and offers many tools and examples of how we can manage them and come out ahead having built a stronger foundation and a stronger company.

I personally cant stand the idealistic tones of the book but I will admit, unlike most of these books that I have read, this one is much more grounded inthe harsh challenges of reality such as the fact that, while in business and in dealing with others failure is not an option but success is not always achieved.

If you read this book you will find yourself referencing it as you deal with life on any level because the authors clear mind and direct language gives you the language to describe and communicate the situation and how best to manage it.

A Unique Value Creation Model
Rating Point :5 Helpful Point :7
Business is an essential part of our lives. Doing business consciously, Fred Kofman, a co-founder of the consulting firm Axialent, is an essential part of living consciously. The author presents a business model where managers are more conscious of the inner and outer lives of employees.

Anyone who works intuitively understands there are two types of managers. As a professor of accounting, Kofman begin his classes by having students listen to one of Beethovens pieces over and over. Gradually the students would realize that the music was not in the CD but in the listening. In music as in business, Informations only value is in how it is interpreted.

Most recognize the need for smart employees with the latest in technical competency. Kofman argues it is more important, and less recognized, that organizations recruit and retain employees with high-level consciousness.

He draws a contrast between unconscious attitudes and their conscious counterparts. They are:

Unconscious Attitudes.....................Conscious Attitudes
Unconditional Blame.......................Unconditional Responsibility
Essential Selfishness........................Essential Integrity
Ontological Arrogance.....................Ontological Humility
Unconscious Behaviors....................Conscious Behaviors
Manipulative Communication..........Authentic Communication
Narcissistic Negotiation....................Constructive Negotiation
Negligent Coordination.....................Impeccable Coordination
Unconscious Reactions.....................Conscious Reactions
Emotional Incompetence...................Emotional Mastery.

These qualities are simple to understand yet, they are difficult to implement. They represent common sense yet, they are not found widely in common practice. They seem natural, yet they challenge deep-seated assumptions individuals hold about themselves, others and their world.

Kofman opens the readers conscious to a unique resource for maximizing profit and potential in the workplace and beyond. Written concisely and coherently he communicates an uncommon wisdom about the truth of our emotions and healthy interpersonal practices in business and life.

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