Exploring Corporate Culture, Bullying In The Workplace And Hostile Work Environment Analysis

Exploring Corporate Culture, Bullying in the Workplace and Hostile Work Environment
This composition is about pursuing a Doctorate in Management in Organization Development and Change with an exploration of topics that could inform, enhance, or improve the field. Organization of the composition includes an introduction to degree and concentration along with three topics of interests that may inform, enhance, or improve the field of Organizational Development and Change.
Pursuing a Doctorate of Management in Organizational Development and Change
My concentration is in organizational development and change. The purpose of choosing the degree in management is due to experience in the field of management. The concentration relates to a personal
One topic in a debate is on corporate culture. Below is an example of two sides of corporate culture, the debate over failure from the influence of management or employee perception. According to Smith (2003), “Most business initiatives fail because of corporate culture” (p.4). So, it can be speculated that management does not follow through with new initiatives before starting a new one (Smith, 2003, p.4). Therefore, employee loss interest in work and become unsatisfied with their corporate culture. In contrast, role perception is a restraint in organizational behavior (Lima & Canbarro, 2015, p. 14). Employees receive information from the organization and their perception of work dictates outcomes.
Corporate culture may affect management and employees. From the above findings, a cross-sectional chart of industries will need to contrast management and employee relatability to corporate culture. Evaluation of the chart will enhance the understanding of why there is a dramatic difference between management and employees in corporate cultures. As an added measure this type of analysis would improve understanding of what corporate culture genuinely means to employees and managers. The debate over corporate culture is clear however another topic of concern is defining workplace bullying as a
Sansone & Sansone (2015) reports workplace bullying exists in 11% of workplaces in several countries (p. 33). In most studies bullying is a gender-neutral phenomenon (Salin & Hoel, 2013, p. 235). Although, in some scholarly articles workplace bullying is indifferent on the issue. According to, Salin & Hoel (2013) findings, incidents of bullying is gender specific to power, social identity, and social role (p. 235). Fortunately, there have not been much correlation of sexual identity in the study of workplace bullying (Salin & Hoel, 2013, p. 235). Thus, bullying provides organizational development and change an enhanced view sex of participants along with the analysis of prevalence charts which exclude the United States (Sanson & Sanson, 2015, p. 33).
Workplace bullying is a phenomenon. Workplace bullying as described above denotes the factor of gender neutrality. Gender relates to power, social identity, and social role (Salin & Hoel, 2013, p. 235). More than 10% of workplaces have reported cases of bullying excluding data on the United States (Sanson & Sanson, 2015, p. 33). The information on workplace bullying allows organizational development and change opportunity for a study of the prevalence of bullying in the United States. Besides extended study on workplace bullying is understanding of hostile work