breckenridgeinstitute.blogspot.com
Breckenridge Institute: February 2010
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What is Organizational Culture. And Why Does It Matter? Sunday, February 21, 2010. We just finished a new video on my book,. Making Invisible Bureaucracy Visible. See http:/ www.breckenridgeinstitutevideo.com/index.html. Posted by Breckenridge Institute at 3:54 PM. Boulder, Colorado, United States. View my complete profile. Differences between For-Profit and Non-Profit Corp. New Book on Organizational Culture. Creating an Intended Culture. Focusing Organizational Culture Change on Business.
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Breckenridge Institute: June 2006
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What is Organizational Culture. And Why Does It Matter? Friday, June 09, 2006. What Our Research Is Saying About Organizational Culture. Posted by Breckenridge Institute at 11:07 AM. Boulder, Colorado, United States. View my complete profile. Differences between For-Profit and Non-Profit Corp. New Book on Organizational Culture. Creating an Intended Culture. Focusing Organizational Culture Change on Business. Speaking Up about Organizational Culture Requires . Making Invisible Bureaucracy Visible. Underw...
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Breckenridge Institute: July 2009
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What is Organizational Culture. And Why Does It Matter? Tuesday, July 28, 2009. Making Invisible Bureaucracy Visible. It's been some time since we've posted to our Blog because we've been very busy writing books. So we thought we'd post the text from the back cover of Mark Bodnarczuk's forthcoming book,. Making Invisible Bureaucracy Visible: A Guide to Assessing and Changing Organizational Culture. As well as the editorial reviews so readers can see what people are already saying about it. Bodnarczuk mak...
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Breckenridge Institute: November 2007
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What is Organizational Culture. And Why Does It Matter? Thursday, November 08, 2007. Ground-breaking studies like Jim Collins’ books (. And John Kotter’s book (. Corporate Culture and Performance. Have shown that while an organization’s culture powerfully molds its operating style and can positively (or negatively) affect the performance of work-groups and entire organizations, culture has remained an overly-complex and somewhat mysterious topic for most organizations until now. Research conducted at...
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Breckenridge Institute: March 2010
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What is Organizational Culture. And Why Does It Matter? Monday, March 29, 2010. Differences between For-Profit and Non-Profit Corporations. Posted by Breckenridge Institute at 7:02 AM. Monday, March 15, 2010. One of the problems with identifying and eliminating the kind of Invisible Bureaucracy that frustrates and undermines organizational performance is that managers and staff members are actively involved in the patterns-of-interaction that create and sustain this bureaucracy and don’t recognize it bec...
breckenridgeinstitute.blogspot.com
Breckenridge Institute: August 2009
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What is Organizational Culture. And Why Does It Matter? Monday, August 17, 2009. Focusing Organizational Culture Change on Business Challenges. Generating and retaining revenue. The effective use and cost of labor as human capital. The effectiveness and non-labor-related cost of operating an organization. Key performance indicators that measure an organization's performance with high precision. The identification and reduction of squandered time and energy. A focus on sustainability, creating value, and ...
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Breckenridge Institute: September 2009
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What is Organizational Culture. And Why Does It Matter? Monday, September 14, 2009. New Book on Organizational Culture. Mark Bodnarczuk's new book entitled,. Making Invisible Bureaucracy Visible: A Guide to Assessing and Changing Organizational Culture. Is now available on Amazon.com and at local bookstores. Posted by Breckenridge Institute at 7:42 PM. Tuesday, September 01, 2009. Creating an Intended Culture. The process by which organizational culture is formed has many things in common with the format...
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Breckenridge Institute: April 2008
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What is Organizational Culture. And Why Does It Matter? Wednesday, April 02, 2008. Ten Guidelines for Managers Who Want to Create Culture Change. 1 Make sure that the changes you propose are in the best interest of the overall organization, not the self-interest of your work-group. 2 Solve your own work-group’s problems first and become an example of change. 3 Create your own organizational space and obtain additional resources based on the value you add. 7 Only engage in constructive conflict with other...