A multicultural organization is defined as one that seeks and values all differences and develops systems and work practices that support the success and inclusion of members of every group. Multicultural organizations are characterized by equality, justice, and full participation at both the group level and the individual level. In multicultural organizations, differences of all
The growth of the multinational organization, which has been part of the globalization process in recent years, has had the effect of changing and internationalizing many careers. Through the development of foreign facilities and mergers with foreign companies, multinational organizations extend their business internationally and often become global in scope, at the same time retaining
The learning organization is a concept describing organizations in which learning and work are integrated in an ongoing and systematic fashion to sustain continuous improvement of the organization at three levels: individuals, work groups or teams, and the organization. A learning organization has the capacity to continuously learn and develop toward a collective vision. Learning
Software programs and computer systems for organizing courses continue to grow in popularity and can be divided into two categories. The first category includes “standalone” computer hardware and software that is obtained by an institution and used onsite to deliver course-related content (intranet). The second category is a server environment capable of delivering content to
Voluntary organization is a generic term used to refer to a specific type of organization, sometimes also referred to as nonprofit organizations, NGOs (non-government organizations), third sector organizations, and civil society organizations. Each of these terms reflects a slightly different emphasis. For example, the common definition of a nonprofit is ”an organization whose goal is
A broad definition of an organization could be said to be that of any purposeful arrangement of social activity that implies active control over human relations ordered for particular ends. In this sense, organizations involve patterns of relationships beyond primary group associations that are largely spontaneous, unplanned, and informal, and that are typified by kinship
The contemporary flexible, high-performance organization model is a primary alternative to the classical bureaucratic model, popularly known as Taylorism. Several historical trends have contributed to the development of the high-performance model. Beginning in the 1930s, increased attention was focused on the human impact of work, especially in assembly-line type settings. The Hawthorne Studies, and especially