Autor/Autorin: Nafei Wageeh
Pro. Dr. Wageeh A. Nafei, Professor of Human Resource Management, Chairman of Business Administration Department, University of Sadat City, Egypt, Reviewer for Journal of Contemporary Management, Economics & Finance, Journal of Business Studies Quarterly, Honorary Editorial Team Members of International Journal of Case Studies, USA.
Organizational DNA is a set of interconnected and interdependent elements that make up the entity of the organization, and these elements are represented in the organizational structure, information, decision-making rights, and incentives. These elements distinguish the organization and make it unique from other organizations. Organizational DNA expresses a method of analysis, ideology, elaboration and thinking about organizations, in which their models, management functions, leadership and other notions of organizations are considered. It uses quite diverse approaches for identification of organizations instead of organizations forms and models, by considering the affairs like team works, decision-making and development of human workforce. The influence of Organizational DNA extends to the size of the organization, its competitive strategy, its decentralization method, the business strength of the organization through its activity in the field of competition and the extent of the organization's influence on customers. Human resource management relies on Organizational DNA to improve its performance at the individual and organizational levels.
Organizational DNA is a set of interconnected and interdependent elements that make up the entity of the organization, and these elements are represented in the organizational structure, information, decision-making rights, and incentives. These elements distinguish the organization and make it unique from other organizations. Organizational DNA expresses a method of analysis, ideology, elaboration and thinking about organizations, in which their models, management functions, leadership and other notions of organizations are considered. It uses quite diverse approaches for identification of organizations instead of organizations forms and models, by considering the affairs like team works, decision-making and development of human workforce. The influence of Organizational DNA extends to the size of the organization, its competitive strategy, its decentralization method, the business strength of the organization through its activity in the field of competition and the extent of the organization's influence on customers. Human resource management relies on Organizational DNA to improve its performance at the individual and organizational levels.
Nafei, WageehPro. Dr. Wageeh A. Nafei, Professor of Human Resource Management, Chairman of Business Administration Department, University of Sadat City, Egypt, Reviewer for Journal of Contemporary Management, Economics & Finance, Journal of Business Studies Quarterly, Honorary Editorial Team Members of International Journal of Case Studies, USA.
Über den Autor
Pro. Wageeh A. Nafei, professeur de gestion des ressources humaines, président du département d'administration des affaires, université de Sadat City, Égypte, réviseur pour le Journal of Contemporary Management, Economics & Finance, Journal of Business Studies Quarterly, American Association for Science and Technology.
Klappentext
Organizational DNA is a set of interconnected and interdependent elements that make up the entity of the organization, and these elements are represented in the organizational structure, information, decision-making rights, and incentives. These elements distinguish the organization and make it unique from other organizations. Organizational DNA expresses a method of analysis, ideology, elaboration and thinking about organizations, in which their models, management functions, leadership and other notions of organizations are considered. It uses quite diverse approaches for identification of organizations instead of organizations forms and models, by considering the affairs like team works, decision-making and development of human workforce. The influence of Organizational DNA extends to the size of the organization, its competitive strategy, its decentralization method, the business strength of the organization through its activity in the field of competition and the extent of the organization's influence on customers. Human resource management relies on Organizational DNA to improve its performance at the individual and organizational levels.
