What is organizational cultural?
The concept of organizational cultural has gained a lot of acceptance during the last few decades and the examination of organization cultural has become evaluation. The cultural of a group has been defined as a pattern of shared basic assumption that this group learns while solving the problems of external adaptation and internal integration. These are to be taught to the new members as a correct way to perceive, think and feel in relation to these problems. Organizational cultural refer to a system of shared meaning held by the members that distinguished their organizational from others. This system of share meaning is a set of main characteristics that the organizational values.

How does organizational cultural starts?
Traditionally the founders of the organization have a major impact on the cultural of the organization. As the present customs traditions and general way of doing things a largely due to what it has done before and the degree of success it has achieved in those endeavors, the ultimate source of organizational cultural can be traced to its founders. The founders have a vision about what the organization should do and they are not tied on by previous ideologies or customs. The small size of the organization in the beginning also helps in the imposition of the vision of the founder on all the members of the organization. The organizational cultural is sustained through selection practices, action of the top management and socialization methods.

All through these years a universal agreement could not be reached on the exact meaning of personality. It continuous to main different things to different people while some take it as a general some of traits or characteristics of a person, some other feels that it is a unitary mode of response to different situation in life. Personality can be defined as a pattern of traits that characterized and individual. It is a very diverse and complex psychology concept and is concerned with external appearance and behavior, situational interactions and self measurable traits.

What are the factors that affect personality?
The determinants of personality are broadly categorized into biological familial, cultural, social and situational categories. The biologically factors include heredity and the physical feature of a person. The structure of the brain is also a factor falling in this category. Cultural factors is also contribute in the personality of a person. Attributes like independence, competition, aggression and co-operation are affected by culture. Familial factors also have a significant impact on the personality of a person particular in early stage. This category includes factors like parents and other member s of family, environment at home and the order of birth among siblings. Social and situational factors also affect the personality of a person.

Delegation means assigning some work to others and also giving them the authority to perform that task. It involves the granting of the right of decision making in some identified areas and also giving the responsibility of the completion of the task to a subordinate. As in this process a superior delegates a part of his authority to a subordinate he can not delegate the authority which he himself doesn’t have. The subordinate is expected to work within the limitations that were put at the time of delegations. Delegation could be written or implied, specific or general or formal or informal. It helps in reducing the work load of the manager as they can delegate some of their work to others. It also helps in improving motivation, morale, and the job satisfaction of the subordinates. It also enables a manager to utilize the specialized knowledge and experience of a subordinate.

The process of delegations involves the determination of accepted results and the assignments of duties to the subordinates. The authority to perform these duties is also given to the subordinates so that they can take decisions and use the available resources. The subordinates to whom the authority is delegated are also made accountable for the performance of these duties.

The plan of action adopted for the achievement of the organization goals is called a long range plan. It also known as strategic planning and covers a time frame which could extent to five years or more. The mission of the organization is determining and the strengths and weaknesses are also evaluated. Long range plans also include the forecasting of the external environment like changes in the technology, social economical and political factors that indirectly effect the organization. Then the organizational goals are developed and those alternatives are chosen that can give competitive advantages to the organization. The implementation of strategy is the last step and control for measuring performance after the implementation of the plan should also be developed.

Short range plans or the operational plans are concerned with the day to day functioning and their focus is on short run operating period, generally a year or season. It is usually done at lower levels of management and involves gathering of information and selecting the most effective course of action after evaluating this information.

Short range plans are generally guided by standing plans and single use plans. The policies procedures and rules followed in the organization come under standing plans and single use plans are use for a specific period and includes market plans financial plans and production plans.