The phrase "organizational status" is correct and usable in written English.
You could use it in a sentence such as: "Her organizational status at the company has given her certain privileges in the workplace."
This is not to argue blindly in favor of the organizational status quo or against hardheaded and continual evaluations of business units.
Each one of the people I've studied differs from the organizational status quo in some way in values, race, gender, or sexual preference, perhaps (see the sidebar "How the Research Was Done").
Professional bureaucrats, be they in the civil or private sector, also tend to favour the organizational status quo because their investments (e.g., training and status) are tied to it.
This field study examining the effects of organizational status and multimedia audio communications technology on communication patterns in business meetings confirms that high status group members verbally dominate discussions and have more control over the flow of the proceedings.
In two studies, we examine the effects of distance based on physical proximity (proxemic distance), organizational status (power distance), and task structure (task distance) on people׳s experiences with and perceptions of a humanlike robot.
We elevate innovators to high organizational status at the risk of trivializing what they attempt.
Faculty research interests are wide and varied and include topics such as diversity in organizations, creativity in teams, organizational leadership, status and power in teams and organizations, individual and collective decision making, negotiation and conflict management, industry evolution, organizational culture, entrepreneurship, sustainable development, and corporate environmental policy.
In terms of the decision-making procedures and the key internal-external stakeholders' influence, all the partner organizations were classified according to their organizational structure status: universities, private research institutes, and companies.
The most frequently mentioned hindering factors from both approaches were geographical, economical, organizational, educational status, poor personal initiation, governmental/policy related, low prevalence of new cases and to some extent time shortage.
Professor Kovács studies various topics in organization theory and strategy, including social networks, learning, diffusion, organizational identity, and status.
Her research examines how status, organizational processes, and social networks contribute to unequal outcomes for individuals, with a focus on gender.
