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HI6005 - Management Organization and Globalization Assignment

   

Added on  2020-03-07

7 Pages1496 Words64 Views
Running head: MANAGEMENT ORGANIZATION AND GLOBALIZATION1Management Organization and GlobalizationName:Institution:

Management Organization and Globalization2Introduction The organizational culture is a term which many institutions tend to ignore. The companies fail to understand the benefits of a culture such as the quality of work, employee morale, and the profits which are associated with culture. Leaders should infuse all the areas in the company to build culture as Tony Hsieh outlines in the clip about building a culture of the Zappos organization (Why Zappos Pays New Employees to Quit--And You Should Too, n.d.). In the other clip, Tony pays the new employees to quit and he does all he can to build the company culture (Zappos CEO Tony Hsieh talks about building a culture-based company, n.d). Therefore,the company culture can be defined as a system where there are beliefs, values, and assumptions which determine how individuals behave and conduct themselves within the company. Clearly, the shared values entail a strong impact on the persons in the companies and hence they monitor their way of dressing, actions, and how they conduct their jobs.Types of Culture As an employee in an organization, I have experienced various types of cultures as outlined in this paper. To begin with the clan culture, it entails collaboration and people have similarities in what they do. Under the clan culture, most of the administrators are seen as team builders, mentors, and also facilitators in the organizations (Acar & Acar, 2014). This culture outlines the theory regarding effectiveness which holds on participation and the development of human beings. Finally, this culture holds various strategies which are of quality such as the

Management Organization and Globalization3employee engagement, team building, empowerment, and open communication. On the other hand, I have experienced the hierarchy culture. This type of culture involves an organization which is well structured and formalized for people to work. The leaders who are successful are viewed as monitors, organizers, and coordinators (Gimenez-Espin, Jiménez-Jiménez & Martínez-Costa, 2013). The governing theory within this type of culture is efficiency and control with available processes. There are quality processes which include the control of processes, quality tools, and continuous problem-solving. I have also experienced the adhocracy culture as an employee where there is a creative, entrepreneurial, and dynamic environment for work. The leaders are viewed as visionary, innovators, and entrepreneurs within the organization. The main theory ruling this culture is vision, innovativeness, and the new resources (Sanders, 2017). This because quality strategies are set such as looking for creative solutions to problems, progressive improvement, delights, and surprise. Finally, I have experienced the market culture. This is a type of culture where the organization is viewed as result-oriented where the main motive is to have the work completed. The administrators are viewed as producers, competitors, and hard driving. The main theory which focuses on the effectiveness under this culture is competitiveness, aggressiveness, and the customer focus. The strategies put in place are enhancing the competitiveness, estimating the preferences of various customers, creating partnerships from outside, and also, improving the productivity of the organization. The four types of cultures are evident in several organizations. Hover, the organizations change from one culture to the other due to the growth and changes experienced. Employees face significant challenges to recognize their organization’s culture which contributes to their development. Clearly, if a culture is viewed as dormant without the other characteristics, the organization can experience negative results.

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