Organizational Culture and Structure of Facebook: An Analysis

This essay provides a comprehensive analysis of Facebook's organizational culture and structure, and how these elements contribute to its overall performance. The introduction defines organizational culture and structure, emphasizing their impact on a company's strategy and productivity. The main body delves into Facebook's "hacker" culture, examining its characteristics such as creative problem-solving, boldness, openness, and speed. It also applies Handy's model of organizational culture (power, role, task, and person cultures) to Facebook, assessing how each culture type influences the company. The essay further explores Facebook's organizational structure, highlighting corporate function-based teams, geographic divisions, and product-based divisions, and how these features enhance performance by facilitating efficient operations and adaptation to the global market. The essay also discusses Weber's bureaucratic model as a widely used organizational design model by Facebook. The conclusion summarizes the key findings, emphasizing the efficiency of Facebook's structure and culture in achieving its objectives and enhancing organizational performance.

Introduction to modern
workplace

Table of Contents
INTRODUCTION...........................................................................................................................1
Main body .......................................................................................................................................1
Organizational culture of Facebook............................................................................................1
Handy's model of organisational culture ....................................................................................2
Structure of Facebook and its contribution towards enhancing the performance of the
company......................................................................................................................................4
Model of organisational design .................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

INTRODUCTION
Organisational culture defines as the system which share assumption, values and belief
that govern how employee behave at the work place. Each and every business unit design and
manage a unique organisational culture that provide the guidelines for the behaviour of the
employees of the firm. Organisational structure also influence their firms strategy and
productivity in the future. Company with effective structure constraints certain future strategic
moves and support the business activities for gaining desired level of results. Essay will present
the culture and structure of the Facebook organisation and also evaluate how they contribute to
the organisational performance(Lăzăroiu, 2016). Facebook is an American online social media
and networking service company. It is founded by the Mark Zuckerberg along with classmates of
Harvard college and room mates. It is considered as one of big technology company. It has
30,275 number of employees which work across the world.
Main body
Organizational culture of Facebook
Facebook develops its manpower in its hacker organisational culture which maintains its
competitiveness in the market place. The corporate culture of the company explain the traditions,
values and customs which influence the behaviour of the employees. Facebook uses its
organisational culture to promote the innovation and creativity that address the competition
against its competitors such as twitter and Snap chat. Company operates its business operation in
the Hacker culture which pushes employee to work for improvement. The human resource of the
organisation are developed and maintained through training which ensure talent and skills for the
objective of the organisation for gaining creativity and innovation in its social media
business(Lee, Gowen III, and McFadden, 2018).
The main characteristics of the Facebook's organisational culture
Creative problem solving and decision making – The corporate culture of the company is
creative problem solving and decision making that increase the ability of the employee to
generate unusual ideas which enhance the firms social networking and related offering. In this
manager of the company provide rewards through recognition, incentive and other forms which
motivate the employees to be more creative towards contributing to the business(Chatman and
O’Reilly, 2016).
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Boldness – The organisational culture of the Facebook facilitates boldness in employees
activities. The main objective of this feature to maximise the flexibility of the company in terms
of addressing business issues. It encourages employees to tackle the issues in the right way.
Openness – This feature plays an important in the achievement of desired level of outcome of
the Facebook because it highlights the importance of effective and efficient internal
communication. This characteristic of corporate culture facilitates openness in terms of
minimising the restriction of employees activities(Chatman and O’Reilly, 2016.).
Speed – The organisational culture of Facebook has the ability to easily respond to trends and
changes in user preferences. This characteristic of corporate culture is effectively implemented
through the use of small groups because they are highly flexible and can move fast to support
rapid product development processes.
Handy's model of organisational culture
Facebook organisation can effectively create and develop the organisational culture
through using Handy's four classes of the culture which includes four important elements which
affect the overall performance of the company(Skoumpopoulou and Moss, 2018).
Power culture – Facebook with this Power culture model, power is held by only by few
numbers of employer whose influence spreads throughout the organisation. Company with this
type of organisational culture has some rules and regulations in which employees are judged by
what they achieve rather than how they do things. Power culture is recognised as the strong
culture because the control radiates from the central.
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Illustration 1: Handy's model of organizational culture

Role culture – If Facebook follow this type of organisational culture than it is less likely to take
risk because it is based on the rules. They are highly controlled because power in a role culture is
determined through employees position in the organisational structure. In this type of
organisational culture people have clearly delegated authorities with in a highly defined
structure.
Task culture – Facebook can follow this type of organisational culture when companies is
formed to solve the specific problems. In this task is the important thing, so the power within the
team is often shift depending on the mix of team members as well as the status of the problems.
This type of organisational culture can effectively implement in the face book through designing
the teams to solve the specific problems(Taylor, 2015).
Person culture – if Facebook follow this culture, employee very much see themselves as unique
and superior to the organisation. The person culture is just a collection of the employees who
happen to working for the business. In this person culture of Facebook, business full of
employees with similar training, background and expertise.
Culture factor contributes to the organisational performance
The corporate culture of Facebook facilitate continuous improvement. Facebook
organisational culture has the openness characteristic which support employees' problem solving
abilities to enhance the companies social networking and online advertising services which
results in improving the overall performance of the company. Continuous improvement feature
of the Facebook's organisational culture provides the opportunity for the company to regularly
evaluates its social networking websites, mobile apps and support the business in term of
increasing the productivity of the firm. It also helps in developing solution to the to online
security issues arising from technological advances and changes tom the internet. The better
organisational culture in terms of minimising negative effect of the problems encountered in the
social media business(Brenyah and Tetteh, 2016.). If employees represented by the Facebook's
organisational culture, they will able to develop a positive relationship at the work place
environment which encourage them to give their best possible efforts in the accomplishment of
the organisational goal. Good culture also maintain the trust among the employees which results
in improving the productivity of the employees as well as increasing the performance of the
business firm.
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Structure of Facebook and its contribution towards enhancing the performance of the company
Every company formulates its structure in such a way that fosters the operations of the
company in a very efficient manner such as free flow of information helps in running the
business smoothly. Facebook lays immense emphasis on establishment of its structure in such a
way that facilitates attainment of business objectives n a very efficient manner. The structure of
the company has been developed in response of the changing dynamics of global online social
media market.
Organisational structure contributes a lot towards enhancement of organisational
performance such as by establishing a proper and flexible structure Facebook was able to expand
and diversify it social media(Tulin, Pollet and Lehmann-Willenbrock, 2018). This has played a
vital role towards enhancement of organisational performance because the company was able to
retain its existing users as well as new users which in turn lead to increase in the value of the
company. Apart from retaining and attracting new users, Facebook has even been benefited with
the competitive advantage over the rivalry firms. This is the major reason behind high brand
awareness of the brand which has fostered increased use of social media. Facebook is a very
efficient platform for exchanging information, messages, ideas , opinions and pictures.
If efficient structure is established that flow of information would become more easy and
efficient which will in turn help in the company towards efficient attainment of its business
objectives. Furthermore, if the organisational structure is flexible and efficient than it will attract
minimal or no government restrictions which would help in eliminating the complexities in
working and thus would foster the smooth running of the business and would play an important
role towards enhancement of the performance of the company.
The main features of the structure of Facebook company and their contribution towards
enhancement of organisational performance are as follows:
Corporate function-based teams – the company maintains corporate function-based
teams in order to manage its business functions and operational activities in a very efficient
manner throughout its organisational structure. This structure is mainly based on the needs of the
businesses running on social media or digital platform. For example: in order to run the smoothly
and survive in this entirely competitive world, it is very essential for the company to invest in its
research and development department on a continuous basis so as to gain competitive advantage
over the rivalry firms in social media industry(Newman and Clauset, 2016). This could be
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achieved only if the company has established a proper structure by bifurcating each and every
department separately based on their functions and Facebook is known for having a flexible
structure. Thus, it has ultimately resulted in enhancement in the performance of the company.
The main corporate function based teams in the structure of Facebook are chief
executive, finance, operations, information, technology, accounting, privacy, security, marketing,
legal, business and marketing, global public policy, investor relations, product management and
human resources.
Geographic divisions – the next important feature of the organisational structure of
Facebook is geographic divisions. Geographic divisions highlight the dynamics of social
networking and online advertising. This structural characteristic of the company helps in
identifying the differences in the behaviour of people and advertisers of all over the world and
using the app or website of Facebook. Thus, it would help in understanding the behavious and
identifying of the needs and wants of people. After identification of desires, company can focus
on its operations towards the fulfilment of needs and wants of the users. This would ultimately
help in enhancing the performance of the company towards attainment of its objectives.
The main geographic divisions of the Facebook are North America, Latin America,
Europe, Middle East, Africa, Asia and South Pacific(Xin and et.al., 2018).
Product-based divisions – within the organisational structure of the company, facebook
employs product-based divisions. This feature of the organisational structure of the company,
helps the company in managing its operations in a very efficient manner and this in turn helps in
smooth running of the business in long run. Product-based divisions contribute a lot towards
enhancement of the performance of the company as it helps in increasing the global as well as
corporate scope.
Various product-based divisions of the company in the organisation structure of
Facebook are family of apps, new platforms and infrastructure and central product services.
Model of organisational design
Most widely used model of organisational design is Weber's bureaucratic model(Brügger,
2015). This model is used by Facebook in order to enhance its performance towards the
attainment of its objectives effectively and efficiently. This model is widely used because this
model involves establishment of formal rules and procedures that would govern all the members
of the organisation in a way that would help in maximising the productivity of company. Thus,
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this model focusses on establishment of hierarchical structure so that flow of information takes
place in a systematic manner(Dunbar and et.al., 2015).
Conclusion
from the above essay, it has been summarised that the structure of the company is very
efficient which promotes attainment of the objectives of a company in an efficient manner by
enhancing the organisational performance. Apart from this, it was also found that the structure of
the company involved three major characteristics and these characteristics are geographic
divisions, product-based divisions and corporate- function based teams. Even a model of
organisational design and culture was discussed. The model was Weber's bureaucratic model
which focussed on establishment or development of hierarchical structure of company.
Furthermore, culture of the company was even discussed in detail and it was found that the
company has developed its culture in such a manner that it contributed towards better
performance of the company. Characteristics of the company are creative problem solving and
decision making, boldness, openness and speed. Even Handy's mod of organisational culture
was discussed in detail which elaborated four classes of people in the culture.
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References
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structure. First Monday. 20(5).
Chatman, J.A. and O’Reilly, C.A., 2016. Paradigm lost: Reinvigorating the study of
organizational culture. Research in Organizational Behavior. 36. pp.199-224.
Dunbar, R.I. and et.al., 2015. The structure of online social networks mirrors those in the offline
world. Social networks. 43. pp.39-47.
Lăzăroiu, G., 2016. Individual personality characteristics as pivotal predictors of Facebook
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Lee, J.Y., Gowen III, C.R. and McFadden, K.L., 2018. An empirical study of US hospital
quality: Readmission rates, organizational culture, patient satisfaction, and Facebook
ratings. Quality Management Journal. 25(4). pp.158-170.
Newman, M.E. and Clauset, A., 2016. Structure and inference in annotated networks. Nature
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Skoumpopoulou, D. and Moss, C., 2018. The importance of culture in ERP adoption-a case
study analysis. Athens Journal of Business & Economics. 4(3). pp.259-278.
Taylor, J., 2015. Developing an organisational culture model that fits the bar at Cardiff RFC
Ltd (Doctoral dissertation, Cardiff Metropolitan University).
Tulin, M., Pollet, T.V. and Lehmann-Willenbrock, N., 2018. Perceived group cohesion versus
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Xin, Z. and et.al., 2018. Multi-View Community Detection in Facebook Public Pages. arXiv
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