Kellogg's: Analyzing Structure and Culture's Influence on Performance

This report provides an in-depth analysis of Kellogg's organizational structure and culture, exploring their influence on the company's performance. It begins with an introduction to the modern workplace and the importance of structure and culture in achieving a competitive advantage. The report then delves into Kellogg's specific organizational structure, which is described as a traditional corporate structure, and its working culture, highlighting its positive aspects. The main body of the report describes how these factors contribute to organizational performance, using models and theories such as the Bureaucratic Theory for organizational design and structure and Handy's culture theory. The report concludes that both structure and culture are key elements for smooth business operations, with Kellogg's demonstrating a positive working environment and a traditional organization structure. The report also notes that Kellogg's follows a role culture, which contributes to a stable working environment and overall organizational success. This report is a valuable resource for understanding the interplay between structure, culture, and performance in a global organization.

Introduction the modern
workplace

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Structure and culture of Kellogg's ..............................................................................................1
Describing how these factor contribute to the organization performance using models and
theories........................................................................................................................................2
CONCLUSION................................................................................................................................5
REFRENCES...................................................................................................................................7

INTRODUCTION
In this modern world, to gain high competitive advantage, companies always adopt new
changes in the working environment of the firm. In the same way, the report main aim is to show
the importance of structure and culture in the organization performance. The chosen firm for this
report is Kellogg's which produces cereals and convenience food that includes cookies, crackers
and toaster pastries. Currently the quoted firm's merchandise are factory-made and marketplace
in more than 180 countries and this shows its global presence at world level. The report will
describe how the structure and culture of an organization contribute to the organization
performance using different theories and models of organization design and culture.
MAIN BODY
Structure and culture of Kellogg's
Structure artefact is the scheme that outlines how the specific act are oriented In order to
accomplish the end of an social group. Therefore, these act also includes regulation, function and
duty, the organisation structure also helps to identify how the information flows between levels
within a firm. In the same way, the current organizational structure of Kellogg's is a traditional
corporate structure in which a chairman is in top, a president/ chief executive office, president of
several divisions, different executive vice- president and other chief officer position and several
senior vice- president (Organizational Culture of Kellogg's, 2018). In the same way, the quoted
firm also introduce project K whose aim is to optimize the supply chain, elimination of common
processes in different regions and bring global focus on categories. This plan is to invest In brand
building but the company wants to do it at a faster rate than sales growth. Further, its another
finance scheme would be to by selection put in sales capabilities.
Moreover, the firm also engage with the customers in order to obtain ideas for new
products and improvement through digital media, consumer promotion and traditional
advertising. Even the team of Kellogg's also recommended to keep the structure same as it has
been successful In past (Shafritz, Ott and Jang, 2015). Therefore, leadership will demand to be
busy with the squad unit so that they will understand their expectation and an effective
communication between the department also consider the cardinal in edifice the level growing.
Company' Culture mainly defines the situation in which the worker are employment and
it also see different elements, includes activity situation, institution missionary post, values,
morals and expectation. Organization culture also affect the way people and groups interact with
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each other i.e. with their clients, stakeholders etc. The company's working culture is also
impressive such that Kellogg's provide their opinions in items that are ranging from executive
ratings to the pace at work (Zeller and et.al., 2016). Even the leaders of the company are also
supportive and keep motivated their worker in order to rise their on the job show. Further, the
employees of the quoted firm are also amused with their entire recompense that exclude
collection of wage, banal and assets and payment as well. Apart from this, the team performance
of the company is also good such that thy work with unity in order to attain the goal of a firm.
This all shows that the working environment and culture of Kellogg's is positive and their
employees are also comfortable in it.
Mission: Company's mission is to nurture home in order to gesture and boom.
Values: the company want to work with these values such as unity, answerability,
passionateness, humbleness, quality and effect.
Ethics: The company's planetary codification of morals also provide the equilibrium and
applicable concern and also proposal to weighing in broad manner, act resolutely and also drive
the results in a form of legal, ethical and responsible.
As Kellogg's vision is to better and delectation the global through nutrient and brands and
it is the firm that keep their promises and possibilities with the customers. This all shows that the
business working culture of quoted firm is positive and its entire team is also participated in
unity in order to perform the work in better way.
Describing how these factor contribute to the organization performance using models and
theories
Both structure and culture contributed to the organization performance such that it has
been analysed that the happening of a concern Is be on its direction and without effectual
direction, it is not manageable to score or pull off a concern. Such that construction and
civilization are the cardinal element in an arrangement attainment. Such that if a system run by
ore on these facet then it get casual to pull the customers and also helps to increase competition
as well (Young and Ghoshal, 2016). Further, if the firm is able to keep an effectual society then
it get able to create well formed organisational artifact. In the same way, organizational structure
of Kellogg's exercise within an structure society but it is reticulate and thus, it shows that
structure is an important or integral part of a firm as it is chiefly trade with formation of a society
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which in turns actuate the worker in order to activity efficaciously in the way of organisational
goals.
Bureaucratic Theory for organizational design and structure: It is one of the most
popular model that is used in organization structure which is characterised by many rules, some
standard process, procedures and impersonal interaction between employees. As per this theory,
a structure may indispensable in large organization in structurally performing all the task by a
great number of employees (Daft, 2015). The theory is the set of rules and procedures which are
decided fro every work and it further leads to consistence In worker action, thus the worker are
also conjugate to go the concept, then the direction activity turn cushy. As Kellogg's follow this
theory in its organizations structure then the work and obligation of all occupation are intelligibly
characterized and the chances of conflicting also reduces. Further, a division of labour also helps
workers to become expert in their jobs. Therefore, the show of the worker also improves
substantially.
In addition to this, it has been analysed that the social group artefact of the troupe is good
and also involves all their stakeholders and others In the decision making process then the large
payment of a bureaucratism in the large organization with many stratified laic can become a
structure. Using this theory or model into working area will help to establish rules and process
which further allows for broad ratio and accordant executing of a work by all worker.
Handy theory of culture: As per this theory, there are four types of working culture
which are found in companies such as:
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Power: In this type of culture, the powerfulness remain in the custody of a couple of
group and only they have the potency to return conclusion. Such that they are the ones who relish
particular advantage at the on the job country (Handy's culture theory, 2019). These individuals
also representative the duty to different worker and it has been analysed that on the job in such
type of organisation definite quantity that employee right expect what is anticipated of them from
the quality clasp and if the director are perform their duty in proper way then it will help to
creates positive working culture and leads to high labour turnover too.
Task Culture: In this type of on the job society, squad are defined in order to attain the
target and lick caviling difficulty. In the same way, Kellogg's manager also prefer to do job in a
team and the entire work is depend upon the team only to produce best results. Thus, this type of
working culture is prefer when there is a flexibility and sensitivity to the market and to gain high
competitive advantages as well, Otherwise it will be difficult (Egeberg, Gornitzka and Trondal,
2016). It has been further analysed that the task culture in the company often deploy temporary
teams where the cooperation is paramount. The organization who follow this type of culture are
result oriented and through effective team building, they can easily attain the goals as well.
Person Culture: In this type of society, single feel themselves unique and superior to an
organization and that is why it is also consider as an unusual culture which is not found in many
organization. If Kellogg's follows this type of working culture then it did not contribute to the
organizational performance. Further, in this type of working culture, employees are just semen to
business office for the benefit of wealth and they ever get connected to it, this shows that they
are not loyal for their firm and also did not take decision for the welfare of an organization
(Foster and Taylor, 2016). Therefore, this shows that it did not help in company's progress.
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Illustration 1: Handy theory of culture
(Source: Handy theory of culture, 2018)

Role Culture: It is that culture where employees of a firm have delegated function and
duty as per their specialization and instruction. In this type of culture, every individual is
accountable for their own work and has to takings relation of the activity which is allotted to
them. This type of culture is followed by powerful structural and specialized region which is co-
ordinated by senior management. The entire ratio of this civilization is also be upon the reason of
the allotment of activity instead than on idiosyncratic attribute. It has been further analysed that
this type of working culture is likely to be booming in a firm state of affairs where activity is
dependable (Chitrakar, 2017).
Among all, Kellogg's follow role culture because it is based upon the rules and in the
quoted firm, every person know their roles and responsibilities. It is also realised that following
this type of culture will help to make stable working environment. Even this culture is also
highly job oriented and also found in bureaucratic organizations structure only and there is a
clear hierarchy and status which is more important than performance. In addition to this, by
following role culture, the employee get an opportunities in order to acquire special expertise and
also provide reward system for their better performance (McAdam, Miller and McSorley, 2019).
But on the other side, this culture is only frustrating for those employees who are ambitious
people and who are power oriented. Therefore, it has been realised that following role culture in
Kellogg's will be helpful for the firm to sustain its positive working environment and contribute
to the organization performance as well.
In addition to this, both organization artifact and society result the business show of
Kellogg's such that organisational artifact allows the placement of variety of interconnected
groups that help to run a business swimmingly with a special part and potency. Moreover, the
this framework and working in a team will also help or allow effectual act and skillfulness which
builds a flushed civilization and also propel the worker to work towards attaining the score
(Yerznkyan, 2016). In the same way, Kellogg's have both good structure and positive culture
helps for its smooth running and contribution towards a success as well. Hence, an effective
culture and structure helps the manager of Kellogg's to attain organization's mission and vision.
CONCLUSION
By summing up above report, it has been concluded that both structure and culture are the
major key element which helps a business to run smoothly and in the same way, Kellogg's also
have positive working environment/ culture and traditional organization that also contributed to
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the success of the business. Further, through report it has been concluded that Kellogg's follows
Bureaucratic organizational structure because it makes easier for the direction to keep power and
make essential adjustment and by complying with all laws, its organization structure contributed
towards organization performance. Further, report concluded that it follows Role culture from
Handy's culture theory in which every individual in the firm are accountable for their won work
and it helps to make them comfortable in the area and leads a business towards success.
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