Organizational Behavior and Culture Analysis: Salon 64, London

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This report provides an analysis of the organizational culture at Salon 64, a London-based salon, using the theory of Adhocracy to characterize its creative and innovative environment fostered by its founder, Ricky Walters. It explores how this culture enhances organizational effectiveness, particularly through improved communication and employee motivation. The report discusses the positive impact of a strong organizational culture on employee pride and commitment, and suggests ways Salon 64 can further leverage its culture to enhance performance, such as fostering one-on-one interactions and implementing rewards and recognition programs. Ultimately, the report emphasizes the crucial role of a positive work culture in creating a motivating and inclusive work environment, driving employee engagement and organizational success.
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Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author Note
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1ORGANIZATIONAL BEHAVIOR
Table of Contents
Introduction................................................................................................................................2
1. Understanding the Organizational Culture at Salon 64 using the theory of Adhocracy.....2
2. Understanding how Culture Improves Organizational Effectiveness with a Focus on
Communication..........................................................................................................................4
3. Understanding the Role that Organizational Culture has to play on Employee Motivation
5
4. Understanding how Salon 64 can use its Work Culture to enhance its Performance even
Further........................................................................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8
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Introduction
Organizational culture is a term that has been defined by different scholars in many
different ways. According to Deshpande and Webster (1989), organizational culture is
defined as a pattern of shared beliefs and values that help an individual to understand what
organizational functioning is all about, providing in the process, the behavioral norms for that
particular organization (Graham et al. 2015). Scholars like Schein (1985), on the other hand,
have established the notion that culture is nothing but a psychological tendency, which can
also be referred to as the basic assumptions that members belonging to a particular
organization learn in order to solve problems associated with internal integration and external
adaptation, which are considered to be valid because of their high rate of success and which
are then taught to new members who join the organization when they face such problems
(Lazaroiu 2015). This report identifies organizational culture as practiced by Salon 64, a
parlor of repute in London, UK. The report locates the culture of the company using
theoretical perspectives, explores how culture improves organizational effectiveness with a
focus on communication, evaluates the role that culture plays on employee motivation and
also evaluates the way by which Salon 64 can use the culture of the organization to enhance
its success further.
1. Understanding the Organizational Culture at Salon 64 using the theory of
Adhocracy
The work culture at Salon 64 is characterized by creativity and innovation. The
founder of the salon, Ricky Walters, caters to high end individuals such as celebrities,
prominent business persons and the who’s who in London with clients more often than not
having to be serviced with hair styles and looks that are used for carrying out photo shoots,
for filming commercials, television programs and even movies (Salon 64 2019). Ricky
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3ORGANIZATIONAL BEHAVIOR
Walters encourages his personnel at the salon to be creative and innovative in their approach
to styling and designing the hair of clients, which is why the work culture that is prevalent at
Salon 64 is one that can be analyzed well enough using the theory of Adhocracy (Miner
2015). Adhocracy Culture is a theory of organizational culture that is based entirely on
creativity and energy. The employees of such an organization are encouraged to be risky in
their approach to business with the leaders of such companies often being regarded as well
known entrepreneurs and innovators (Organ 2018). Ricky Walters of Salon 64 is both an
entrepreneur and an innovator, having made a name for himself very quickly in the UK
entertainment industry. An organization where the work culture is an adhocracy is one that is
seen to exist entirely on the basis of experimentation. The core values of such an organization
are agility and change with employees having to move quick and initiate rapid changes in
order to take the organization in forward direction (Salon 64 2019). This is something that
can be said to be wholly true for an organization like Salon 64. Ricky Walters is one of the
trendiest of hair stylists in the United Kingdom today, and is famous for the unique and
innovative hair styles that he gives to each and every one of his clients. Owing to the
experimental approach that Ricky Walters takes to the process of hair styling, those working
under his supervision are encouraged to do the same. Employees at Salon 64 in London are
greatly motivated to bring about changes and new ways of styling and designing a client’s
hair style. They are implored by the leader, Ricky Walters to be as experimental as they want
to be when cutting hair, provided the hair styles are approved of by Ricky in the first place.
As a result, customers know that Salon 64 is a destination that they can visit in London if
they are on the lookout for a bold, trendy and beautiful hair style (Salon 64 2019).
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2. Understanding how Culture Improves Organizational Effectiveness with a Focus
on Communication
A strong work culture at an organization indicates that the employees of the organization
are like minded and that they hold similar values and beliefs. If ethical values and beliefs are
aligned with business objectives then this can prove to be highly effective in the building of
teams given that trust and rapport ensues quickly (Scandura 2017). The bond that is created
among employees as a result is something that helps them to avert running into conflict with
one another, and to focus instead on the completion of tasks. A strong corporate culture is
capable of easing communication especially when it comes to communicating roles and
responsibilities to every individual. The employees at such an organization know what it is
that is expected from them, exactly how it is that their performance is going to be evaluated
by the management and the rewards and appraisals that they can expect in lieu of the work
that they do. Organizational culture can have quite a varying impact on the performance as
well as motivation levels of an employee. At times, employees are seen to work hard in order
to achieve the goals of an organization if they feel included within the organization that they
are employed by and can relate to the corporate culture very easily (Stewart et al. 2015). This
is something that is seen to be quite true when it comes to Salon 64. Ricky Walters has done a
fabulous job of motivating his employees, by encouraging them to be as innovative and as
creative as they can be, as a result of which those working under his supervision feel the
incentive required to come up with bold, trendy and at times, bizarre hair styles in order to
appease client tastes and cater to client needs and requirements (Salon 64 2019).
Effective communication is also something that is needed in order for a positive work
culture to be established in an organization. In particular, transparency is something that is
needed in the area of communication as this facilitates excellent bonding among employees
as well as between employees and their supervisors. Culture in an organization, at the end of
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5ORGANIZATIONAL BEHAVIOR
the day is established by the interaction that takes place between and among employees and
their supervisors (Sweeney and McFarlin 2017). Hence if the work place culture is strong and
positive in nature, this can have a very vital role to play in getting employees to feel
optimistic to do the work that they are doing, being motivated at all times to give their best.
At Salon 64, Ricky Walters is seen to be friendly, approachable, flexible, and dynamic and
encouraging with both his customers and his employees as a result of which, the organization
is doing so well for itself on Soho Street today (Salon 64 2019).
3. Understanding the Role that Organizational Culture has to play on Employee
Motivation
When the organizational culture is strong, this is something that is going to have a very
powerful impact on employee motivation. A strong and positive culture in an organization
will lead to employees taking a lot of pride in working for that organization and always
feeling motivated to give their best (Vasu et al. 2017). They will entirely responsible for
ensuring the success of the organization that they serve and this in turn is something that will
prove to be extremely beneficial for the organization over both the long term as well as the
short term (Vibert 2017). Ricky Walters at Salon 64 has taken an active role in creating a
dynamic and flexible work environment where employees feel a hundred percent motivated
to performing their duties in the most constructive and productive ways. Ricky is trendy,
experimental and innovative in his approach to hair styling in addition to being friendly and
competitive and this is something that rubs off on his employees in a very good way. If the
culture of an organization is weak, then it will be very difficult for employees to find the
inspiration that they need to perform their duties well. This is not the case with Salon 64
where the work culture is so positive and so vibrant with Ricky Walters connecting the social
experience with the challenge of doing a good hair job, giving employees exposure to some
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of the best known celebrities in the world and giving them the unique opportunity to
experiment with the hair styles of customers and give them brazen and trendy looks that not
only pleases customers but which fills the employees working at the organization with a great
deal of positivity (Salon 64 2019).
4. Understanding how Salon 64 can use its Work Culture to enhance its
Performance even Further
The positive work culture that is already in place at Salon 64 is something that can be
used by the salon entrepreneur Ricky Walters to get employees at the salon to reach for the
sky when it comes to performing rare and impossible hair cuts for customers. The salon is
already known to be quite experimental in its approach to hair styling, and it can engage in
even further experimentation and innovation with hair styling by utilizing the positive work
culture that is in place at the organization for this purpose. In order to emerge as a positive
and good leader, Ricky Walters should engage in one on one interactions with his
employees, getting to know them personally and trying to understand where they come from
in order to gauge their talents and abilities in the most effective of ways and use this to
enhance the performance of the salon by leaps and bounds. By talking to his employees on a
regular basis and by making an effort to get to know them personally Ricky can utilize the
excellent work culture that is already in place at the organization to get employees to try out
new types of jobs and techniques that they had earlier not been comfortable with and which
they would not have tried out on their own accord had Ricky not been so encouraging and
motivating as a leader (Salon 64 2019).
Ricky Walters should also make use of the positive work environment that is already
in play at Salon 64 in order to motive his employees further by announcing rewards and
recognitions from time to time. Short term prizes or competitions can be announced by
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Ricky Walters from time to time to give his employees something to aim for in order to be
able to prove their skills and abilities in the best possible way. By announcing rewards and
recognitions, Ricky Walters will come across as a generous entrepreneur, he will be looked
up to by his employees and they will acquire further motivation and zeal in order to be able to
do their jobs in the most positive of ways. The happy, positive and productive work culture
that is in place at the salon already will be further enhanced through the introduction of
regular rewards and appraisals and the fostering of one on one relationships with the owner of
the salon, Ricky Walters (Salon 64 2019).
Conclusion
Thus, the role that a positive work culture has to play in creating a positive work
environment is not something that can be easily denied. A positive work culture in an
organization goes a long way in getting employees to feel included and a part of the
organization that they serve. This in turn enables the employees to be far more productive
than what they would usually be, which is beneficial for both the employees and the
employers in the long run, given that the higher the amount of revenue generated by the
employees, the more will be the profit that is earned by the business owner leading to more
incentives and rewards for the employees. When it comes to Salon 64, it needs to be
remembered that Ricky Walters has managed to generate a flexible, dynamic and positive
work culture in the company, by getting his employees to be innovative, experimental and
bold in their approach to hair cutting and hair styling. His employees are highly motivated to
do their best for him, especially given the fact that he is friendly and approachable and by
fostering personal relationships with his employees and offering rewards and recognitions he
can go a long way in enhancing the performance of his company even further.
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References
Graham, K.A., Ziegert, J.C. and Capitano, J., 2015. The effect of leadership style, framing,
and promotion regulatory focus on unethical pro-organizational behavior. Journal of business
ethics, 126(3), pp.423-436.
Lăzăroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings
in Law and Social Justice, 7(2), pp.66-75.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Organ, D.W., 2018. Organizational citizenship behavior: recent trends and
developments. Annual Review of Organizational Psychology and Organizational
Behavior, 80, pp.295-306.
Salon64. (2019). Salon 64 | London Salon | Best Hairdressing Team London. [online]
Available at: https://www.salon64.co.uk/team/ [Accessed 15 May 2019].
Scandura, T.A., 2017. Essentials of organizational behavior: An evidence-based approach.
Sage publications.
Stewart, G.L., Courtright, S.H. and Manz, C.C., 2019. Self-Leadership: A Paradoxical Core
of Organizational Behavior. Annual Review of Organizational Psychology and
Organizational Behavior, 6, pp.47-67
Sweeney, P.D. and McFarlin, D., 2017. International organizational behavior: Transcending
borders and cultures. Routledge.
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Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
Management, Revised and Expanded. Routledge
Vibert, C., 2017. Theories of Macro-Organizational Behavior: A Handbook of Ideas and
Explanations: A Handbook of Ideas and Explanations. Routledge.
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