Management and Organization Report: Culture, Holacracy, and Strategy

This report delves into the crucial role of organizational culture in shaping employee behavior and company decorum. It contrasts traditional management structures with innovative approaches like Holacracy, where decision-making is decentralized and employees are empowered to contribute their ideas. The report analyzes the implications of implementing Holacracy, using Zappos as a case study, and explores the challenges and benefits of such a transition. It covers the impact of globalization, the importance of building a culture-based company, and the relationship between structure and strategy. The report also discusses the potential for Holacracy to foster innovation and employee engagement, while acknowledging the need for clear accountability and organizational harmony. Finally, the report concludes by emphasizing the importance of adapting to change and fostering a culture that supports employee participation and the implementation of new ideas.

Running head: MANAGEMENT AND ORGANISATION
Management and organization
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Executive summary:
An important form of control within an organization is its organizational culture. Avoiding the
establishing of the organizational culture, no organization will be able to initiate a proper
decorum within the organization. It is the responsibility of the organizational culture to regulate
the employees’ behavior, attitude and dress code within the organization.
In the other hand Holacracy is a process adapted by many organization in order to centralize the
process of control in the improvement process of the organization and this makes the authority to
release their power and invite the employees to start initiating their ideas. This an experimental
approach adapted by the management of the organization.

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Table of Contents
Activity 2:........................................................................................................................................3
Activity 3:........................................................................................................................................3
Activity 4.........................................................................................................................................4
Activity 5.........................................................................................................................................5
Report:.............................................................................................................................................6
Introduction:....................................................................................................................................6
Discussion:.......................................................................................................................................6
Conclusion:......................................................................................................................................8
References:......................................................................................................................................9
Links:...............................................................................................................................................9

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Activity 2:
The speech of Pankaj Ghemawat has changed the view of the people about globalization.
It was not meant by Ghemawat to become an evangelist for the particular way of thinking as he
does regarding the notion of globalization. He stated that the people of the nation are far behind
the full integration. He suggests that the integration and the communication of the people need
to be integrated. Globalization does not only mean to be the advancement of the society by the
technological improvement, but also the connection of the ideas of the different people across the
nation, as the world is not flat (www.ted.com 2017).
The globalization has reached its peak with the course of time. Apart from the beneficial aspect
of the globalization, it has already started affecting the civilization with its rapid growth. People
are found to have the fear regarding the globalization such as job insecurities, monitory crisis and
so on. The globalization on the technological aspect is the deepest fear that is darkening the
future of the humans. To eliminate the fears regarding globalization the some rules and
regulations can be implemented and the government take some serious and rigid action to make
the fear disappear from the mind of the people.
Activity 3:
Building a culture-based company entails the ability of an organization to make a strong
connection between the organization and the employees within the same. The culture-based
company does not only mean the maintenance of the organizational culture, but also the
maintenance of the entrepreneurial culture within the organization (www.youtube.com 2017). In
other way, the building of culture-based company explains the integration of the experience,

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beliefs, knowledge, spatial relation, roles and the other determinates of an individual person with
the other employees in the organization. A culture-based company denotes the effective and fine
collaboration of all the employees of an organization, which further determines the satisfaction
of the customers of the company (www.youtube.com 2017). The building of the culture-based
company is based on the vision and mission of the business personnel. In addition, the
implementation of the building a company enriched with culture is depended on the Human
Resources management department, which further includes the proper handling of the workplace
environment in order to ensure the value proposition of the company and prevent the high
turnover and conflicts. A culture based company also ensures the proper balance in the
workplace among the employees and participation of them from every level.
Activity 4
Yves Morieux opines that structure follows strategy. The reason behind this is the
constructing of concrete plans before starting the allocated tasks. Herein, the statement attains
the positive connotation. The word “not” in the proposed statement gets nullified. Structure is
needed in terms of doung the tasks in an efficient manner. On the contrary, the statement can be
considered from the reverse, which makes the statement, “Strategy follows structure”
(Youtube.com 2017). According to this statement, adopting a strategic vision towards the
allocated tasks helps the persons to seek for effective ways and means to make noticeable
advances with the proposed plans. Interplay with the position of strategy and structure adds value
to the word of mouth in case of Yves Morieux in terms of the handling the business
complications. Provision of insight into the Smart Simplicity reflects his approach towards the
solving the issues smoothly. His insight into Smart Simplicity is an appeal for the people to be
smart by solving the issues in a simple manner. Taking the help from BCG group has assisted

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Yves to provide a practical example to the public regarding the exposure of partnership working
within a chaotic ambience (Youtube.com 2017). Delving deep into the issue, strategizing the
proposed plans smoothens the act of achieving effective solutions for the workplace problems.
Activity 5
Holacracy is one of the means of management, where the authority is missing and the
decision making is a shared task. Self-organizing teams are entrusted with the responsibility to
undertake the decisions, which would be beneficial for solving the major issues, which the
companies and organizations are undergoing. Bureaucracy and team based structure is an
example of the autocracy management styles, whereas holacracy can be considered as an
example of the participative management style, where the managers, employees and employers
participate in meetings for taking the organizational decisions (Vox.com(2017). Abolishing
bosses deprives Zappos of order and harmony, which nullifies the integrated hierarchy. Herein,
the aspect of organizational design gets shattered. In such a situation, thinking of something
innovative is the only respite in terms of restoring the organizational structure. Involving the
employees and the other staffs within the meetings and conferences would increase cultural
diversity within the workplace. In the absence of the managers, the assistant managers need to
take the responsibility to maintain the order and harmony. Application of rational thinking in this
direction would add value to the roles and responsibility of the managerial personnel (Vox.com
2017).

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Report:
Introduction:
Holacracy is an innovative development adapted to help silicon valley to flourish, this is
the development adapted by the CEO of renowned organization that makes them abandon their
position and help the employees with the opportunity to use their ideas in term of the business
development.
Discussion:
Zappos is one of the company that has originality in their strategy, determination and a
very well processed execution facility. This company is bursting their personality and it wants to
pay the new employees so that they can able to get the work done of interacting with the
customers, managing their products. The new employees are told to get the full salary within the
time span of their training as the training is required to get the new employees adapted to the
culture (Eremina and Puhakka 2017). The CEO of Zappos have initiated the quit now bonus to
the employees and thus it has become difficult for the company to maintain the same standard of
organizational culture. Herein, the aspect of organizational design gets shattered. Application of
rational thinking in this process would add value to the roles and responsibility of the managerial
personnel. In this kind of sitiuation, thinking of something innovative is the only respite in terms
of restoring the organizational structure. Involving the employees and the other staffs within the
meetings and conferences would increase cultural diversity within the workplace (Burke 2016).
The culture-based company does not only mean the maintenance of the organizational culture,
but also the maintenance of the entrepreneurial culture within the organization. A culture-based

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company denotes the effective and fine collaboration of all the employees of an organization,
which further determines the satisfaction of the customers of the company (www.youtube.com
2017). A culture based company also ensures the proper balance in the workplace among the
employees and participation of them from every level. The building of a culture-based company
initiates the ability of an organization to start a strong connection between the organization and
the employees within the same. The culture-based company does not only mean the maintenance
of the organizational culture, but also the maintenance of the entrepreneurial culture within the
organization. The building of the culture-based company is based on the vision and mission of
the business personnel. In addition, the implementation of the building a culture within the
company is depended on the Human Resources department, which further includes the proper
handling of the workplace environment as well as managing of the employees in order to ensure
the value proposition of the company and prevent the high turnover and conflicts.
Holacracy is not alike the normal structure of any organization and different from the
culture, which is to allocating of work to the employees and guiding them in their work. In this
process the employees get a chance to use their own ideas for improving the conditions of the
business organization (Bernstein et al. 2016). Holacracy provides the organization with the
authority to work in their individual way though maintaining the decorum of the organization. In
Holacracy, the employees do not have to work in an undefined manner and this process takes
care that the employees get the proper accountability. Holacracy is not the same as bureaucracy
as bureaucracy offers the employees a very organized work within the organization and the
authority is with the top most people (Bernstein et al. 2016). However, in Holacracy the role of
the CEO or the management reduces and the responsibility of the employees are highlighted.
This can be said also as a process to check the responsible attitude of the employees to the

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organization. Zappos has recently adapted the process of Holacracy in their organization as this
company has already lived a long life and if they do not attempt to bring change, the company
will suffer closing. Holacracy has highlighted that the controlling process of any organization
often turns to be the problem of adapting innovation within the organization. Holacracy is a
process that highlights the best aspects of the employees. Due to Holacracy, this company will be
able to utilize the knowledge and skill that the old employees of zappos have in them (Burke
2016). . Self-organizing teams are entrusted with the responsibility to undertake the decisions,
which would be beneficial for solving the major issues, which the companies and organizations
are undergoing. Bureaucracy and team based structure is an example of the autocracy
management styles, whereas holacracy can be considered as an example of the participative
management style, where the managers, employees and employers participate in meetings for
taking the organizational decisions. Holacracy does not allow the CEO to interfere in the process
of the management of the employees but they can only question the term when they have a
proper reason behind it and are able to show that the organization will face trouble by the process
(Bernstein et al. 2016). Holacracy does not avoid the recommendation of better ideas. Holacracy
is an innovative approach made by zappos and this will initiate a new framework of
organizational culture within the organization.
Conclusion:
It can be concluded from the above that organizational culture is a very necessary
process of every organization and without this organization will not be able to maintain the
decorum. On the other hand Holacracy is marked as a new and innovative process to mark and
develop responsibility among the employees and adapt their ideas to initiate a change in the
organizational structure.

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References:
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work
in progress. Routledge.
Alvesson, M. ed., 2016. Organizational culture. Sage.
Bernstein, E., Bunch, J., Canner, N. and Lee, M., 2016. Beyond the holacracy hype. Harvard
Business Review, 94(7/8), pp.38-49.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Burke, J.R., 2016. Zappos Company Profile.
Eremina, A. and Puhakka, V., 2017. Comparison of organizational structures–case
Zappos. International Business Management.
Links:
http://www.ted.com/talks/pankaj_ghemawat_actually_the_world_isn_t_flat.html
http://www.youtube.com/watch?v=cQLTQAv5JQA
http://www.youtube.com/watch?v=JdKZapHZL4c
Vox.com (2017). Silion Valleys latest management raze holacracy explained. Available at:
http://www.vox.com/2014/7/11/*******/silicon-valleys-latest-management-craze-holacracy-
explained [Accessed on 25th August 2017]

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Youtube.com (2017). Yves Morieux- structure follows strategy. Available at:
http://www.youtube.com/watch?v=jm7d1dzOKmw [Accessed on 25th August 2017]

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