MBA1014: Report on SEMCO's Organizational Culture and Performance

This report provides an analysis of SEMCO's organizational culture, focusing on its unique characteristics and impact on performance. It begins with an introduction to organizational culture and then delves into SEMCO's approach, highlighting its emphasis on employee empowerment, innovation, and a democratic work environment. The main body examines the sources of SEMCO's culture, the specific methods used to transmit it, and the impact on employee motivation and productivity. Furthermore, the report suggests ways to improve the organization's performance by leveraging specific subcultures within SEMCO. The conclusion summarizes the key findings and underscores the importance of a strong, well-defined organizational culture for achieving business objectives. The report references various academic sources to support its arguments and recommendations.

MBA1014 Organization Culture

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
1: Organizational culture.............................................................................................................3
2: SEMCO’s culture....................................................................................................................4
3: Suggestions to improve organization’s performance..............................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational culture is the approach in which organizational activities are being done for
target achievement. SEMCO is the company which tend to provide technology based services to
its customers. The evaluation on the organizational culture and its effectiveness in terms of target
achievement is also being done within the report.
MAIN BODY
1: Organizational culture
Organizational culture is the way in which organizational activities are being done, companies
like SEMCO tend to develop organizational culture in such a way that employees are being
empowered to implement innovative approach within operations. Through this it tend to ensure
that employees are being employees are being empowered to discuss the issues and creative
ideas which they are having (Sveningsson and Sörgärde, 2019). SEMCO tend to provide
technological services providers and due to which company has to ensure that it is being able to
achieve a high level of work productivity. Through which it tend to ensure that it is being able to
implement innovative approaches within its daily operations. Through which it can provide
improvement in the level of services to the customers, thus in order to accomplish this
organization uses demographic approach. In which the organizational leadership involves
employees to participate within the decision making process. Through this approach the
company tend to ensure that employees are being empowered to resource the decision making
process with alternate point of view. Through this approach SEMCO ensures that it is being able
to resolve the issues on the ground level.
This happens due to the fact that since employees at SEMCO is responsible for
implementing the organizational working strategy on the ground level. Therefore, due to which
SEMCO provide a proper a work free environment at which proper training is being given to
employees. Through which they are being able to pursue their operations on an individual bases,
such that each organizational employee is highly motivated to pursue their targets (Mendez-
Álvarez, 2019). Thus since uniform training and task allotment is being done to each employee
on the bases of their expertise. Therefore due to which employee’s are highly being motivated to
implement innovative changes within their working process, through which they can achieve
their professional target as well in minimum efforts.

2: SEMCO’s culture
SEMCO’s culture is being transmitted to the employees pursuing the organizational
working, on the bases of following principles. Theses principles are being embedded within the
organizational working process and act as an base line, across which the organizational
operations and future working strategies are being developed.
Demographically lead in an key approach through which the employees are being assured
that their suggestions are being taken care of by the institute within its operations (Kölle, 2019).
With which it is being able to achieve high level of creativities because company is highly being
influenced to implement innovative products to customers. This has lead to free work culture and
has developed SEMCO as an Self managing company.
Trust, is the organizational approach in which the company tend to allow its employees to
implement innovative approach for overcoming an situation. Thus through this approach it
ensures that it is being able to achieve diversity within the product development phase.
Reducing control, it is an effective approach due to the fact that company has to ensure
that it is being able to implement innovative approach within the daily operations. Through
which it tend to ensure that it is being able to maintain its sustainability within the marketplace.
Through this approach employee is being able to develop their responsibility in terms of
managing organizational operations.
Self management, is the organizational approach in which employees are being
empowered to monitor their performance and compare its with the organizational requirement.
Through this it tend to ensure that employee is being able to able to take appropriate step to
improve company’s performance within the market area.
Extreme stakeholder, it is the organizational approach in SEMCO in which the company tend to
ensure that the developed products is being able to fulfil the requirements of the extreme
stakeholders (Geschwill and Nieswandt, 2020). This is important for SEMCO because
stakeholder is an individual or an group of individuals which are able to affect the organizational
working or are being affected. Therefore SEMCO has to ensure that developed working process
and developed product is able to surpass the expectations of the stakeholders.
3: Suggestions to improve organization’s performance
SEMCO is widely being known for providing work awesome environment to its employee.
Through which it tend to ensure that it is being able to provide products, such that specific

customer requirements is being fulfilled. Also this becomes significant due to the fact that
SEMCO provide innovative approaches of product to customers. Therefore through this it tend to
ensure that it is being able to provide products to customers by which they can be ensured that
their requirements is being fulfilled by the corporation. It can suggested that since SEMCO tend
to provide a free work culture to employee, by which they can implement appropriate
improvisation within their working process (Kohl, 2020). Therefore this can be recommended
that company that even though it provide less control and monitoring work environment to
employees. But still this is being limited to the employees which are being situated on the higher
position within the company. Therefore due to which the employee working at an comparative
lower level have to follow the strategy and due to which they are not able to work as per
organizational work requirement. Also at the same time company has to ensure that employees
are being able to collaborate their working process, despite of diversity in work productivity and
approaches to tackle issues.
CONCLUSION
It is being concluded that companies tend to develop proper working strategy in such a
way that it is being able to accomplish a high work productivity. But also at the same time it has
to ensure that it is being able to maintain an efficient competitive edge through which it can
ensure that by collaborating different ideas, the quality of final product can be improved.

REFERENCES
Books and journals
Geschwill, R. and Nieswandt, M., 2020. A Brief History of Successful Lateral Organizations.
In Lateral Management (pp. 63-125). Springer. Cham.
Kohl, S., 2020. The Ships Are Burning: A No-BS Guide to Organizational Culture, Trust and
Workplace Meaning. Gatekeeper Press.
Kölle, M., 2019. Future of work: from DO-ing to BE-ing: an organizational well-being
model (Doctoral dissertation).
Mendez-Álvarez, C.E., 2019. Components for the Relationship between Organizational Culture
and Strategy. Revista Universidad y Empresa. 21(37). pp.136-169.
Sveningsson, S. and Sörgärde, N., 2019. Managing Change in Organizations: How, what and
Why?. Sage.
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