[Your full name] January 25, 2010 As far my experience with workplace culture is concerned, I have worked with a company that values the integrity of organizational culture more than anything. I have enjoyed interpersonal communication within the employees and with the supervisors…
Supervisors and managers define the goals and hold meeting with the employees regarding the amount of effort and budget needed to accomplish those goals. The managers take care of every employee individually and listen to their problems. Dealing with customers with efficiency and skilfully is an important part of my workplace culture. All the employees share a set standard of rules and respect each other’s privacy. Their good behavior is not only a source of competitive advantage but also increases organizational effectiveness by enhancing its reputation in the market. The deadlines are met efficiently because the projects’ tasks are distributed among the team members properly. The best thing with my workplace culture is that the employees use technology based tools to communicate with each other and the supervisors, and also with the consumers and the stakeholders. This increases trust between all the parties. Hence, the overall culture at my organization is very friendly, healthy and motivating which keeps the employees working hard enough to achieve the organizational goals and objectives, and increase productivity. ...
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“Organizational Theory Design and Change Essay Example | Topics and Well Written Essays - 250 Words”, n.d. https://studentshare.net/other/16394-organizational-theory-design-and-change.
These include most importantly the employees and the customers. Companies and various organizations are therefore forced to embark on strategies which will ensure the ultimate satisfaction of these classes of people. The methods used by the companies are either of immediate economic significance or social significance regardless of whether the organization is non-profit making or for profit.
A functional structure is very simple and is commonly employed in businesses. Functional structure has significantly developed functional departments having specific functions and well defined role in the overall work. Departments in a functional structure include but are not limited to accounting, administration, operations, HR, marketing, design and engineering (Jones).
Abilities shown in such activities make the system more efficient, innovative, creative and conducive for a higher quality, and hence, the satisfaction of the customer (Jones). In order for an organization to gain competitive advantage, its strategies should be consistent with the macro and micro environment and also, make part of the organization’s value creation process.
These competitive advantages can be acquired through division of labor in the growth stage. Organizations need their entrepreneurs to develop the skills to create and introduce new products, and to enhance organizational learning. To achieve this, organizations need to put in efforts to grow in different stages which include growth through creativity (stage 1), growth through direction (stage 2), growth through delegation (stage 3), growth through coordination (stage 4), and growth through collaboration (stage 5).
Innovation within an organization sees quantum technological change and incremental technological change. Since innovation is expensive, it needs to be protected through copyrights, patents and trademarks. Intrapreneurship is the innovation and new product development by entrepreneurs within established organizations.
The organization’s structure decides role of subunits as per the requirements of its strategic goals that it maintains in order to get competitive advantaged. The level of interdependence of subunits varies from one organization’s structure to another.
The main reason for maintaining the balance of power is that it improves the quality of decision making. That is, when there is equal distribution or balance of power among the stakeholders there is bargaining from all stakeholders before agreeing on a decision.
Some of the factors leading to organizational decline are:
Too much bureaucracy in the culture of an organization may easily lead it to decline. In many big organizations, rights of property become very well-built and strong. Their strength often causes