Assignment 1: Organizational Design And Culture Of Many Comp

Assignment 1 Lasaorganizational Design And Culturemany Companies Fin

Examine the dynamics of the elements that must be brought together to create a corporate culture, such as core values and business principles, operating practices and behaviors, ethical standards and attitudes, and work climate and people management practices. Considering the five tools of organizational design, managerial tasks and leadership skills, examine the practices followed by your selected organization and include the following in an 8–10 page APA formatted paper in MS Word:

Describe which of the five tools of organizational design your selected organization uses to maintain and improve productivity while achieving cost savings. Use detailed examples in your response. Explain how work groups are utilized in your organization to accomplish the stated goals of the company.

Describe the motivational practices used by the organization to promote better strategy execution. Include some illustrative examples in your response. Explain how, if at all, the reward system in the organization ties incentives directly to achieving higher productivity and performance targets. Explain the evaluation and feedback process used in your company to assess employee performance. Identify the elements in the organization that affect how cultural change is implemented.

Describe the ethical model being used by the company. Present your overall opinion of the organization’s corporate strategy approach. Is the strategy execution effort delivering the expected results? Explain and illustrate your conclusions. Describe what specific actions have been taken to delegate authority to middle and junior managers and to create a sense of empowerment among employees. Explain and illustrate your answers. Avoid plagiarism: Using someone else's words or ideas in your paper without proper acknowledgement constitutes plagiarism and is unacceptable in any situation. Make sure you have properly documented the source of original facts, ideas, and interpretations that you use in your paper. This must be done whether you summarize information or paraphrase what you learned from a particular source.

Paper For Above instruction

Creating a dynamic and resilient corporate culture is fundamental to an organization’s ability to adapt, compete, and sustain long-term success. At the core of this process lies an intricate interplay of elements such as core values, business principles, operating practices, ethical standards, and work climate—each shaping the behaviors and attitudes of employees. Strategic organizational design tools and effective managerial tasks are paramount in fostering such cultures, directly impacting productivity, innovation, and employee engagement.

Among the five tools of organizational design—empowering managers and workers, reengineering work processes, implementing self-directed work teams, rapidly incorporating internet technologies, and networking externally—our selected organization predominantly leverages the implementation of self-directed work teams and reengineering processes to maintain productivity and achieve cost efficiencies.

For example, the organization has adopted cross-functional teams that operate with high autonomy, allowing for faster decision-making and problem resolution, which enhances responsiveness to customer needs and market changes. These teams are empowered with training and resources, enabling them to troubleshoot operational inefficiencies without awaiting managerial directives, thereby reducing overhead costs and increasing overall efficiency.

Work groups play a vital role in aligning with organizational goals. In our organization, teams are often structured around specific projects or functions, promoting collaboration and shared accountability. For instance, product development teams collaborate across departments—marketing, R&D, and manufacturing—to accelerate product launches and improve quality standards, directly contributing to competitive advantage.

Motivational practices are tailored to reinforce strategic objectives. Our organization emphasizes intrinsic motivators such as recognition, mastery, and purpose, supported by extrinsic incentives like bonuses linked to team performance metrics. For example, employees who meet or exceed production targets may receive performance bonuses, which incentivizes higher productivity while fostering a performance-oriented culture.

The reward system is intricately tied to organizational performance metrics, ensuring that incentives align with strategic priorities. Performance appraisal encompasses regular feedback sessions, 360-degree reviews, and goal-setting workshops. These methods facilitate continuous development and ensure that individual and team contributions are aligned with corporate goals.

Organizational elements that influence cultural change include leadership commitment, communication channels, and employee participation. Leaders actively champion cultural initiatives, modeling desired behaviors while fostering open dialogue that ensures transparency. Change management strategies, such as involvement in planning and feedback loops, are employed to embed new cultural norms effectively.

The ethical framework adopted emphasizes integrity, transparency, and social responsibility, reflected in policies that promote ethical decision-making and corporate social responsibility initiatives. The organization’s ethical model supports a stakeholder approach, balancing shareholder interests with community and employee wellbeing.

Overall, the organization’s strategic approach is centered on agility, innovation, and employee engagement. The execution of strategy appears effective, evidenced by consistent financial growth, enhanced market share, and high employee retention rates. Continuous improvement initiatives are embedded into operational routines, supporting sustained success.

To empower middle and junior managers and foster employee autonomy, specific actions include delegation of decision-making authority, participatory planning processes, and leadership development programs. Managers are encouraged to make decisions within their domain, supported by training that enhances their leadership skills, thereby creating a culture of empowerment and accountability.

In conclusion, the organization’s integration of organizational design tools, cultural elements, motivational practices, and leadership initiatives demonstrates a comprehensive and strategic approach to maintaining competitiveness and fostering a resilient organizational culture. The ongoing commitment to alignment and employee development ensures that the strategy remains effective and adaptable to future challenges.

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