Choose Two Organizations That You Feel Have Different Organi ✓ Solved

Choose Two Organizations That You Feel Have Different Organizational C

Choose two organizations that you feel have different organizational cultures, then in a paper of 750-1,000 words, do the following: Explain how these organizations' cultures influence the attitudes and behaviors of employees. Explain which culture you feel is better for employees' psychological well-being, and why. A minimum of three to four scholarly resources are required for this assignment. Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

Sample Paper For Above instruction

Introduction

Organizational culture profoundly influences employee attitudes, behaviors, and overall well-being. Different companies foster unique cultures that shape how employees perceive their roles, interact with colleagues, and respond to organizational challenges. This paper compares two organizations with distinct organizational cultures—the tech giant Google and the traditional manufacturing company, Ford Motor Company—and examines how their cultures impact employee attitudes and behaviors. Furthermore, it evaluates which culture is more conducive to promoting employees' psychological well-being.

Organizational Cultures of Google and Ford

Google is renowned for its innovative, inclusive, and flexible organizational culture. Fostering creativity and autonomy, Google's culture emphasizes open communication, collaborative decision-making, and a strong focus on employee development (Schmidt & Rosenberg, 2014). Its unique culture supports professionalism infused with a playful approach, encouraging employees to experiment and innovate without fear of failure.

In contrast, Ford Motor Company exemplifies a traditional hierarchical organizational culture rooted in stability, authority, and structured procedures. Ford’s culture emphasizes clarity of roles, adherence to established processes, and a command-based management style (Hoffman, 2012). Such a culture prioritizes operational efficiency and consistency, reflecting its legacy as a manufacturing leader in the automotive industry.

Impact on Attitudes and Behaviors of Employees

Google’s innovative culture positively influences employee attitudes by fostering a sense of autonomy, purpose, and engagement. Employees tend to demonstrate proactive behaviors, exhibit higher job satisfaction, and display organizational commitment (Bock, 2015). The supportive and inclusive environment encourages risk-taking and creative problem-solving, leading to increased motivation and a sense of psychological safety.

Conversely, Ford’s hierarchical culture influences employee attitudes by emphasizing discipline, obedience, and stability. While this structure promotes consistency and efficiency, it may also lead to reduced job satisfaction among employees seeking autonomy or innovative roles. Employees may experience conformity pressures and limited opportunities for self-expression, potentially increasing stress levels and diminishing psychological well-being (Schein, 2010).

Evidence suggests that organizational culture directly impacts employee behaviors such as collaboration, innovation, and resilience. At Google, the culture promotes collaborative work and continuous learning, encouraging employees to engage fully with their tasks and contribute meaningfully. At Ford, behaviors tend to align with compliance and adherence to strict routines, which can limit adaptability and personal growth.

Which Culture is Better for Employees’ Psychological Well-being?

Considering psychological well-being, Google’s culture appears more supportive. Its emphasis on autonomy, inclusiveness, and innovation fosters positive emotions, reduces stress, and encourages employees to view their work as meaningful (Deci & Ryan, 2000). Such an environment aligns with self-determination theory, which posits that autonomy, competence, and relatedness are essential for psychological health (Ryan & Deci, 2017).

In contrast, Ford’s hierarchical environment, while promoting stability, may contribute to feelings of rigidity and frustration, particularly among employees who crave more independence or creative input. The structured nature can create pressure and strain, impacting mental health negatively over time (Sparks & Schenk, 2014).

Overall, organizational cultures that empower employees, foster positive relationships, and encourage personal development tend to enhance psychological well-being. Google’s innovative and inclusive culture offers such an environment, making it more conducive to mental health and job satisfaction.

Conclusion

In summary, the contrasting cultures of Google and Ford significantly influence employee attitudes and behaviors. Google’s flexible, innovative environment promotes positive engagement, motivation, and psychological well-being, whereas Ford’s hierarchical culture emphasizes stability but can negatively impact mental health. Organizations seeking to enhance employee well-being should consider fostering cultures that support autonomy, inclusiveness, and growth. Future research could explore additional organizational factors that contribute to mental health and how cultural shifts might improve employee satisfaction across various industries.

References

1. Bock, L. (2015). Work rules!: Insights from inside Google that will transform how you live and lead. Twelve Publishing.
2. Deci, E. L., & Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
3. Hoffman, L. (2012). Organizational culture and change management: The Ford Motor Company case. Journal of Business Strategy, 33(2), 45-53.
4. Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Publications.
5. Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
6. Sparks, L., & Schenk, A. (2014). Employee well-being and organizational culture: The impact of hierarchical practices. International Journal of Workplace Health Management, 7(2), 124-132.
7. Schmidt, E., & Rosenberg, J. (2014). How Google works. Grand Central Publishing.