Discuss How Organizational Architecture Works

Discuss How Organizational Architecture An

Reword This Apa1 10 Pts Discuss How Organizational Architecture An

APA 1. (10 pts.) Discuss how organizational architecture and corporate culture are related. Use an example of a real-life firm and discuss how its corporate culture blends with its organizational architecture. Organizational architecture involves the decision rights within the organization, how employees and teams are evaluated, and how this groups and individuals are rewarded for their efforts. On the other hand, corporate culture is concern with the same three aspects but also takes into consideration such things as the organization's customs, models, and rituals, which are considered the softer elements in the corporate culture. In addition, corporate culture also includes employee actions and how these actions can affect the organization culture.

Therefore, both concepts are interdependent and support one another. A real-life example of how corporate culture blends with its organizational architecture is Google. The organizational architecture for Google is for the most part flat, divided into teams that collaborate on projects alongside other teams throughout the organization. As a reflection of this organizational architecture, the corporate culture at Google is very relaxed and easygoing. There are no strict dress codes, they are open to all cultures and rituals, and employees have the freedom to collaborate on other team projects even though they are not directly assigned to them (Brickley, Smith, & Zimmerman, 2016).

Paper For Above instruction

Organizational architecture and corporate culture are fundamentally interconnected concepts that shape the functioning and environment of a company. Organizational architecture refers to the structural design of an organization, including decision rights, evaluation mechanisms, and reward systems that influence how work is accomplished and how individuals and teams operate within the organization. Corporate culture encompasses the shared values, customs, rituals, and behavioral norms that define the organization's personality, influencing employee actions and perceptions that further shape organizational dynamics. Together, these elements foster an environment that can motivate employees, promote collaboration, and support strategic objectives.

The relationship between organizational architecture and corporate culture is symbiotic; they influence and reinforce each other to create a cohesive organizational identity. The structure of an organization can encourage particular cultural traits, while the culture can inform how the structure is perceived and utilized. For example, a flat organizational structure supports a culture of openness and collaboration, while a hierarchical structure might promote a culture emphasizing control and discipline.

Taking Google as a case study illustrates this relationship vividly. Google's organizational architecture is characterized by a relatively flat hierarchy that promotes free flow of information and collaboration across teams. Its decision rights are decentralized, empowering employees to innovate and take initiative. Correspondingly, Google’s corporate culture is relaxed, innovative, and inclusive. Its rituals, such as open forums, hackathons, and informal communication, foster a sense of community and shared purpose. Furthermore, Google encourages employees' actions that align with its cultural values, such as creative thinking, risk-taking, and continuous learning.

This blending of organizational architecture with corporate culture at Google demonstrates how structure and cultural elements coalesce to support the organization’s strategic goals and employee engagement. The flat architecture facilitates a culture of openness and innovation, ultimately driving the company’s success in technological innovation and market leadership.

Overall, effective alignment between organizational architecture and corporate culture enhances organizational agility, employee satisfaction, and competitive advantage. Leaders must understand how structural decisions impact cultural development and vice versa, ensuring that both elements work harmoniously to achieve organizational objectives (Brickley, Smith, & Zimmerman, 2016).

References

• Brickley, J. A., Smith, C. W., & Zimmerman, J. L. (2016). Managerial Economics and Organizational Architecture (6th ed.). New York: McGraw-Hill Irwin.