Organizational Design And Culture Please Respond To The Foll

Organizational Design And Culture Please Respond To The Followinga

Organizational Design and Culture Please respond to the following: According to your textbook, we continue to move from the traditional methods of examining organizational design and structure, several forces are reshaping organizations such as the life cycles in organizations, globalization, changes in technology, and demands on organizational processes. Give a detailed example of how your current or previous employer is meeting the challenges of these nontraditional forces. Watch the video titled, “How Disney Develops Culture” (6 min 35 s). You can view the video at . Disney University’s four (4) fundamentals are to innovate, support, educate, and entertain.

Briefly describe the type of organization in which you are currently employed or were previously employed. Explain and give two (2) examples of how leaders sustain the culture in that organization, positive or negative. Note: When incorporating information from the workplace, be sure to remove all identifying information such as the name of the organization, the names of individual affiliates, and sensitive or proprietary information. Lecture 3 Topics: occupational and organizational choice decisions, foundations for successful career, the career stage model, the establishment stage, the advancement stage, the maintenance stage, the withdrawal stage, and career anchors.

Paper For Above instruction

Introduction

In today’s rapidly evolving business landscape, organizations face unprecedented challenges driven by globalization, technological advancements, and changing organizational life cycles. These forces compel organizations to adapt their structures and cultures to sustain competitiveness and relevance. This paper explores how a previous employer navigated these nontraditional forces, with reference to Disney’s cultural fundamentals as a benchmark for cultivating organizational culture. Additionally, it discusses how leadership sustains organizational culture through specific examples, highlighting positive and negative influences.

Organizational Challenges and Responses to Nontraditional Forces

The modern organizational environment is characterized by relentless change. Globalization has expanded market reach but increased competition, requiring organizations to rethink their structures for flexibility and innovation. Technological change accelerates process efficiencies and communication, demanding agile structures capable of swift adaptation. Organizational life cycles influence the strategic focus, shifting from startup agility to maturity stability, and eventually renewal or decline.

In my previous employment at a multinational technology firm, these nontraditional forces were evident. The company faced intense global competition, necessitating a transition from traditional hierarchical structures to more decentralized, team-based configurations. This restructuring aimed to foster innovation and rapid decision-making, aligning with the dynamic global marketplace. Similarly, technological investments were made to overhaul communication and project management systems, enhancing collaboration across geographically dispersed teams.

For instance, the company adopted a cross-functional team approach to product development, encouraging collaboration beyond departmental silos to meet the pace of technological innovation and customer demands. Additionally, the firm embraced digital transformation by deploying real-time data analytics to inform strategic decisions, enabling a more responsive and adaptive organizational structure. These initiatives reflect an understanding of nontraditional forces shaping organizations and the need for flexible design to thrive.

Disney’s Culture and Organizational Fundamentals

The video “How Disney Develops Culture” highlights Disney University’s core principles: to innovate, support, educate, and entertain. Disney’s organizational culture is deeply rooted in these fundamentals, fostering an environment that encourages creativity, collaboration, and continuous learning.

My previous organization was a mid-sized consulting firm specializing in corporate training and development. It was primarily a service-oriented organization with a strong emphasis on client satisfaction and employee development. The organization’s culture was sustained through leadership practices that embody core values similar to Disney’s fundamentals.

Examples of Leadership Sustaining Organizational Culture

First, the leadership team actively promoted a culture of continuous learning by encouraging professional development opportunities, such as certifications and training programs. This initiative supported the organization’s goal of maintaining high-quality service and fostering innovation among employees. For example, leaders provided resources and time for employees to attend industry conferences, which created a learning-oriented environment aligned with Disney’s “educate” fundamental.

Second, the organization’s leaders emphasized collaboration and recognition of team efforts. Regular recognition programs and collaborative project initiatives reinforced the value placed on teamwork and collective success. This positive reinforcement helped sustain a culture of mutual support and motivation. However, a negative aspect was occasional favoritism in recognizing contributions, which could undermine morale and perceived fairness among staff.

Conclusion

Organizations today must continuously adapt to external forces such as globalization, technology, and evolving organizational life cycles. The example of my previous employer illustrates a proactive approach to restructuring and technological adoption to meet these challenges. Furthermore, leadership plays a pivotal role in maintaining a strong organizational culture through initiatives that support learning and collaboration. Embedding core values similar to Disney’s fundamentals can foster resilience, innovation, and sustained organizational success amid ongoing change.

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