...Organizational Culture Inventory Introduction The second largest global extrusion company with over 27,000 employees worldwide with 10% in North America. A Major supplier of aluminum products for the automotive, packaging, printing and building industries as well as general engineering with state of the art technology and quality. The primary metal production in Europe, Canada and Australia and the largest drawn tubing producer in North America. The culture changed happened almost immediately after the purchase from Hydro Aluminum. The Europeans brought more of a safety/continues improvements perspective to the organization. The first thing they did to the Kazoo plant is purchase all new lighting which had an instant effect with employee moral. The people finally had a company that cared about them and their well being. Culture A decentralized organizational structure empowers each facility to make decisions at the local level and the culture of entrepreneurship ensures understanding the organizational culture can help in understanding why change does not take place or why they have problems adjusting to the change. It also helps in determining where to begin in making changes to the culture. The OCI indicates the primary as Humanistic- Encouraging and the secondary being Avoidance - Perfectionist Associated Culture Behaviors According to the OCI, A Humanistic-Encouraging culture characterizes organizations that are managed in a participative and person-centered...
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...service the local college students as this is one of their main revenue of income besides the standard government subsidies (® RTS Regional Transit System Gainesville, FL). * Current Culture * Cultural Type The current cultural type of the organization is primary that of Passive/Defensive this type of organization is a highly directed environment where jobs are narrowly defined and the supervision can be intense. Rarely are the right actions seen by the management however, they always see the wrong things that have gone on (© 2001 Readership Institute, 1998). These types of organizations see a high turnover rate and suffer from low satisfaction and motivation. In the past where this may have produced consistent, reliable products or services in today’s culture they work against responding quickly to changing customers needs, in addition to competition and technological advances (© 2001 Readership Institute, 1998). The behaviors associated with these types of organizations are that they normally government agencies or ones that are closely regulated by government or organizations that operate as monopolies. Since the lack of competition lead to the belief that customers will remain constant (© 2001 Readership Institute, 1998). Their secondary type is Aggressive/Defensive this culture is typical of unrelenting pressure to appear perfect and expert mitigates against customer service, as well as the admission of errors. It can also depress motivation and health. It...
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...ASSESSING CORPORATE CULTURE 1. Scheins approach to assessing organizational culture a. Strengths of scheins approach to assessing organizational culture Schein defines and describes culture as any one of many elements of organizational culture. The culture of an organization can be viewed and treated like other structures within an organization. Certain organizations such as by-laws, committees, and chain of command flow charts, may serve to answer basic questions such as “how do we interact with the external environment?” and “how do we order ourselves internally?” As an organization responds to these questions, the responses become core assumptions. These core assumptions become the frames through which the organization interprets the world round it. In place of questionnaire or instrument that utilizes typologies, Schein prefers clinical research model of assessing organizational culture. In this model of organizational culture investigation, the researcher gets much more directly involved within the organization by acting as participant observer or ethnographer. He suggests that members of the organization will more openly respond to the researcher and the investigation because the members of the organization think they have something to gain by collaborating with the researcher. Schein believes that valid data on the culture of the organization will only be collected when the researcher is perceived as the consultant who is seeking to help the organization and...
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...1. Define organizational culture and discuss its three layers. Organizational culture represents the shared assumptions that a group holds. It influences employees' perceptions and behavior at work. The three layers of organizational culture include observable artifacts, espoused values, and basic assumptions. Artifacts are the physical manifestations of an organization's culture. Espoused values represent the explicitly stated values and norms that are preferred by an organization. Basic underlying assumptions are unobservable and represent the core of organizational culture. 2. Discuss the difference between espoused and enacted values. Espoused values represent the explicitly stated values and norms that are preferred by an organization. Enacted values, in contrast, reflect the values and norms that actually are exhibited or converted into employee behavior. Employees become cynical when management espouses one set of values and norms and then behaves in an inconsistent fashion. Chapter Scan Corporate cultures provide identifying characteristics and values for organizational members to appreciate and learn. Cultures are distinguished by artifacts, values, and basic assumptions. The socialization process is the entry stage in an organization that provides clues about its culture. Cultures are difficult to change, yet change is necessary in some instances for survival. Organizations need an adaptive culture in order to respond effectively to the...
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...Organizational Behavior Terminology and Concepts MGT/307 August 28, 2011 Organizational behavior or otherwise known as OB, offers organizations and its managers knowledge and understanding of how individuals and groups interrelate within an organization with the understanding and studying of behaviors. This insight better prepares and provides comprehension to organizations assisting in the enhancing the dynamics within both individuals and group behaviors. Organizational behaviors have enabled a more scientific approach in understanding the relationships between employees and managers and its link in terms of behavioral and social sciences. OB’s approach in terms of observable aspects are reliant on scientific methods using models, which link independent and dependent variables and the relative outcomes among the two applied any discovered theories of interest. Researched methods used in organizational behaviors include meta-analysis, field, laboratory, survey, and case studies, (Schermerhorn, Hunt, & Osborn, 2008). These methods are applied in efforts to develop new means of understanding of how people within companies affect dependent variables and how companies can implement changes in creating a difference. An evidence-based thinking method used in OB called the contingency approach...
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...Daniel Rodriguez Daniel.rodhart@gmail.com Course: MGMT 591 Professor: Anne Hallcom Expanded Research Proposal Scholary resources to be used in this paper * Developing corporate culture in a training department: a qualitative case stody of internal and outsourced staff by Querubin S. Yap, and Jon K. Webber * Successful learning is change by Antje Duden * Workplace conflict? Look at the organization’s culture by Joan Lloyd Description of the organization Protect Controls, Inc. (PCI) is a custom manufacturer of Power Control Buildings (PCB)s with the technology, resources, and experience to complete a turnkey solution for our customers. Protect Controls, Inc. clients consist of large industrial producers and users of electrical power such as oil & gas producers, refineries, petrochemical plants, and public & private utilities. Customers are provided a single-point contact to simplify communication. This contact is a dedicated project manager assigned to track and review every aspect of the job. Our commitment to our customers is that all Power Control Buildings will be scheduled, built, tested, inspected and shipped on time., my role in this organization is that of the senior structural engineer, we make sure to perform al structural calculations required for the building, that they meet building and states codes of construction as well as the structural integrity and reliability of the product. The problem One of the main problems that have...
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...Organization Culture at Wal-Mart Jan 8, 2010 Case Study Contents 1. Introduction 2. Wal-Mart – Company Background 3. Sam Walton and Wal-Mart’s culture 4. Exhibit: Unique values that support Wal-Mart’s three basic beliefs 5. The 10-Foot Rule – Wal-Mart’s secret to customer service 6. The Sundown Rule 7. Open-Door Policy 8. Servant Leadership 9. Rank-and-file profit sharing 10. Grass Roots Process – Associate Opinion Survey 11. The Wal-Mart Cheer 12. Wal-Mart’s efforts to make the company an even better place to work 13. Employee Development programs 14. Combining Technology and empowerment 15. Awards and Recognitions received by Wal-Mart 16. Wal-Mart – Timeline 17. Wal-Mart – Quick Facts 18. Wal-Mart – Various Store Formats 19. Wal-Mart – International operating formats 20. Sam Walton’s ten rules for building a business Introduction "Wal-Mart continues to execute well and deliver solid results in a challenging economic environment"- A Goldman Sachs analyst "What makes ordinary people do extraordinary things?" Sam Walton once asked. "Aren’t we a group of ordinary folks? We really are. And I think we, together as a team, have done extraordinary things. We’ve all grown, we’ve all accomplished much more than any of us ever thought that we could."- Sam Walton, founder of Wal-Mart "We are a people association supported by one million associates. Much of what we do centers around individual stores. We’re in a labor-intensive customer service business. Associates...
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...MGMT591 Final Exam Study Guide YOU MAY WANT TO PRINT THIS GUIDE. 1. The Final Exam is "open book, open notes." The maximum time you can spend in the exam is three hours, 30 minutes. If you have not clicked the Submit for Grade button by then, you will be automatically exited from the exam. In the Final Exam environment, the Windows clipboard is disabled, so you will not be able to copy exam questions or answers to or from other applications. 2. You should click the Save Answers button in the exam frequently! This helps prevent connection timeouts that might occur with certain Internet service providers, and also minimizes lost answers in the event of connection problems. If your Internet connection does break, when you reconnect, you will normally be able to get back into your Final Exam without any trouble. Remember, though, that the exam timer continues to run while students are disconnected, so students should try to re-login as quickly as possible. The Help Desk cannot grant any student additional time on the exam. 3. See Syllabus "Due Dates for Assignments & Exams" for due date information. 4. Reminders * You will only be able to enter your online Final Exam one time. * Click the Save Answers button often. * If you lose your Internet connection during your Final Exam, logon again and try to access your Final Exam. If you are unable to enter the Final Exam, first contact the Help Desk and then your instructor. * You will always be able to see...
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...Organizational Behavior Terminology and Concepts Katie Jackson MGT/307 Steve Jessup 7/30/11 Organizational Behavior Terminology and Concepts The personality of an organization is dubbed organizational culture in business and in academics. Composition of culture includes the values, assumptions, norms and apparent signs of members and their behaviors within an organization (McNamara, 2000). The behavior of these members, or organizational behavior, is understood and studied and as an academic discipline. This discipline also includes interpersonal interactions as well as the dynamics of an organization. Organizational culture, organizational behavior, diversity, and communication are all key concepts discussed in this paper. Organizational Culture and Behavior When a business operates with a clear vision of the future it is said to utilize a strong organizational culture. In addition to a clear vision supported by “well-developed and well-communicated beliefs and values, the internal environments of organizations with strong and positive cultures often include high-performance orientations, emphasis on teamwork, and emphasis on innovation (Ch.1, pg. 1.)” A solid structure is built from a strong culture accompanied by positive behavior. The Organizational Culture Inventory (OCI) is a tool used to access the behaviors of individuals within an organization. The OCI has identified three types of organizational cultures: constructive, passive/aggressive, and aggressive/defensive...
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...Introduction Founded in 1999, Zappos.com has quickly grown, increasing from almost nothing in gross merchandise sales in 1999 to over $1 billion in 2008. This fast growth is due to their focus on providing the absolute best service and the absolute best shopping experience. The Zappos family currently staffs over 2,050 people. Their fulfillment center stocks more than 3 million shoes from over 1,136 brands, and it is complemented by a 24/7 customer service center located at the headquarters in Henderson, Nevada. Zappos offers free shipping on both orders and returns and a 365-day return policy. Clearly, their customer-first approach is working, since 75% of their customers are repeat buyers. Zappos’s Background In 1999, Zappos founder Nick Swinmurn approached Tony Hsieh and Alfred Lin with the idea of selling shoes online. At that time, Tony Hsieh was running an investment company funded from selling his previous company, Link Exchange. Link Exchange was founded by Tony Hsieh and Sanjay Madan in 1996, one year after both graduated from Harvard. Microsoft acquired Link Exchange for $265 million in November 1998. After Link Exchange was sold to Microsoft, Tony Hsieh and his old friend from Harvard, Alfred Lin, founded the venture capital company Venture Frogs. Through Venture Frogs, located in San Francisco, they started 27 companies, which were offered space in Hsieh and Lin’s 15,000 square feet of rented office space. In 1999, Hsieh received a voice message from Nick...
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...Organizational Culture Inventory (OCI) Survey Introduction My organization is in the retail industry. Presently, I am employed as a sales staff at one of the most popular high-end children’s department store. This store is known for its low cost name brand children’s apparel and school uniform. My organization is a franchise and has various locations through out the borough of New York that is in Brooklyn, Bronx and Queens. The owners are three brothers so it is family operated. My organization has three department floors. The babies department is on the 1st floor, girls department is on the 2nd floor and the boys department is on the 3rd floor. I am working on the third floor (Boys department). The functions of my organization consists of the owner/C.E.O, Store operation; manager, cashier, sales staff, receiving, loss and prevention, Marketing; visual display, public relations and promotions, merchandising; planning, buying and inventory, Human resources; Personnel, training, finance: accounting, credit. Each floor is assigned a floor manager who reports to the store manager. The staff consists mostly women and the men do more of the inventory and moving of stock. Being that it is the retail industry, the organization main focus is to promote great customer service. Customers are the heart of the business. I recall when I got hired the store manager mentioned, “without the customers, we are nothing.” Members work either full time or part time, five days a week and are given...
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...Stringer 10/16/14 Executive Summary The following case anlaysis has been conducted on the Harvard Business Review’s Leading Change at Simmons article. The analysis intends to present the situation at Simmons during 2001 and some key management decisions to consider that would positively decide the organization’s fate. There are several challenges facing Simmons, both within and beyond the organization’s control, that will require a visionary to help navigate them to success. This paper takes the position that the newly appointed CEO of Simmons, Charlie Eitel, can convince the shareholders to invest in culture change for Simmons and positively build the organization’s value. In an effort to provide objective analysis and empirically based recommendations, the analysis has followed a methodology that presents some important organizational theoreis pertaining to the situation with Simmons, as well as insight into goals, risk, and capabilities. Following that analysis will be a set of reommendations for how to implement the goals into plans that could achieve the desired results, namely convincing the investors to allow Eitel to roll out the costly Great Game Of Life program and rebuild the company from its core. Case Overview Simmons is currently one of the top mattress firms in the U.S. and has been repeatedly recognized as one of Forbes 100 top places to work. Throughout the company’s long history, it has undergone change of various magnitudes in response...
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...I will be conducting a critique of the assigned reading articles in Module Five. I will begin by explaining the relationship between organizational behavior and human behaviors. I will then analyze how specific organizational designs can elicit predictable attitudes and motivations. Lastly, I will propose an answer to whether it is possible to generalize and say that a certain structure is better than others. Defining the Issue An organization’s structure plays a large role in how things will get accomplished by employees within the structure. “The process of design must be complementary with the objectives. This means the design and implementation process is critical.” (Smith, n.d.) If you want flexibility, responsibility, etc. then these elements must be involved in the design of the organization’s structure. “We do not get participative highly effective organizations by fiat.” (Smith, n.d.) There are many positive and negative effects that a structure can have depending on how it is implemented in an organization. “Task and organization design has to be oriented toward improving both the technical and the human components of the organization. The process of design must address the need for variation and meaning in work. It has to take into account the needs for continuous learning, involvement in decision-making, help and support between colleagues, and meaningful relationship between work and outside society, a desirable future.” (Smith, n.d.) The key to any...
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...TEACHING NOTE ORGANIZATIONAL CULTURE AND CHANGE By Romuald Stone, DBA The construct of organizational culture has raised considerable interest of both academics and practitioners in the field of change management. Organizational culture is “derived from the anthropological concept of culture that attempts to explain why people in societies believe and behave as they do.” It has “become a common way of thinking about and describing an organization’s internal world—a way of differentiating one organization’s ‘personality’ from another.” This organizational self-image develops over a period of time with the core elements typically coalescing during the organization’s formative years. In many organizations we find a strong dominant culture that is pervasive not only in the headquarters element but across divisions and geographic regions. However, in large organizations this culture is not uniform but instead is composed of many subcultures. Subcultures may share certain characteristics, norms, and values yet they can be totally different with some functioning collaboratively and others in conflict with each other. Definition Organizational culture is defined as a complex set of shared beliefs, guiding values, behavioral norms, and basic assumptions acquired over time that shape our thinking and behavior; they are part of the social fabric of the organization—its genetic code. As such, culture drives the organization and guides the behavior of everyone in that...
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