Management Organization & Global Warming-Free-Samples for Students

Question: Do you agree with the author's view on the effectiveness of cultural Web Model in changing Corporate Culture (Compared to other Models of Corporate Culture) as presented in the article? Why or why not? Answer: Company culture is the persona of an organization. It illustrates the setting in which employees work. It includes variety of elements such as organizations goal, ethics, value, expectation and mission. Company culture is a delicate thread that influences how the organization operates; affects critically, the success and the failure of a project, determines who is an asset or isnt of the organization and rules the overall mood of the organization. Companys culture gain attention when it merges with another company of a different culture or when existing culture becomes inconvenient. In passive environment, issue in culture can result into staff turnover, low morale and even absenteeism. Perquisites of Strong corporate culture are both supported and perceived by social science. Basically there are six component of a remarkable culture inculcating these components can assure longevity of an organization and uniqueness in organizational culture namely Vision, Values, Practices, People, Narrative, Place. Organizational Culture can be influenced by other different factors, but the above-mentioned components can result into stronghold of an organization thus shaping the future of companies culture. Authors view on effectiveness of cultural web model in changing corporate culture can be agreed on the ground that it is easy enough for the employees of the organization to understand the concept. The employees of the organization can analyze and evaluate all by themselves on the basic of cultural web model. Cultural web model comprises of six elements namely Rituals and routines, Control system, Symbols, Organizational structure, Power Structure, Myth and Stories. These six elements together represent physical palpable of a companys culture and standard of an organization. Organizational culture defined by Edgar Schein is basic believes and assumptions that are shared by employees of an organization. According to him, organization do not opt for a culture in a single day, it is a slow process where employees evolves with the company in due course of time. The employees welcome changes within the organization and adapt as per the given environment. The employees initially strived to adjust to new culture but eventually after settling into the system, they enjoy a stress free life in the later stage. This is a slow process as well as ineffective as there is no say of the employees in the organization they either have to grow in the way organization wants or get cut out of the organization. According to Edgar Schein organization culture are of three types: Artifacts, Assumption and Values. The model that authors reviewed is useful as if need for a change in the element of each constituent of organizational culture a plan can be made. Management in the org anization can effectively plan, carefully implement and calculate the change in organizational culture without the help from any external source and just with the help of the Cultural web model (Coleman, 2017). According to Charles Handys organizational culture, an organization is a place where employees come to work to attain a particular goal in a closed knit coordination. According to him honcho who is responsible for making decisions and controlling organizational direction, heads the organization. He also stated that structure of the organization is pre defined and the operations of the organization are predictable. Teams formed, as matrix play part to solve problems and the power derived is within the hierarchy. Horizontal structure is prominent in this type of culture. Individual are more valuable in the organization, than the organization. Charles Handys organizational cultures are of four types: Power culture, Task culture, Person Culture and Role Culture. Cultural web model is more effective at generating changes within an organization. Therefore, it is important to figure and understand policies and components of organizational culture in an existing setup to reshape or revitaliz e an organizations current scenario (Using cultural models for changing corporate culture - Change Factory, 2017). On the other hand, Hofstedes Cultural dimension that is most referenced and cited is an attempt to define characteristic of globalization in the workplace. As the markets are recognized globally, it is necessary for organizational culture. He underlined that power struggle within the organization is in the hierarchy where authority exert power to the subordinate and the difficulties subordinate face if they contradict authority. He explained the risk taken and the return out of it is highly correlative in business culture. It is important for business to take certain risk and be comfortable with it. Groupies are encouraged in the organization rather than individual aspiration. Strong sense of community within the organization and opposing independence within the organization is Vital. Characterizing work culture on gender biasness such as super competitive culture with aggressiveness can be considered masculine. Long-term goals should be incorporated by an organization along with sho rt-term goal how far the company plans is entirely depends on the organization. Company should address the amount of spending and the number of need fulfillment within the organization. In short Hofstedes Cultural dimension rely on six components: Power Distance, Uncertainty Avoidance, Individualism vs. Collectivism, Masculinity vs. Femininity, Long term orientation and Indulgence vs. Restraint (CWMIFG, 2017). Typology is a system to classify people into various types to gain knowledge and better understanding of their behavior and personality. It helps to recognize inner strength, weakness, opportunity and threats (SWOT) and other attributes. This will give the organization a better understanding that they can capitalize on their advantage. It is a critical tool for research work defining point of views and guidelines; in return, it reduces chaos. Topology helps the organization to understand wide variation of occurrence among individual. Topology can help the organization to take relative steps as per individual that can bring the best outcome from an individual. It is believed that organizational culture shapes different aspects of safety and performance within the organization and topography help to relate and contrast what is necessary from person to person so that necessary step can be taken (Westrum, 2017). References Coleman, J. 2017.Six Components of a Great Corporate Culture.Harvard Business Review. Retrieved 18 August 2017, from https://hbr.org/2013/05/six-components-of-culture CWMIFG. 2017.What is the Cultural Web? | Innovation for Growth.Innovation for Growth. Retrieved 18 August 2017, from https://www.innovationforgrowth.co.uk/Blog/what-is-the-cultural-web/ Using cultural models for changing corporate culture - Change Factory. 2017.Change Factory. Retrieved 18 August 2017, from https://www.changefactory.com.au/our-thinking/articles/using-cultural-models-for-changing-corporate-culture/ Westrum, R. 2017.A typology of organisational cultures. Retrieved 18 August 2017, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1765804/pdf/v013p0ii22.pdf