Roles of Organization Design and Culture †Free Samples to Students

Question: Discuss about the Roles of Organization Design and Culture. Answer: Introduction: The main reason behind the actions taken by Zappos is that the psychology behind the willingness to take the organization up for the offer and the management obviously don't have the right sense towards commitment that they usually seem to find (Taylor, 2008). The company is trying to learn that if there is any kind of wrong fit existing between what may appeal a company to what makes a person be part of it and the overall learning. The companies like Lloyds and many other perform audit to evaluate culture of the company and see how the process of merger actually function by developing a culture which is enviable and can also be part of the list of many priorities especially when performance can be defined through results for the company (Burkus, 2011). The culture in an organization is based on determining a huge amount of what actually happens in the company. Activity 4: Toyotas corporate culture and the problem of spreading its culture How would you describe Toyota's culture using the sevendimensions of organisational culture and/ or the Cultural Web? Following is the detailed discussion: - Innovation and risk taker: the company is considered one of the best in adopting innovation wholeheartedly. Focus on detail: the workforce is also motivated to strictly focus on details as well as maintain discipline in implementing the accountabilities (Cameron and Quinn, 2011). Result focussed: the organization focus on delivering the best kind of product and never hesitate a minute to recall it from the market if there is an issue. People focused: the organization give very high importance to the workforce. Teamwork: the management of an organization favours teamwork by providing recognition to the employees at every stage. Aggressive: the organization is highly aggressive in term of delivering the product in high quality. Stable: the decisions taken by the management of recalling vehicles is a challenging step. But the company have effective strategic decisions maker who makes sure that the lost level of stability can be further resorted as soon as possible (Zammuto and O'Connor, 1992). The structure is always considered as the very next stage after forming the strategy and many organizations do not have any right plan for forming the structure unless there is clarity about the steps of generic strategy and what one must follow for the same (Tollman et al., 2011). However, this is not always the case as many companies do not have the right strategy in place right before they take a decision based on the structure and therefore this type of company has the right attention on how the power will be further distributed at many levels. The concept of Holacracy is a structure developed by Brian Robertson to address business management. It can be defined as a new method which administer business and which is provided by removing the power from hierarchical forms, replacing a system of distributing the authority (Bernstein et al., 2016). The basic difference between bureaucracy and holacracy is the delegation of power exist in the first principle. Team-based structure with informal setting doesn't always remove hierarchy. Contingent elements always impact the design of the company like size, technology as well as strategies and the culture of the company. A company like Zappos have been in business for many years and which clearly shows that the company is most probably in the later stage of the business. Following holacracy is an ideal decision for the company since it works efficiently with old companies. Second important point is the size of the business. Selecting a design will lead the management to evaluate the size and how it can be avoided using wrong methods. Zappos is medium size company and to implement holacarcy, a large size firm is needed for top management to deal with groups. Creative culture is associated with art, habits as well as culture. They feature a company, community or the whole country however sustains and motivates innovation for the sake of risk and uncertain decrease innovation culture which is associated with active organization structure (Hitt et al., 2012). It further improves the company by hiring whereby the management is the part of new, skilled as well as a qualified workforce for better performance. Conclusion In the end, it is clear that in the current time, corporate culture strategy is significant. For instance, a number of hours work per day or week or how employees communicate with one another in the workplace or what should be the dress code at work and many more are associated to culture-based corporate strategy (Hitt et al., 2012). With changing time, the organization needs to adapt to change and transform their corporate strategy. Reference Bernstein, E., Bunch, J., Canner, N. and Lee, M., 2016. Beyond the holacracy hype.Harvard business review,94(7), p.13. Burkus, D., 2011. A tale of two cultures: Why culture trumps core values in building ethical organizations.The Journal of Values-Based Leadership,4(1), p.6. Cameron, K.S. and Quinn, R.E., 2011.Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley Sons. Hitt, M.A., Ireland, R.D. and Hoskisson, R.E., 2012.Strategic management cases: competitiveness and globalization. Cengage Learning. Taylor, B., 2008. Why Zappos Pays New Employees to QuitAnd You Should Too.Practically Radical blog, Harvard Business Publishing (May 2008), discussionleader. hbsp. com/taylor/2008/05/wy_zappos_pays_new_ employees_html (accessed 31 July 2008). Tollman, P., Morieux, Y., Murphy, J.K. and Schulze, U., 2011. Identifying RD outliers. Zammuto, R.F. and O'Connor, E.J., 1992. Gaining advanced manufacturing technologies' benefits: The roles of organization design and culture.Academy of Management Review,17(4), pp.701-728.