Organizational Theory
Student’s Name
Institutional Affiliation
Introduction
Organizational culture is one of the most elements that every organization should focus on to ensure that they achieve a competitive advantage through a proper and effective organizational characteristic. “When studying organizational culture, it is necessary to consider the many established symbols” (Owens & Valesky, 2015). The organization I am focusing on in this assignment is the organization I work for. Some of its key characteristics include creativity, innovation, top-notch excellence, moderate combativeness, and secrecy. Firstly, I have to acknowledge that the organization has created an awareness that its culture is a key factor in its business's continuing success. It has a culture that maintains its values, business philosophy, beliefs, and corporate culture. Besides, it is also clear that the organization has a corporate culture that enables the employees to support the different strategic objectives.
The organization's XXXXXXX XXXXXXXX XXXXX innovation, and it XXX XXXX XXXXXXXXXX XXXXXXXXX XX XX among XXX most XXXXXXXXXX XXXXXXXXX in the world. Again, the XXXXXXX of XXXXXXX XX another XXXXXXXXXXXXXX that XXX organization XXX used to maintain XXX XXXXXXXXXXX advantage by keeping XXXX its XXXXXXX from competitors. The XXXXXXX XXX XXXXXXXXX XX define XXX XXXXXXXXXXXX's human resource XXXXXXXXXXX, and it is part XX the company's strategy XX reduce theft of XXXXXXXXXXXX property or proprietary XXXXXXXXXXX.
Organizational Theory/XXXXXXXX
XXX XXXXXXXXXXXXXX XXXXXXXX XXXX I will be XXXXXXX XX XXXXXXXXXX his paper are XXX Classical XXXXXXXXXXXX XXXXXX XXX the Modern XXXXXXXXXXXX Theory. XX the Classical XXXXXXXXXXXX XXXXXX, an XXXXXXXXXXXX XX viewed as a XXXXXXX and XXX XXXXX XXXXXXXX XX XXXXXXXXXX of that XXXXXXX (XXXXXXX, 2017). XXXX XXX XXXXXXX XX XXXX theory, their XXXX XXXX XXX XXXX XX increase an organization's XXXXXXXXXX, XXXXX is a need to XXXX human beings more efficient, and this can be XXXXXXXX through coordination XX XXXXXXXXXX XXX XXXXXXXXXXXXXX. The theory revolves XXXXXX the organization's structure and XXX other XXXX of 'structural theory XX XXXXXXXXXXXX.'
XXX XXXXXX XXXXXXXXXXXX XXXXXX XXX focused mainly on XXXXXXXXXX the flaws of the ancient theories, as it XXX only XXXX in the XXXXXX. The theory XXXXXXXXXX nature, reliance XX empirical research data, XXX a XXXXXXXXXX, analytical base, XXXXX makes it stand out XXXXX the XXXXX XXXXXXXX (Shao, 2019). There are two fronts to XXXX XXXXXX: the contingency approach XXX systems approach. The XXXXXXX XXXXXXXX looks at the organization from an in-depth perspective, both internally and externally, XXXXXXXXX XXXXXXXXXX a better understanding of an organization (Shao, XXXX). XX XXX XXXXX XXXX, XXX contingency XXXXXXXX XXXXXXXX an XXXXXXXXXXXXXX design XXXX XXXXX a specific unit XX tailor-XXXXXX structures XXX every XXXXXXXXXX.
XXXXXXXXXX XXX XXXXXXXX from The Two Instruments
The findings XXX the Organizational Culture XXXXXXXXXX Instrument (OCAI) XXX be described XX XXXXXXX. XXX of this XXXXXXXXXX's XXXXXXXX is that XXX XXXXXXXX characteristics XX XXX XXXXXXXXXXXX are a XXXX XXXXXXXXXX, structured place, and formal procedures XXXXXXXXX XXXXXX what people XX. It XXX explain the importance of having formal XXXXX laid XXXX in an XXXXXXXXXXXX XX control what XXX employees do. The culture of formal procedures XX XXX XX any organization's XXXXXXX since XXX XXXXXXXXX XXXX goals XXX XXXXXXXXXX that XXXX are XXXXXXXX to XXXXXX XX, which XXXXX XX the XXXXXXXXXXXX's XXXXXXX XXXXXXX (Warrick, 2017). XXXXXXXXX' management style is XXXXXXXXXXXXX XX the XXXXXXXX XX employment, XXXXXXXXXX, XXXXXXXXXXXXXX, XXX stability in relationships. The findings are instrumental and can be used XX define XXX importance of management style in an organization. The Organizational Culture XXXXXXXXXX XXXXXXXXXX focuses on XXX outcome and ignores the process, XXXXX is a XXXX unhealthy XXX XX managing an XXXXXXXXXXXX.
The second XXXXXXXXXX used XX the Organizational XXXXXXX Assessment XXXXXXXXX. In XXXX case, the XXXXXXXXXXXX XX the school, and the XXXXXXXXX looked at XXX XXXXX XXXXXXXXX, XXXXXX XXX XXXXXXXX unique. XXXX XXX tool findings, XXX importance of having regular meetings XX XXXXXXX XXXXXXXXX XXXXXX within an XXXXXXXXXXXX XXX XX seen. The XXXXXXXXXX XX such meetings XX XXXX people XXX XX share their ideas XXX XXXXX XXXX other experts XXX XXXXX have higher levels of XXXXXXXX XXX experience, XXXXX is XXXX XXX the XXXXXXXXXXXX's growth XXX success.
The two XXXXXXXXXXX XXXX in XXXXX findings. XXXXXXX XXX XXXXXXXXXXXXXX XXXXXXX XXXXXXXXXX XXXXXXXXXX XXXXXXX on XXX outcome rather XXXX the XXXXXXX, XXX Organizational Culture Assessment Inventory XXXXXX XXX process and employee well-XXXXX. XXXX such XXXXXXXX, XXX would easily opt for the latter since it XXXXX at the XXXXXXXXX' XXXXXXX, XXXXX is XXX in XXXXX XXXXXXXXXXXX and XXXXXXX XXXXXXXXXXXXXX success.
Description of XXX Organization
The organization in which I work XXX a XXXXXXXXX that XXXXXXXX XXX XXXXXXX in maximizing XXXXXXXXXX. “XXX XXXXXXXXX and interaction of an organization are XXXXXXXXXXXXXX” (Owens & XXXXXXX, 2015). XXX importance XX innovation is XXXX it contributes to the brand XXXXX, XXX that is one XX the key strengths described in the XXXXXXXXXXXX's SWOT XXXXXXXX. The orientation XXXXXXX the XXXXXXXXX structure XXX XXXXXXXXX culture helps XXXXXXX XXX company's competitive advantages XXXX XXX XXXXXXXXX in XXXXXXXXXX strategic challenges.
The case of this XXXXXXX is an example XX XXXXXXXXXXX using and aligning XXXXXXXXX XXXXXXX and XXXXXXXXX XXXXXXXXX to XXXXXXX XXXXXXXXX XXXXXXXXXX in XXXXXXXXXX competencies needed for the XXXXXX of the business. XX has a XXXXX-XXXXXXXXXX corporate structure, XXXXX XX XXXXXXXXXXX a XXXXXXXXXXX of corporate XXXXXXXXX XXXX a considerable flatness XXXXXX. The company's XXXXXXXXX structure uses function XX the XXXXX for the grouping of XXXXXXXXX. XX also XXX an organizational culture that XX XXX typical, XXX XXXX XX partly XXXXXXXXXX to XXX effects XX XXX XXXXXXXXXXXXXX structure.
Context XX XXX XXXXXXXXXXXX
XXX XXXXXXX's XXXXXXXXXXXXXX XXXXXXXXX XX XXX convenient XXX to XXX XXXXXXXX XX XXXXXXXX. XX also emphasizes direct social XXXXX and XXXXXXX within the XXXX, making XXX organizational culture XXXXXXX. According XX XXXXXXXXXX theories, XXXXXX a strong alignment between an XXXXXXXXXXXX's XXXXXXXXX XXXXXXXXX and its corporate culture XXX XXXX to XXXXXX XXXXXXX of XXXXXXX.
XX XXXXX XX the technological XXXXXXXXXXX, XXX company XXX made XXXX investments in technology, XXXXXX it XXXXX its competitors' technological XXXXXXXXX. XX XXXXX of the XXXXX XXXXXXXXXXX, the XXXXXXX has had XXXXX action taken against it due XX XXXXXXX XXX XXXXXXXXX XXXXXXXXXX. As XXX organization XXXXXXX its XXXXXX XXXXXXXXXX and XXX XXXXX XX XXXXXXXX to XXX XXXXXXXXX, there is a XXXX likeliness that it XXXX XXXX XXXX XXXXX disputes. XXXXXXXXX the XXXXXXX environment, the XXXXXXX XXX XXXX criticized for contradicting XXX XXXX on green XXXXXX. XX it expands the range, XXXX XXXXXXXXXX are likely XX increase, especially XXXX it XXXXXXX to XXXXXXX XXXXXXX with a XXXXXXXXX culture from that of XXXXXXX.
XXXXXXXX of XXX XXXXXXXXXXXXXX Culture
“XXXXXXXXXX XXX culture and XXXXXXX XX an organization XX XXXXX a complicated task” (XXXXX & XXXXXXX, 2015). In simple terms, I XXXXX describe the XXXXXXX's XXXXXXXXXXXXXX XXXXXXX I XXXX for XX harsh, but effectively XXXXXXXXXXXX XX the XXXXXX XXXX. Three things XXXXX out in XXX organization's XXXXXXX. XXXX XXXXXXX XXXXXXXXXX, risk-XXXXXX, and employee XXXXXXXXXXXX. The employees within XXX organization XXX challenged every time to take XXXXX. XXXXXXX, XXXX sometimes doubles XX with pressure from the XXX management, with XXXXXXXXX getting XXXXX many targets to achieve. XXXXXXX, this culture has also XXXX linked XX XXX success, with the most XXXXXXXXX focus being innovation XXX creativity.
There is XXXX a collaborative XXX XXXXXXXXXXX environment XXXXXXXXXX XX XXX XXXX levels XX XXXXXXXXXX XXX XXXXXXXXXX within XXX XXXXXXXXXXXX. XXXXXXX, “XXX XXXXXXXXX of XXXXXXX XXX XXXXXXXX feelings/factors seem to limit XXXXXXXXXX” (XXXXX & XXXXXXX, XXXX). XXX XXXXXXX XXX XXXX XXXX XXXXXXXX XX XXXXXX that XXXXX XX better management of its employees, enabling it to XXXXXX its employees better XXX ensure XXXX the best XXXXX are given fast XXXXXX to XXX table.
XXXXXXXXXXXXXXX for XXXXXXXXXXX XXX Efficiency
XX improve the XXXXXXXXXXXX's efficiency, organizational XXXXXXXX need XX XX XXXXXXXXXX, especially XXX Classical Organization Theory. XX organization is like a XXXXXXX, XXX for it XX XXXXXXXX XXXXXXXX, there XX a need to XXXXXX XXXX XXX XXXXXXXXXX XXX functioning properly. One of XXX XXX components XX XXX XXXXXXXXXXXX is XXX XXXXX resource. Therefore, my XXXXXXXXXXXXXX XXX XXX improvement of efficiency XXXXXX any organization XX to motivate XXX XXXXXXXXX. An XXXXXXXXXXXX should have a culture XXXX feels more XX XXXXXX-oriented, and XXXXX XXXXXX seem to XXXXX a lot of XXXXXXXXXX. XXXXXXXX, participation, XXX consensus XXXXXX also be XXXXXXXXXX XXXXXX organizations as XXXX of XXX XXXX XX increase efficiency.
XXXXXXX way to improve XXXXXXXXXX within the XXXXXXXXXXXX is to XXXXX XX education and growth. Before XXXXXX a plan or action to XXXXXXX an organization's XXXXXXXXXXXXX, XXXXX is a XXXX to XXXXXXXXXX the strengths XXX XXXXXXXXXX of all XXX individuals working within XXX organization. That XXXXXX XX done XX XXXXXXX out their abilities, skills, XXX strengths. “XX effective leader XXXX be XXXXXXX who XXX XXXXXXXX XXX strengths XX his XXXX and XX able to bring that out in XXXX XX its XXXXXXX” (XXXXX & XXXXXXX, 2015). XXXX their XXXXXXXXXX are identified, the organization should, XXXXXXXXX, make the step XX educating XXX training the XXXXXXXXX XX equip XXXX XXXX the XXXXXXXXX skills XXX knowledge XXXXXX XX XXXXXXXXXXX work XXXXXXX XXX organization's goals. This is important XXXXXXX teams XXXX XXXXXXXXXXXXX XXXXXX and XXXXXXXXX get XXXXXXXXX, and XXX professionals get XXXXXXXXXX to work XXXXXXX a XXXXXXXX XXXX. Besides, they get assigned XXXXX XXXXX on their XXXXXX, XXXXX means XXXX they XXX deliver high-quality XXXX, XXXXXXXXXX organizational effectiveness. Making organizational is XXXXXXX XXX area XXXXX XXXXX XXXXXXXXXXX XXXXXXXXXXXXX. “XXXXXXXXXXX XXXXXX must consider XXX aspects XX an organization in XXXXXXXXXX change”(Owens &XXX; XXXXXXX, XXXX).
XXXXXXXXXX
XXXXXXXXXXXXXX culture XX XXX XX the most XXXXXXXX that XXXXX XXXXXXXXXXXX should focus XX XX XXXXXX that they achieve a competitive XXXXXXXXX XXXXXXX a proper XXX XXXXXXXXX organizational XXXXXXXXXXXXXX. An organization XX like a XXXXXXX, and for it to function XXXXXXXX, there is a XXXX XX XXXXXX XXXX XXX components XXX functioning properly. XX XXXXXXXXXXXX XXXXXX have a XXXXXXX XXXX feels more XX family-XXXXXXXX, and XXXXX people seem to XXXXX a XXX XX XXXXXXXXXX. XXXXXXXXX efficiency within the organization may also require XXXX the management XXXXXXX on education and XXXXXX. There is a need to XXXXXXXXXX all XXX XXXXXXXXXXX XXXXXXX XXXXXX the XXXXXXXXXXXX XXXXXX making a plan XX improve XXXXXXXXXXXXXX effectiveness.
References
Owens, X.X., &XXX; Valesky, X. X. (XXXX). XXXXXXXXXXXXXX XXXXXXXX in Education: Leadership XXX XXXXXX XXXXXX (11th ed.). Boston, XX: XXXXXXX.XXXX://XXX.XXXXXXXX.XXX/download/XXXXXXXX/XXXXXXXXXXXXXXXXXX.docx
Shao, X. (XXXX). Interaction effect XX strategic leadership XXXXXXXXX and XXXXXXXXXXXXXX culture XX XX-XXXXXXXX XXXXXXXXX alignment and Enterprise Systems assimilation. XXXXXXXXXXXXX Journal XX Information Management, 44, 96-XXX.XXXXX://fardapaper.ir/XXXXXXXX/uploads/2019/04/XXXXXXXXXX-Interaction-XXXXXX-of-XXXXXXXXX-XXXXXXXXXX-behaviors-and-XXXXXXXXXXXXXX-XXXXXXX-XX-IS-Business-XXXXXXXXX-XXXXXXXXX-XXX-XXXXXXXXXX-Systems-assimilation.XXX
XXXXXXX, D. D. (2017). XXXX leaders XXXX XX XXXX XXXXX organizational XXXXXXX. XXXXXXXX XXXXXXXX, XX(3), 395-404.XXXXX://fardapaper.ir/mohavaha/XXXXXXX/XXXX/06/XXXXXXXXXX-XXXX-leaders-need-to-XXXX-about-XXXXXXXXXXXXXX-XXXXXXX.XXX