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 essential 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 critical 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 culture supports rapid innovation, and it has been frequently applauded to be among the most innovative companies in the world. Again, the culture of secrecy is another characteristic that the organization has used to maintain its competitive advantage by keeping away its secrets from competitors. The culture has continued to define XXX organization’s XXXXX resource XXXXXXXXXXX, XXX it is XXXX XX XXX company’s strategy XX reduce theft XX XXXXXXXXXXXX XXXXXXXX or proprietary information.
Organizational Theory/Approach
XXX organizational theories that I XXXX XX XXXXXXX XX throughout XXX XXXXX XXX XXX Classical XXXXXXXXXXXX XXXXXX and XXX XXXXXX XXXXXXXXXXXX Theory. In XXX XXXXXXXXX Organization Theory, an XXXXXXXXXXXX is XXXXXX as a XXXXXXX XXX the human resource as components of XXXX machine (Warrick, XXXX). XXXX XXX writers of this XXXXXX, their XXXX idea was that to XXXXXXXX an XXXXXXXXXXXX’s XXXXXXXXXX, there XX a need XX XXXX XXXXX XXXXXX more XXXXXXXXX. This XXX XX achieved XXXXXXX the XXXXXXXXXXXX XX XXXXXXXXXX and specialization. The XXXXXX revolves XXXXXX the organization’s structure and its other name of ‘structural XXXXXX of XXXXXXXXXXXX.’
XXX XXXXXX Organization XXXXXX XXX focused mainly XX XXXXXXXXXX XXX XXXXX of the ancient XXXXXXXX, XX it has only come in XXX XXXXXX. The XXXXXXXX XXXXXXXXXX nature, reliance on XXXXXXXXX research XXXX, XXX a conceptual, XXXXXXXXXX base, XXXXXX it XXXXX out XXXXX the other theories (XXXX, XXXX). There XXX two fronts to XXXX XXXXXX: the contingency XXXXXXXX and systems XXXXXXXX. The systems approach looks at the organization from an in-XXXXX XXXXXXXXXXX, XXXX XXXXXXXXXX XXX externally, presenting a better XXXXXXXXXXXXX of an XXXXXXXXXXXX (XXXX, 2019). XX the XXXXX XXXX, XXX XXXXXXXXXXX XXXXXXXX suggests an XXXXXXXXXXXXXX XXXXXX XXXX suits a specific unit XX XXXXXX-XXXXXX structures for XXXXX XXXXXXXXXX.
XXXXXXXXXX XXX Findings XXXX The XXX Instruments
XXX findings for XXX XXXXXXXXXXXXXX XXXXXXX XXXXXXXXXX Instrument (XXXX) XXX be described as follows. One XX these instruments’ findings XX XXXX the organization’s dominant characteristics XXX a very XXXXXXXXXX, structured place, and formal XXXXXXXXXX generally govern what people do. It XXX explain XXX importance of XXXXXX XXXXXX rules laid down XX control XXXX XXX employees do. XXX formal procedures culture XX key XX any XXXXXXXXXXXX’s XXXXXXX XXXXX XXX XXXXXXXXX XXXX XXXXX and procedures that they XXX XXXXXXXX to adhere XX, XXXXX leads XX the organization’s overall success (XXXXXXX, 2017). XXXXXXXXX’ XXXXXXXXXX style XX XXXXXXXXXXXXX by the security of employment, XXXXXXXXXX, XXXXXXXXXXXXXX, XXX stability in relationships. The XXXXXXXX XXX instrumental XXX can XX XXXX XX define XXX XXXXXXXXXX of XXXXXXXXXX style in an XXXXXXXXXXXX. XXX Organizational Culture Assessment XXXXXXXXXX focuses on XXX XXXXXXX XXX ignores XXX process, which is an unhealthy way of managing an organization.
The XXXXXX instrument used XX XXX Organizational Culture Assessment XXXXXXXXX. XX XXXX case, the XXXXXXXXXXXX XX XXX XXXXXX, XXX the variables looked at are quite different, XXXXXX XXX findings unique. XXXX the XXXX findings, the XXXXXXXXXX of XXXXXX XXXXXXX XXXXXXXX XX XXXXXXX pertinent issues XXXXXX an organization XXX XX XXXX. Such XXXXXXXX XXX important because people get XX share XXXXX ideas and XXXXX XXXX other XXXXXXX XXX XXXXX XXXX higher levels of exposure and experience, which XX XXXX for the organization’s growth XXX success.
XXX two instruments XXXX in XXXXX XXXXXXXX. Whereas XXX Organizational Culture Assessment Instrument XXXXXXX on the outcome XXXXXX than the process, XXX Organizational XXXXXXX XXXXXXXXXX XXXXXXXXX XXXXXX XXX XXXXXXX XXX employee well-XXXXX. From such findings, XXX XXXXX XXXXXX XXX for the latter XXXXX it XXXXX at the XXXXXXXXX’ XXXXXXX, XXXXX is XXX in XXXXX productivity XXX overall XXXXXXXXXXXXXX success.
XXXXXXXXXXX of The XXXXXXXXXXXX
XXX XXXXXXXXXXXX in XXXXX I XXXX XXX a structure XXXX supports XXX XXXXXXX in XXXXXXXXXX XXXXXXXXXX. “The XXXXXXXXX and interaction XX an XXXXXXXXXXXX XXX XXXXXXXXXXXXXX” (Owens &XXX; XXXXXXX, 2015). XXX importance XX XXXXXXXXXX is that it XXXXXXXXXXX to the XXXXX image, and XXXX XX one XX XXX key strengths XXXXXXXXX in XXX XXXXXXXXXXXX’s XXXX analysis. XXX orientation between the corporate structure and corporate XXXXXXX XXXXX develop XXX XXXXXXX’s competitive advantages XXXX XXX important in addressing strategic challenges.
This XXXXXXX’s XXXX effectively uses XXX aligns XXXXXXXXX culture and corporate structure to achieve strategic XXXXXXXXXX in developing competencies needed for the business’s XXXXXX. XX XXX a cross-XXXXXXXXXX XXXXXXXXX XXXXXXXXX, which XX technically a XXXXXXXXX XXXXXXXXX with a considerable flatness XXXXXX. XXX company’s corporate structure uses function as XXX XXXXX for the XXXXXXXX XX XXXXXXXXX. It XXXX has an organizational culture that XX not XXXXXXX, XXX XXXX is XXXXXX attributed XX XXX effects of its organizational structure.
Context XX The XXXXXXXXXXXX
The company’s XXXXXXXXXXXXXX XXXXXXXXX XX not convenient due XX XXX XXXXXXXX XX XXXXXXXX. XX also XXXXXXXXXX XXXXXX social links and changes XXXXXX XXX firm, making the organizational XXXXXXX XXXXXXX, and XXXXXXXXX to management XXXXXXXX, having a XXXXXX alignment XXXXXXX an organization’s XXXXXXXXX structure XXX XXX corporate culture XXX lead XX XXXXXX XXXXXXX XXXXXXX.
In XXXXX XX the technological environment, XXX company has XXXX XXXX investments in technology, making it enjoy its competitors’ XXXXXXXXXXXXX XXXXXXXXX. XXXXXXXXX XXX XXXXX XXXXXXXXXXX, XXX XXXXXXX XXX had legal action taken against it due XX privacy XXX XXXXXXXXX XXXXXXXXXX. XX XXX organization XXXXXXX its XXXXXX XXXXXXXXXX and the range XX XXXXXXXX XX its XXXXXXXXX, XXXXX is a high XXXXXXXXXX that it XXXX have XXXX XXXXX XXXXXXXX. XXXXXXXXX XXX XXXXXXX environment, the XXXXXXX XXX been XXXXXXXXXX XXX contradicting its XXXX on green energy. As it XXXXXXX the XXXXX, such XXXXXXXXXX XXX likely XX increase, XXXXXXXXXX XXXX it expands to another country with a XXXXXXXXX XXXXXXX from that of America.
XXXXXXXX of The XXXXXXXXXXXXXX XXXXXXX
“XXXXXXXXXX the culture XXX climate of an organization is XXXXX a complicated task” (Owens &XXX; Valesky, 2015). XX XXXXXX XXXXX, I XXXXX XXXXXXXX XXX XXXXXXX’s organizational culture I work XXX XX XXXXX, but effectively XXXXXXXXXXXX to the XXXXXX line. XXXXX XXXXXX XXXXX out in the organization’s culture. They XXXXXXX XXXXXXXXXX, risk-taking, XXX XXXXXXXX friendliness. The XXXXXXXXX within XXX organization are challenged every time XX XXXX risks. XXXXXXX, this XXXXXXXXX doubles up with pressure from XXX top management, with employees XXXXXXX given XXXX XXXXXXX to achieve. XXXXXXX, XXXX XXXXXXX has XXXX XXXX XXXXXX XX its success, XXXX XXX most important focus XXXXX innovation XXX XXXXXXXXXX.
A collaborative XXX interactive XXXXXXXXXXX XX attributed XX XXX organization’s XXXX levels of XXXXXXXXXX XXX innovation. However, “the exclusion XX emotion XXX XXXXXXXX feelings/XXXXXXX XXXX to limit XXXXXXXXXX” (Owens & XXXXXXX, 2015). XXX XXXXXXX XXX used XXXX XXXXXXXX XX XXXXXX XXXX there XX better XXXXXXXXXX XX XXX XXXXXXXXX, XXXXXXXX it XX engage its employees XXXXXX and XXXXXX XXXX the XXXX XXXXX XXX given XXXX access to the table.
Recommendations for XXXXXXXXXXX and XXXXXXXXXX
XX XXXXXXX XXX organization’s XXXXXXXXXX, organizational theories need XX be considered, especially XXX Classical Organization Theory. XX organization is like a machine, XXX XXX it to function properly, there is a XXXX to XXXXXX that its XXXXXXXXXX XXX functioning properly. One XX XXX XXX XXXXXXXXXX of XXX XXXXXXXXXXXX is XXX XXXXX resource. Therefore, XX recommendation for the improvement XX XXXXXXXXXX XXXXXX any XXXXXXXXXXXX XX XX XXXXXXXX the XXXXXXXXX. An XXXXXXXXXXXX should XXXX a culture XXXX XXXXX more of XXXXXX-oriented, and XXXXX people XXXX to share a lot of XXXXXXXXXX.
To motivate the employees in this organization, I XXXXXXX using Maslow’s XXXXXXXXX of needs XXXXXX. In this XXXXXX, XXXXXXX Maslow XXXXXXXXX that an individual gest motivated when his XXXXX XXXX been XXXXXXXXX (Warrick, XXXX). The XXXXX XXXXX XXXX the lowest XXXXX XXX XXXX XX a lower-XXXXX XXXX XX XXXXXXXXX, XXX they XXXXXX in the order of XXXXXXXXXXXXX, XXXXXX, social, and XXXX-actualization needs. XXXXXXXXX, XXXXXXXXXX all XXX employees in the organization will require that the leader understands XXX XXXXXXXX XXXXX XX XXXXX XXXXXXXX in the team XXX work XXXXXXXXX XX XXXX fulfill their XXXXX. XXXXXXXX, XXXXXXXXXXXXX, XXX XXXXXXXXX should also XX encouraged within XXXXXXXXXXXXX as some of the XXXX XX XXXXXXXX XXXXXXXXXX.
Employee motivation XX important in an organization XXX XX the XXXXXXXXX XXXXXXX. XXX XXXX XXXXXXXXXX XX employee motivation is XXXX it XXXXX it XXXX XXX XXXXXXXXXX XX meet XXX XXXXX. Companies XXXXX XX XXXXXX in very XXXXX XXXXXXXXX without motivating their employees. Motivating employees XXXXX to XXXXXXXXX employee commitment since XXXX XXXXXXXXX are motivated, XXXX XXXX XXX XXXX XXXXXX XXXX the XXXXX assigned XX them. XXXXXXXXXX also XXXXXXXXX XXXXXXXX satisfaction, which XX XXXX important as it leads XX `XXX company’s positive growth.
Another XXX XX XXXXXXX efficiency within XXX organization is XX XXXXX XX XXXXXXXXX XXX growth. Before XXXXXX a XXXX or XXXXXX XX improve an XXXXXXXXXXXX’s XXXXXXXXXXXXX, there is a XXXX to XXXXXXXXXX all the XXXXXXXXXXX working within the XXXXXXXXXXXX. That XXXXXX XX XXXX XX XXXXXXX out their abilities, XXXXXX, XXX strengths. “XX XXXXXXXXX XXXXXX XXXX XX XXXXXXX XXX XXX identify XXX XXXXXXXXX of XXX team and be able XX bring XXXX out in XXXX XX XXX XXXXXXX” (Owens & XXXXXXX, 2015). XXXX XXXXX weaknesses are XXXXXXXXXX, the organization XXXXXX XXXXXXX XXX train the XXXXXXXXX XX equip them XXXX the XXXXXXXXX XXXXXX XXX knowledge XXXXXX XX effectively XXXX towards the XXXXXXXXXXXX’s XXXXX. XXXX is XXXXXXXXX because teams XXXX XXXXXXXXXXXXX XXXXXX XXX XXXXXXXXX XXX XXXXXXXXX, XXX XXX XXXXXXXXXXXXX XXX encouraged to work XXXXXXX a specific XXXX. XXXXXXX, XXXX get assigned tasks based XX XXXXX skills, which XXXXX XXXX they XXX XXXXXXX high-quality XXXX, XXXXXXXXXX organizational effectiveness. XXXXXX organizational XX another key area that needs significant XXXXXXXXXXXXX. “An effective XXXXXX must consider XXX aspects of an organization in initiating XXXXXX” (XXXXX &XXX; XXXXXXX, 2015).
Conclusion
XXXXXXXXXXXXXX culture XX XXX XX the XXXX XXXXXXXXX XXXXXXXX XXXX XXXXX organization XXXXXX XXXXX on to ensure XXXX XXXX XXXXXXX a competitive advantage XXXXXXX a proper and effective organizational characteristic. An XXXXXXXXXXXX is like a XXXXXXX, XXX XXX it to function properly, there is a need to XXXXXX that its components XXX functioning properly. Motivating the employees is also another XXX XXXXXX that XXXXX organization should XXXXXXXX to XXXXXXX organizational XXXXXXXXXXX. XXX way XX XXXXXXXX XXX employees is XX XXXXXX XXXXXX’s hierarchy of XXXXX theory, which suggests that the XXXXXXXXXX should consider all XXX employees’ XXXXX to motivate them. XXXX XXX XXXXX of XXX XXXXXXXXX are XXX, the employees can XXXX XXX peace of mind, XXX therefore XXXXX on work, XXXXX XXXXXXX XXXX maximum XXXXXXXXXXXX.
Employees XXX also XXX XXXXXXXXX XX XXXXXXXXX and training XXXX. The XXXXXXXXXX of employee education is XXXX it XXXXXX XXXX with XXX XXXXXXXXX XXXXXXXXX skills that XXXX need XX XX XXXXX XXXXX activity XXXXXX the XXXXXXXXXXXX. XX is also XXXXXXXXX XXXXXXX teams XXXX complementary XXXXXX XXX XXXXXXXXX XXX developed, XXX the XXXXXXXXXXXXX XXX encouraged XX work towards a XXXXXXXX goal.
Besides, an organization XXXXXX also XXXX a XXXXXXX that XXXXX more XX XXXXXX-XXXXXXXX, and XXXXX XXXXXX XXXX XX share a XXX of XXXXXXXXXX. XXXXXXXXX XXXXXXXXXX within the organization may XXXX XXXXXXX that XXX XXXXXXXXXX focuses on XXXXXXXXX and XXXXXX. There is a need to understand all XXX XXXXXXXXXXX XXXXXXX within the organization XXXXXX making a plan to improve XXXXXXXXXXXXXX XXXXXXXXXXXXX.
XXXXXXXXXX
Owens, X.G., &XXX; Valesky, T. X. (XXXX). XXXXXXXXXXXXXX Behavior in XXXXXXXXX: XXXXXXXXXX XXX XXXXXX Reform (11th ed.). XXXXXX, XX: XXXXXXX.XXXX://www.academia.edu/XXXXXXXX/XXXXXXXX/Ed_630_Final_Essay.XXXX
XXXX, X. (XXXX). XXXXXXXXXXX effect XX strategic XXXXXXXXXX behaviors XXX XXXXXXXXXXXXXX XXXXXXX XX XX-Business XXXXXXXXX alignment XXX Enterprise XXXXXXX assimilation. XXXXXXXXXXXXX Journal of Information XXXXXXXXXX, 44, XX-108.https://XXXXXXXXXX.XX/mohavaha/uploads/XXXX/04/Fardapaper-Interaction-XXXXXX-of-XXXXXXXXX-leadership-behaviors-XXX-organizational-XXXXXXX-XX-IS-Business-strategic-XXXXXXXXX-and-XXXXXXXXXX-XXXXXXX-assimilation.XXX
XXXXXXX, X. X. (2017). XXXX leaders XXXX to XXXX XXXXX XXXXXXXXXXXXXX cul
ture. XXXXXXXX XXXXXXXX, 60(3), 395-XXX.https://XXXXXXXXXX.ir/mohavaha/uploads/2018/06/Fardapaper-XXXX-leaders-need-to-XXXX-XXXXX-organizational-culture.pdf