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MGT - 20135 Organizational Cultural 4.docx - Organizational...

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OrganizationalCultural AssessmentSummaryMgt 20135Organizational CultureTiffany DunhamMarch 8, 2021
Company X is a thriving company that is always looking to grow and improve. Leadership recognizes the importance of assessing their corporate culture as it relates to the company’s performance and effectiveness. I have been hired by Company X as a consultant to provide them insight on which aspects of the culture need improvement and the culture’s impact on organizational effectiveness and performance. I will evaluate and summarize the assessment data that was provided by Company X’s HR manager to provide insight on the aspects of culture and its importance related to the organization’s effectiveness and employee performance. This will be presented to the stakeholders upon completion. Organizational Culture is defined as the shared values, attitudes, and practices that characterize an organization. It's the personality of your company and it plays a large part in your employee's overall satisfaction (Heinz, 2019). There are four types of organizational cultures:1.Clan Culture Primary Focus: Mentorship and teamworkDefining Qualities: Flexibility and discretion; internal focus and integrationMotto: “We’re all in this together.”About clan culture: People who are focused in the sense that the company feels like one big happy family. This is a highly collaborative work environment where every individual is valued and communication is a top priority. These companies are action—oriented and embrace change. Benefit: Clan cultures boast high rates of employee engagement, and happy employees make for happy customers. Because of its highly adaptable environment, there’s a great possibility for market growth within a clan culture.Drawbacks: A family-style corporation culture is difficult to maintain as the companygrows. As well as a horizontal leadership structure, day-to-day operations can seem cluttered and lacking direction.2.Adhocracy CulturePrimary Focus: Risk-taking and innovationDefining Qualities: Flexibility and discretion; external focus and differentiationMotto: “Risk it to get the biscuit.”About adhocracy culture: Adhocracy cultures are rooted in innovation. These are thecompanies that are on the cutting-edge of their industry – they’re looking to develop the next big thing before anyone else has even started asking the right questions. To do so, they need to take risks. This culture values individuality in the sense that employees are encouraged to think creatively and bring their ideas to the table. Benefit: An adhocracy culture contributes to high-profit margins and notoriety. Employees stay motivated with the goal of breaking the mold. With a focus on creativity and new ideas, professional development opportunities are easy to justify.
Drawbacks: Risk is a risk, so there's always a chance that a new venture won't pan out and may even hurt your business. Adhocracy cultures can also foster competition

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HR manager

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