Managing the Organization’s Structure s-5
The organization’s scores on the Moss assessment and the results fit my general expectation of the organizational culture. First, the scores agree that the management provides numerous announcements to the employees. This is aimed at ensuring the employees understand the organizational policies and procedures. This is crucial in the communication of the explicit instructions to the employees for enhanced productivity and performance. In addition, the assessment appreciates the presence of individuals from diverse professional and personal backgrounds (Bush & Middlewood, 2013). This provides a collection of skills and abilities necessary to support effective organization structure.
In addition, I agree with the assessment that it is enjoyable to work in the organization. The organization’s structure is suitable in accommodating the recreational events for employees. In this organization, the manager understands the need to make employees motivated towards achieving their personal and organizational goals. However, I was surprised with the assessment score on that failure of the organization to respond the customer concerns with the shortest time possible. Since, the organization’s operations have been efficient in tackling the customer concerns. Generally, I was not surprised with Moss assessment on the organization, as it comprised the true reflection of the organization.
According to McNamara’s categories, the organizations culture type is academy culture. The academy culture describes a situation in which employees are very skilled and thus stays in the organization. This allows them to grow in terms of experience and promotion. My organization is a large corporation that provides a stable environment for the development and growth of employees. It facilitates their opportunity to excise their skills and capabilities in the organization. The organization culture also emphasizes on the strategic values and mission of the organization. It is important to understand the nature of the organization’s culture in order to enhance the learning of the most effective values and objectives.
There is a high degree that the two assessments are telling similar things about the organization. Both assessments are able to identify the key features of the organization’s culture and structure. For instance, they appreciate the organization’s ability to support the development of the employees. They also encourage the effective communication of the organization’s polices and procedures to the employees. This provides adequate clarification on the need to promote improved integration of employees in decision-making (Bourne, 2012). In spite of all, both assessments appreciate the nature of the strategic directions in providing effective leadership in the organization. Therefore, there is a high possibility the two assessments are telling similar things relating to the organization.
Based on the assessments, I can infer the need to foster competition in the organization. Competition is important in the internal departments as it encourages increased productivity in the organization. Also, I discovered the importance of understanding organizational changes towards discovering the best opportunities for the organization. The two items are important in understanding my personal values to the organizational success.
The organizational culture typologies are accommodative in the organization. I will cope with the organization’s culture by designing effective procedures and measures for their success. This is relevant in understanding the ability of the organization to involve the employees in the decision-making and other organizational activities (Watson, 2013). As a result, the organization culture typologies will help my organization in resolving any inherent organizational challenges and leadership concerns.
Bourne, L. (2012). Stakeholder relationship management: a maturity model for organizational implementation. Farnham, UK: Gower Publishing, Ltd.
Bush, T., & Middlewood, D. (2013). Leading and managing people in education. London, UK: Sage.
Watson, T. (2013). Management, organization and employment strategy: new directions in theory and practice. London, UK: Routledge.