Organizational culture Assignment Example | Topics and Well Written Essays - 2250 words - 1

Organizational coating - Assignment ExampleThe ending itself is a byproduct of observable artefacts and espoused values. There be four types of organizational agriculture that argon given below 1) federation of tribes culture this form of organizational culture re vexs a family like culture in which flexibility is ocular whereas employee satisfaction through development of consensus and employee involvement is considered as an important attribute of organizational management. Where such culture is conducive for employees job satisfaction and general motivation, there are also inherent risks of insufficiency of diversity since only homogenous employees will thrive in such culture. Furthermore, lack of leaders representation and abuse of flexibility is also some of its disadvantages. 2) Adhocracy culture flexibility is valued in this type of culture but with an external focus on development and growth by presenting innovative products and services. Some of the chance on elem ents of this culture are adaptability, creativity with quick response to market challenges and opportunities and less centralised power. Although such culture shows less formalization of processes whereas its unpredictability favours creativity, there are probabilities that such organizations rely heavily on immature technology, unnecessary involvement of too many employees and reduced employee accountability and risk management (Kinicki and Kreitner, 2012). 3) Market close this type of culture focuses mainly on growth and competition, building organization over the phenomena of control. Such organizations are result-oriented with more attention paid to customers and profits instead of employees satisfaction. The major advantage of this culture is high profits and better results i.e. revenues and employee efficiency however it may ignore employees needs, job satisfaction and their welfare. 4) Hierarchy shade this culture has formalized procedures with defined roles and responsib ilities internal focus and higher managerial controls are some of its staple fibre traits. Such culture is predictable and has extensive risk management. However, this culture may lack innovative vibration since all the authorities rest with few individuals. Furthermore, employees may find it unnecessary to collaborate and compete inside each other for controls (Kinicki and Kreitner, 2012). There are also various types of organization structures that are bureaucratic, functional and divisional or matrix structure. In bureaucratic model, organizations have strict hierarchies and central controls. In functional structure, organizations are divided into segments that have different functions such as marketing, HR, finance, administration etc. On the other hand, divisional structure results in many independently working departments with their own resources and they operate independently. Such division whoremonger be due to different geographic location, products and services etc. In a matrix organization, employees are utilized on the basis of their functions and use intended i.e. product or service. Hence, teams can be organise by involving members of different departments but are assigned with common goals. In the given case studies, metropolis College has a functional model while Enterprise follows divisional model. City College is a single entity present on one location and providing education to students therefore dividing it into several departments functionally is appropriate for organizational effectiveness. However, such strict definition of roles and responsibilities may make it difficult for departments to collaborate and it may result in protracted processes and procedures followed by unnecessary communication and transfer of responsibility in emergencies. On the other han